Chapter 07: Selecting Human Resources: Aplia Assignment

1. Selection and placement

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What is the ultimate purpose of selection? A. Training B. Placement C. Performance Review D. Attraction

B. Placement

Suppose you are interviewing a social media consultant. You want her to have a good idea of your company, so you make remarks like, "That's a great answer," and you smile at her frequently. These kinds of gestures are likely to make your interview _____________ successful. A. less B. more

A. less

Customer service managers at Integrity Shoes are given three tests before being hired: (1) a customer service test; (2) a math test; and (3) an English test. If the applicant scores very low on one test, he or she may still be hired, as long as he or she scores extremely well on another test. What approach to combining predictors is Integrity Shoes using? A. Predictive approach B. Compensatory approach C. Puzzle approach D. Multiple hurdle approach

B. Compensatory approach

Show the order in which the following steps occur in the selection process. Steps: ( ) Medical Exam / Drug Test ( ) Additional Interview (optional) ( ) Applicant Job Interest ( ) Background Investigation ( ) Application Form ( ) Job Placement ( ) Conditional Job Offer ( ) Preemployment Screening ( ) Test/Interview

(1) Applicant Job Interest (2) Preemployment Screening (3) Application Form (4) Test/Interview (5) Background Investigation (6) Additional Interview (optional) (7) Conditional Job Offer (8) Medical Exam / Drug Test (9) Job Placement

2. Reliability and validity

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3. The selection process

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4. Selection testing

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5. Interviews

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6. Background investigations

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7. Selection challenges and best practices

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8. Video case study: Scripps Memorial Hospital La Jolla

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Debra Bennett, magnet recognition coordinator for Scripps Memorial, says that all new grads don't arrive with the same level of skills. With this notion, Scripps would most likely use level of education as: A. A factor that can be compensated with a higher weighted score on the talent survey B. A critical factor in the selection process C. A factor of behavior D. A factor that sets the maximum cutoff

A. A factor that can be compensated with a higher weighted score on the talent survey

Teresa is interviewing for a project manager job at Marvel Studios. She is asked, "Tell me about a time when you and your manager disagreed about how to approach a project. What was the situation? What did you do? What were the results?" What kind of interview is Teresa participating in? A. Behavioral interview B. Biographical interview C. Semistructured interview D. Situational interview

A. Behavioral interview

When communicating with job applicants, what is it important to keep them informed about? Check all that apply. A. What the work will be like B. The outcome of their selection process C. The selection process D. The number of other applicants for the position

A. What the work will be like B. The outcome of their selection process C. The selection process

Which of the following disclaimers are recommended for use in an application form? Check all that apply. A. Application time limit B. Employment testing C. At-will-employment D. Information falsification

ALL APPLY

Which of the following questions would not be appropriate to ask during a reference check? Check all that apply. A. Would you rehire this applicant? B. (For applicants with attendance issues) Why did this applicant have attendance issues? C. What were the main tasks this applicant was required to do on the job? D. Did this applicant have any health issues that affected his or her performance?

B. (For applicants with attendance issues) Why did this applicant have attendance issues? D. Did this applicant have any health issues that affected his or her performance?

What is the name of the program run by the Department of Homeland Security that helps to verify whether or not new employees are eligible to work in the United States? A. DHS Cybersecurity B. E-Verify C. Immigration Verification D. EnCode

B. E-Verify

Which of the following actions will help to make interviewing more effective? Check all that apply. A. Inform the applicant early on that all of his or her interview responses will be checked for accuracy. B. Plan the interview. C. Use most of the interview time to tell the applicant about the company. D. Use questions that will produce complete answers. E. Get a balanced view. F. Control the interview.

B. Plan the interview. D. Use questions that will produce complete answers. E. Get a balanced view. F. Control the interview.

Suppose that your company is committed to not discriminating against the long-term unemployed. Which of the following actions should you take to prevent discrimination from happening? Check all that apply. A. Select only passive job applicants. B. Recruit with agencies dedicated to helping the long-term unemployed. C. Review screening procedures to be sure current employment status is not considered during screening. D. Make sure that your job advertisements do not include phrases like "only applicants who are currently working will be considered."

B. Recruit with agencies dedicated to helping the long-term unemployed. C. Review screening procedures to be sure current employment status is not considered during screening. D. Make sure that your job advertisements do not include phrases like "only applicants who are currently working will be considered."

It is apparent that Scripps Memorial Hospital utilizes several methods for selecting its personnel, such as talent surveys and applications. However, when Melanie Gollick, nursing floor manager for Scripps Memorial Hospital La Jolla, indicates that "it's really about behavior," behavior is most likely considered as which of the following? A. A factor that sets the minimum cutoff B. An indicator that is not likely to be valid C. An indicator of skills D. An indicator of attitudes

C. An indicator of skills

____________ use multiple tests and multiple raters to evaluate applicants. They are ____________ expensive to conduct than other tests, and they typically result in ____________ staffing decisions. A. Emotional intelligence centers B. Situational judgement centers C. Assessment centers D. more E. less F. better G. worse

C. Assessment centers D. more F. better

Andrea McKartle, the senior wildlife administrator for the Save the Owls fund, had an interesting habit. Whenever she was interviewing a new job applicant, she took him or her to lunch. She would watch carefully, and if the applicant salted his or her food before tasting it, Andrea would not hire that person. According to the federal government, this practice is what? A. A job skills test B. An interview C. A cognitive skills test D. A test

D. A test

Selection decisions for very high-level employees, such as the CFO or COO, are most likely to be made by whom? A. The vice president of HR B. Outside consulting firms C. The new manager's direct reports D. Other high-level operating managers

D. Other high-level operating managers

Situational judgement tests, work samples, and psychomotor tests are all __________. A. personality tests B. polygraphs C. honesty tests D. ability tests

D. ability tests

Omar is a school superintendent who is trying to improve the selection process for teachers in his school district. Before implementing the selection test as a deciding factor in the hiring process, Omar decides to give the test to current teachers to see if the test can accurately differentiate the top performers from the mediocre and poor performers. After that, he compares the scores of the teachers to their performance ratings on appraisals. In this scenario, Omar is assessing the _______________ of the test. A. predictive validity B. test-retest validity C. face validity D. concurrent validity

D. concurrent validity