CHAPTER 9
28. For entry-level selection, validity evidence suggests which of the following as the best predictor of performance? a. biodata c. reference checks b. resume d. employment interviews
A
15. What is a disadvantage of mail reference checks? a. They are efficient. b. They are systematic. c. They have a low return rate. d. They resemble traditional employee job performance ratings.
C
A brief check of relevant portions of a job application for minimal qualifications is needed when: a. the applicant is a professional c. Many people have applied for the job b. Few people have applied for the job d. the applicant is disabled
C
Negligent hiring occurs when: a. an unvalidated selection device is used resulting in hiring an employee who cannot perform the job. b. hiring takes place without the use of any formal selection devices. c. a third party such as coworker, client, or customer of an organization files suit against an employer for injuries caused by an employee. d. hiring results in adverse impact against a protected group.
C
The most thorough reference check would likely be: a. From a former employer c. From an investigative agency b. From a work colleague d. From a letter of recommendation
C
Which of the following is an inappropriate question to be asked on an application form? a. What is your name? b. Do you have the legal right to live and work in the U.S.? c. Do you smoke? d. Do you have the use of a reliable car
C
Which of the following is the most frequently sought reference information from applicants? a. salary history c. dates of employment b. prospective hire's qualifications for a specific job d. eligibility for rehire
C
"Do you own your own car?" may be an inappropriate question to ask in an application form.
T
2. Under a charge of discrimination, the burden of proof may be on the employer to demonstrate that all questions in an application form are indeed fair and not discriminatory.
T
A felony conviction can automatically exclude an applicant from employment.
F
Of these methods of collecting reference data, which is used most frequently? a. Telephone checks c. Mail checks b. Internet and e-mail checks d. Letters of recommendation
A
Regarding the validity of T&E evaluations, which of the following is true? a. Few studies have examined their validity c. They reflect rather low interrater reliability estimates b. Many studies have examined their validity d. the grouping method produced the highest coefficient
A
The behavioral consistency method for assessing training and experience assumes which of the following? a. Job applicants should be evaluated on the basis of behaviors that show differences between superior and minimally acceptable workers b. Job applicants should be evaluated on the basis of behaviors that show differences between average and minimally acceptable workers. c. Information on applicants' past accomplishments can be described by previous supervisors. d. Applicants' achievements can be reliably rated by applicants themselves.
A
Email is the most frequently used method of conducting a reference check.
F
Employers do not have a responsibility to provide relevant information on a past employee who is under consideration for employment by another employer.
F
Employers should use the holistic method of T&E evaluation rather than the competency-based approaches.
F
Evidence of application/resume fraud or misconduct will not limit the employer's liability on discrimination claims.
F
For most organizations, one application form for all jobs in the organization is all that is needed.
F
It is appropriate to ask applicants about the color of their hair and eyes.
F
It is inappropriate to ask applicants about specific skills or education/training experiences acquired through military service.
F
Job analysis alone will completely resolve the problem of which items should be included on an application form.
F
Only one method of empirical keying is recommended.
F
Reference checking serves more as a basis for detection of the qualified rather than identification of the unqualified.
F
Reference checks are one of the few selection devices not subject to the Uniform Guidelines on Employee Selection Procedures.
F
Refusing to give information on a past employee shields an employer from a lawsuit.
F
Research shows that over time, most Fortune 500 firms have revised their application forms so they are now completely fair.
F
Since only positive comments are given in letters of reference, they are not useful for gaining an indication of the writer's true feelings.
F
State and federal laws generally do not assume that all questions asked on an application form are used in making hiring decisions.
F
The "Accomplishment Record" T&E evaluation method should NOT be used for selecting managers or professionals.
F
The use of letters of reference are probably restricted to lower skilled jobs.
F
WAB stands for weighted application biodata.
F
When writing instructions for completing the application form it is a good practice to make the instructions a little vague and incomplete to see how applicants deal with ambiguity.
F
Written work experience and education information given by a job applicant are more accurate when obtained from an interview rather than a "training and experience evaluation."
F
A common distortion seen by many HR managers involves reported college background.
T
An employer can give consideration to the relationship between an applicant's conviction for a crime and his or her suitability for a specific job.
T
An unstructured reference checking system, rather than a structured reference checking system, is more likely to be open to charges of discrimination.
T
Application forms have been used to discriminate against protected groups.
T
As far as reliability is concerned, training and experience evaluations tend to reflect rather high interrater reliability estimates.
T
Asking applicants to give written permission to contact their references is a good idea.
T
Biodata instruments can be developed and validated so they lead to validity generalizability.
T
Caution is advised in using any negative data from a reference check as a basis for excluding applicants.
T
Citizens, and noncitizens with a legal right to work in the United States, are protected from discrimination on the basis of national origin.
T
Employers are prohibited from asking any questions of references that they may not request of applicants.
T
In-person reference checks are not frequently used in most selection programs.
T
It is inappropriate to ask an applicant to supply a birth certificate for employment.
T
It is inappropriate to ask women about child care arrangements.
T
It is legal, and even the duty of employers to check references.
T
It is possible to produce a biodata instrument that is predictive of performance across organizations and employee groups.
T
It is recommended to use multiple application forms for different types of jobs in an organization.
T
Job analysis data should serve as one basis for choosing employment application questions.
T
Laws protect both citizens, and noncitizens with legal authorization to work in the United States, from discrimination due to race, color, religion, or national origin.
T
Of all the T&E methods, the WRC based method likely offers the best prediction of later job performance.
T
Scoring procedures for biodata forms should be based on job applicants rather than incumbents.
T
Several studies have demonstrated that over 95% of firms checked references.
T
The possibility of libel or slander suits discourages employers from providing reference information.
T
The total score for a WAB is used like that of any personnel selection test to predict probable job success.
T
Training and experience evaluations, like other selection methods, are subject to the Uniform Guidelines on Employee Selection Procedures
T
While the typical validity coefficient may be relatively low, the available evidence is reasonably clear that some training and experience ratings are valid predictors of job performance.
T
Which of the following is an assumption underlying biodata as a selection tool? a. The best predictor of future behavior is past behavior. b. The best predictor of future behavior is present intentions. c. The best predictor of future behavior is previous experience. d. The best predictor of future behavior is general ability.
A
Which of the following is considered an appropriate question to ask on an application form? a. "Are you at least 18 years old?" c. "When was your last physical exam?" b. "What language do you commonly use?" d. "Please list any hobbies you have."
A
Which of the following methods of empirical keying has been the most popular and useful? a. vertical percentage c. deviant response b. horizontal percentage d. optimum range
A
Is an employer prohibited by law from asking certain questions on an application form? a. Yes, laws and regulations prohibit most types of inquiries on application forms. b. Yes, court decisions have established that certain questions cannot be asked on an application form. c. No, an employer can ask any questions but may bear the burden of proof if discrimination is charged. d. No, an employer can ask any questions since the burden of proof falls on the plaintiff.
B
Which of the following is true about letters of reference? a. Positive comments are seldom given. b. A long letter is more indicative of a positive attitude toward the applicant than a short letter. c. The same information is obtained from each applicant. d. Scoring of the letter is objective and not based upon the read
B
Which of the following statements concerning recommended steps for using reference checks is INCORRECT? a. Reference data are most properly used when the data involve job-related concerns. b. Applicants should not be asked to give written permission to contact their references. c. Reference takers collecting information by telephone or in person should be trained in how to interview reference givers. d. All reference check information should be recorded in writing.
B
Which of the following types of evidence would be most useful in defending a negligent hiring suit? a. validation evidence for selection procedure b. background investigation c. applicant flow characteristics d. job performance ratings of job incumbents higher than average of applicant pool
B
What conclusions can be inferred from research examining the appropriateness of items (i.e., from an EEO standpoint) on application forms a. Inappropriate inquiries are quite rare. b. Application forms should be abandoned for selection purposes. c. It is rare to find application forms that don't have at least one inappropriate item. d. Most employers intentionally use inappropriate items knowing they will rarely be scrutinized.
C
What does research tell us about the accuracy of application form data? a. For the most part, application form data are very accurate since applicants know they can be verified. b. A common distortion seen by many human resource managers involves inaccurately reporting high school background. c. Applicants are most likely to distort those items believed to be related to whether a job offer will be made and the salary given. d. Since distortion is such a major problem, it can be concluded that employment applications are worthless in selection.
C
11. An application form checklist is: a. a list of items completed by the interviewer. b. a list of instructions provided to the applicant to ensure proper completion. c. a list of unacceptable items to be avoided on an application form. d. a list of items related to minimum qualifications that an applicant must meet for further consideration for a job.
D
Regarding the reliability of T&E evaluations, which of the following is true? a. Few studies have examined their validity c. They reflect rather low interrater reliability estimates b. Many studies have examined their validity d. The task-based method produced the highest coefficient
D
T&E calculations are based on: a. Application entries c. Keyed responses b. Life history d. Ratings
D
The biggest problem with reference checks collected by mail is: a. The delay in receiving responses. b. The speed of responses c. The high rate of return d. The low rate of return
D
What is the basic issue in cases that have dealt with claims of discriminatory impact and defamation of character? a. the tendency of reference givers to provide too little information in describing people b. the tendency of reference givers to provide true and accurate information c. the tendency of reference givers to omit necessary information in describing people d. the tendency of reference givers to go beyond necessity in describing people
D
What is true concerning application form inquiries into arrest and conviction records? a. An employer can give consideration to arrest records for specific jobs. b. An employer cannot give consideration to conviction records. c. An employer can give consideration to both arrest and conviction records. d. An employer cannot give consideration to arrest records.
D
Which of the following can an employer do to show that application form items do not unfairly discriminate among applicants? a. show written proof that the items were not intended to discriminate b. show that most employers use the same items c. show that the items came from a reputable reference source such as this textbook d. show that the questions represent a bona fide occupational requirement
D
Which of the following is NOT one of the empirical keying methods used with biodata scores? a. vertical percentage c. deviant response b. horizontal percentage d. optimum range
D
Which of the following were found to provide reference data predictive of subsequent job performance? a. personnel officers of former employers b. current spiritual advisors c. relatives d. supervisors of former employers
D
10. It is appropriate to ask on an application form questions related to work availability on holidays/weekends.
F
35. It is especially important for an employer to answer reference questions from other organizations, such as "Would you rehire this person?"
F
