MGT 352 Chapter 6

: 6 35) What provides a frame of reference for comparing an applicant's performance with the performance of similar individuals? A) norms B) keywords C) objectivity D) reliability

: A Explanation: A) A norm is a frame of reference for comparing an applicant's performance with that of others. Specifically, a norm reflects the distribution of many scores obtained by people similar to the applicant being tested. Diff: 1 Chapter: 6 Skill: Concept

: 3 25) A goal-directed summary of a person's experience, education, and training developed for use in the selection process is known as a(n) ________. A) résumé B) application form C) job requisition D) work sample test

: A Explanation: A) A résumé is a goal-directed summary of a person's experience, education, and training developed for use in the selection process. Professional and managerial applicants often begin the selection process by submitting a résumé. Diff: 1 Chapter: 6 Skill: Concept

: 9 96) Which metric focuses on the percentage of applicants from a particular source that advance to the next stage of the selection process? A) yield rate B) turnover rate C) acceptance rate D) selection rate

: A Explanation: A) A yield rate is the percentage of applicants from a particular source and method that make it to the next stage of the selection process. For example, if 100 applicants submitted their résumés through the firm's corporate career Web site and 25 were asked in for an interview, the yield rate for the corporate career Web site would be 25 percent. Diff: 1 Chapter: 6 Skill: Concept

: 3 17) What is a software application designed to help an enterprise select employees more efficiently? A) applicant tracking system B) selection tracking process C) cognitive aptitude test D) job selection system

: A Explanation: A) An applicant tracking system (ATS) is a software application designed to help an enterprise select employees more efficiently. Current ATSs permit human resource and line managers to oversee the entire selection process. They often involve screening résumés and spotting qualified candidates, conducting personality and skills tests, and handling background checks. Diff: 1 Chapter: 6 Skill: Concept

: 7 72) What type of interview is comprehensive and involves the applicant talking more than the interviewer? A) unstructured B) structured C) stress D) directive

: A Explanation: A) An unstructured interview is one in which the interviewer asks probing, open-ended questions. This type of interview is comprehensive, and the interviewer encourages the applicant to do much of the talking. Structured interviews involve asking the same questions to all candidates. Diff: 2 Chapter: 6 Skill: Concept

: 7 AACSB: Use of IT 71) What does the unstructured interview involve? A) asking candidates probing, open-ended questions B) using novice interviewers to assess candidates C) validating candidate test scores against norms D) asking identical questions to all candidates

: A Explanation: A) An unstructured interview is one in which the interviewer asks probing, open-ended questions. This type of interview is comprehensive, and the interviewer encourages the applicant to do much of the talking. Structured interviews involve asking the same questions to all candidates. Diff: 3 Chapter: 6 Skill: Concept

: 6 49) A test validation method that determines whether a test measures certain traits that job analysis finds to be important in performing a job is referred to as ________ validity. A) construct B) content C) concurrent D) predictive

: A Explanation: A) Construct validity is a test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job. For instance, a job may require a high degree of creativity or reasoning ability. Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job. Diff: 1 Chapter: 6 Skill: Concept

: 3 23) Tyra, an HR manager at an automotive parts facility, received 500 online applications for 30 job openings in the production department. To determine if an applicant is qualified, Tyra will most likely compare the information provided in each application to a ________. A) job description B) job-knowledge test C) merit pay program D) gainsharing assessment

: A Explanation: A) Managers compare the information contained in a completed application to the job description to determine whether a potential match exists between the firm's requirements and the applicant's qualifications. Diff: 2 Chapter: 6 Skill: Application

: 2 13) Which of the following can serve as a substitute for certain selection tools and as a method of determining an employee's suitability? A) probationary period B) stress interview C) reference check D) selection ratio

: A Explanation: A) Many firms use a probationary period that permits them to evaluate an employee's ability based on established performance. The purpose of a probationary period is to establish the suitability of a new employee for the role that has been offered to them and to resolve any issues there might be in the new employee's performance over the first three months or so. This practice may be either a substitute for certain phases of the selection process or a check on the validity of the process. Diff: 1 Chapter: 6 Skill: Concept

: 9 97) Many recruiters believe that ________ is the most important metric to use in the selection process. A) quality of hire B) acceptance rate C) return on recruiting revenue D) turnover yield

: A Explanation: A) Many recruiters believe that quality of hire is the most important metric to use in the selection process. Some possible measures to determine the quality of hire might be communication effectiveness, ability to motivate others, leadership ability, and cultural fit. Diff: 2 Chapter: 6 Skill: Concept

: 1 6) Marshall Consulting needs to hire a new CEO in the next two months. As an HR manager at Marshall Consulting, which of the following is your most important task when filling this position? A) conducting extensive background checks B) devising new selection tests C) creating application forms D) gathering biometric data

: A Explanation: A) Organizations usually take different approaches to filling positions at varying levels. When filling an executive position, HR needs to conduct extensive background checks and schedule multiple interviews with the candidates. Creating new tests and forms are less essential for such a high level position, and gathering biometric data is unlikely to be necessary. Diff: 3 Chapter: 6 Skill: Application

: 6 55) Craig is applying for a sales position at a commercial real estate firm. The HR manager gave Craig the Myers-Briggs test during the selection process. Which of the following is most likely being measured by the firm? A) personality traits B) cognitive abilities C) vocational interest D) psychomotor skills

: A Explanation: A) Personality tests are self-reported measures of traits, temperaments, or dispositions. More and more companies are using specially designed personality tests such as Myers-Briggs to identify top sales recruits. Vocational interest tests are tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction. Diff: 2 Chapter: 6 Skill: Application

: 6 45) Which of the following involves administering a test and later obtaining criterion information? A) predictive validity B) concurrent validity C) construct validity D) content validity

: A Explanation: A) Predictive validity involves administering a test and later obtaining the criterion information. For instance, all applicants take the test but the firm uses other selection criteria, not the test results, to make the selection decision. Concurrent validity is determined when the firm obtains test scores and the criterion data at essentially the same time. Diff: 2 Chapter: 6 Skill: Concept

: 6 37) A student takes an IQ test one week and scores 140. The student retakes the test one week later and scores 90. Which of the following best describes the test? A) unreliable B) abnormal C) subjective D) objective

: A Explanation: A) Reliability is the extent to which a selection test provides consistent results. Reliability data reveal the degree of confidence placed in a test. If a person scores 140 on a certain intelligence test this week and retakes the test next week and scores 90, the test reliability would likely be low. Diff: 2 Chapter: 6 Skill: Application

: 3 21) Which of the following would LEAST likely appear as a preprinted statement on most job application forms? A) statement that the applicant's former employers will not be contacted B) statement that the applicant certifies everything on the form is true C) statement that the company is an employment at will organization D) statement that the applicant gives permission to have his or her references checked

: A Explanation: A) Several preprinted statements are usually included on the application form. First, by signing the form, the applicant certifies that information provided on the form is accurate and true. Employers will likely reject candidates who make false claims for major issues. Second, when not prohibited by state law, the form should also state that the position is employment at will and that either the employer or the employee can terminate employment at any time for any reason. Finally, the form should contain a statement whereby the candidate gives permission to have his or her background and references checked. Diff: 3 Chapter: 6 Skill: Concept

: 6 57) Which law protects healthy individuals who have a genetic predisposition for a disease? A) Americans with Disabilities Act B) Family and Medical Leave Act C) Davis-Bacon Act D) Equal Pay Act

: A Explanation: A) The EEOC has issued guidelines stating that healthy individuals with a genetic predisposition to a disease, and thus perceived as disabled, are protected by the Americans with Disabilities Act. Diff: 2 Chapter: 6 Skill: Concept

1) The HR manager at a manufacturing plant is required to use E-Verify to check the information provided on each employee's ________. A) I-9 B) W-2 C) W-4 D) 1099

: A Explanation: A) The Federal Acquisition Regulation requires government contractors and subcontractors to use E-Verify to determine that all of their new hires and all existing employees directly performing work on a federal contract are authorized to work in the United States. E-Verify is a web-based system that lets employers check Social Security and visa numbers submitted by workers against government databases. The program verifies information in the worker's Employment Eligibility Verification Form (I-9). Diff: 2 Chapter: 6 Skill: Application

: 6 38) The basic requirement for a selection test is that it be ________. A) valid B) reliable C) objective D) standardized

: A Explanation: A) The basic requirement for a selection test is that it be valid. Validity is the extent to which a test measures what it claims to measure. If a test cannot indicate ability to perform the job, it has no value. And, if used, it will result in poor hiring decisions and a potential legal liability for the employer. Diff: 2 Chapter: 6 Skill: Concept

: 12 86) The primary reason for conducting background investigations is to ________. A) hire better workers B) check personal references C) verify educational credentials D) prevent employment discrimination

: A Explanation: A) The principal reason for conducting background investigations is to hire better workers. On the surface an applicant may look qualified, but a background investigation is needed to determine the accuracy of the information. Background investigations involve obtaining data from various sources, including previous employers, business associates, credit bureaus, government agencies, and academic institutions, and the purpose is to ensure that qualified workers are hired. Diff: 2 Chapter: 6 Skill: Concept

: 7 80) What type of interview is most likely being conducted when an interviewer says, "I think your answer is totally inadequate: it doesn't deal with my concerns at all, can't you do better than that?" A) stress B) board C) group D) behavioral

: A Explanation: A) The question provides an example of a stress interview question. In stress interviews, the interviewer purposely creates anxiety. Diff: 2 Chapter: 6 Skill: Application

: 2 10) If the selection ratio is 1.00, how many qualified applicants are there for one open position at a firm? A) 0 B) 1 C) 10 D) 100

: B Explanation: B) A selection ratio of 1.00 indicates that there was only one qualified applicant for an open position. The lower the ratio falls below 1.00, the more alternatives the manager has in making a selection decision. For example, a selection ratio of 0.10 indicates that there were 10 qualified applicants for an open position. Diff: 2 Chapter: 6 Skill: Application

: 3 AACSB: Use of IT 19) Applicant tracking systems are primarily used for ________. A) generating legally appropriate interview questions B) sorting résumés from online job boards C) measuring the quality of applicants D) tracking HR manager requisitions

: B Explanation: B) ATSs are used extensively to help ease the labor-intensive process of sorting résumés from online job boards. In most cases, the goal is not merely to reduce costs but also to speed up the hiring process and find people who fit an organization's success profile. ATSs can develop prescreening questions and track requisitions, and in the future may be able to measure applicant quality; however, sorting résumés is the primary use of ATSs. Diff: 2 Chapter: 6 Skill: Concept

: 7 66) Robert, an HR manager, is preparing to interview candidates for a software engineer position. Which of the following is LEAST likely to appear on Robert's interview planning checklist? A) developing questions related to the qualities sought B) prescreening additional applicants with behavioral selection tests C) comparing an applicant's application and résumé with job requirements D) preparing a step-by-step plan to present the position, company, division, and department

: B Explanation: B) After listing job requirements, it is helpful to have an interview checklist that includes: compare an applicant's application and résumé with job description; develop questions related to the qualities sought; prepare a step-by-step plan to present the position, company, division, and department; and determine how to ask for examples of past job-related applicant behavior. Prescreening occurs earlier in the selection process and is unlikely to occur in preparation for interviews. Diff: 3 Chapter: 6 Skill: Application

: 7 84) When should a realistic job preview be given to applicants? A) after a job offer is made B) early in the selection process C) during a performance appraisal D) during employee orientation

: B Explanation: B) An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm and should be done early in the selection process and before a job offer is made. Diff: 2 Chapter: 6 Skill: Concept

: 6 62) Firms most likely use assessment centers during the selection process to ________. A) compare applicants with current employees B) predict the job performance of applicants C) assess an applicant's job motivation D) ensure applicants are healthy

: B Explanation: B) An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job. Research has established the validity of the assessment center approach to predicting performance. Diff: 3 Chapter: 6 Skill: Concept

: 6 61) What selection technique requires individuals to perform activities similar to those they might encounter in an actual job? A) psychomotor abilities test B) assessment center C) vocational interest test D) job-related center

: B Explanation: B) An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job. The assessment center is one of the most powerful tools for assessing managerial talent because it is designed to determine if they will be effective in performing a specific job. Diff: 1 Chapter: 6 Skill: Concept

: 7 75) Behavioral interviews are primarily intended to determine all of the following qualities about an applicant EXCEPT the applicant's ability to ________. A) work under pressure B) quantify task results C) work with other people D) resolve difficult problems

: B Explanation: B) Behavioral interviews ask applicants about specific events as opposed to just having them tell about themselves. They are designed to test applicants' abilities to work under pressure and to work with others and to determine whether they can resolve conflicts. The behavioral interview assists in determining if a person is functionally sound and if the applicant will be a good fit in the organization. Diff: 3 Chapter: 6 Skill: Concept

: 6 44) Which of the following is determined when a firm obtains test scores and criterion data at approximately the same time? A) predictive validity B) concurrent validity C) construct validity D) content validity

: B Explanation: B) Concurrent validity is determined when the firm obtains test scores and the criterion data at essentially the same time. For instance, it administers the test to all currently employed telemarketers and compares the results with company records that contain current information about each employee's job performance. If the test is able to identify productive and less productive workers, one could say that it is valid. Diff: 2 Chapter: 6 Skill: Concept

: 6 47) A test validation method whereby a person performs certain tasks that are actually required by the job is referred to as ________. A) concurrent validity B) content validity C) construct validity D) predictive validity

: B Explanation: B) Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job or completes a paper-and-pencil test that measures relevant job knowledge. Predictive validity involves administering a test and later obtaining the criterion information. Diff: 1 Chapter: 6 Skill: Concept

: 6 48) Kyla is applying for a job at a telecommunications company as a terminal operator, which primarily involves word processing tasks. Kyla has been asked to take a word processing test, so the firm is most likely using ________ in the selection process. A) construct validity B) content validity C) concurrent validity D) predictive validity

: B Explanation: B) Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job, such as word processing in this example. This form of validation requires thorough job analysis and carefully prepared job descriptions. Predictive validity involves administering a test and later obtaining the criterion information. Diff: 2 Chapter: 6 Skill: Application

: 6 42) When criterion-related validity is used, the scores on the selection test are compared to ________. A) scores on the pre-test B) job performance factors C) scores on the post-test D) a national norm

: B Explanation: B) Criterion-related validity is a test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal. Performance measures might include quantity and quality of work, turnover, and absenteeism. A close relationship between the score on the test and job performance suggests that the test is valid. Diff: 2 Chapter: 6 Skill: Concept

: 6 56) Kara took a test that indicated she has a predisposition for breast cancer. What type of test did Kara most likely take? A) blood B) genetic C) urine D) skin

: B Explanation: B) Genetic testing is performed to identify predisposition to inherited diseases, including cancer, heart disease, neurological disorders, and congenital diseases. DNA-testing companies can tell us our potential risk for breast cancer, cystic fibrosis, and Alzheimer's disease and other common chronic conditions. Diff: 2 Chapter: 6 Skill: Application

: 7 79) Several of the firm's representatives interviewing a candidate at the same time is typical of what type of interview? A) group B) board C) stress D) role-play

: B Explanation: B) In a board interview, several of the firm's representatives interview a candidate at the same time. Companies use the board interview to gain multiple viewpoints because there are many cross-functional workplace relationships in business these days. In a group interview, several applicants interact in the presence of one or more company representatives. Diff: 1 Chapter: 6 Skill: Concept

: 2 14) What is the length of the typical probationary period? A) 30 to 60 days B) 60 to 90 days C) 90 to 180 days D) one year

: B Explanation: B) Many firms use a probationary period that permits them to evaluate an employee's ability based on established performance. This period is typically from 60 to 90 days. Diff: 2 Chapter: 6 Skill: Concept

: 7 81) Purposely making the candidate uncomfortable by asking blunt and often discourteous questions would most likely occur during a ________ interview. A) nondirective B) stress C) board D) group

: B Explanation: B) Most interviewers strive to minimize stress for the candidate. However, in the stress interview, the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions. The purpose is to determine the applicant's tolerance for stress that may accompany the job. Diff: 1 Chapter: 6 Skill: Concept

: 6 34) When everyone scoring a test obtains the same results, the test is said to be ________. A) reliable B) objective C) valid D) consistent

: B Explanation: B) Objectivity in testing occurs when everyone scoring a test obtains the same results. Multiple choice and true-false tests are objective. The person taking the test either chooses the correct answer or does not. Diff: 2 Chapter: 6 Skill: Concept

: 2 7) VRA Technologies needs to hire a data entry specialist. As an HR manager at the firm, which of the following is your most important task when filling this position? A) conducting multiple background checks B) requiring a word processing test C) checking medical histories D) calling personal references

: B Explanation: B) Organizations usually take different approaches to filling positions at varying levels. When filling a clerical position, HR would most likely focus on candidates taking word-processing tests. Background checks and personal references are important, but less critical than assessing a candidate's typing skills. Checking medical histories would be illegal. Diff: 3 Chapter: 6 Skill: Application

: 6 51) Hannah is applying for a job as a technician at a manufacturing facility. The job requires employees to use magnifying lenses when assembling products, so Hannah's psychomotor abilities were tested. Which type of test did Hannah most likely take? A) cognitive aptitude B) psychomotor abilities C) job knowledge D) work-sample

: B Explanation: B) Psychomotor abilities tests measure strength, coordination, and dexterity. Cognitive aptitude tests determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Diff: 2 Chapter: 6 Skill: Application

: 6 36) A selection tool that provides consistent results is said to be ________. A) valid B) reliable C) objective D) standardized

: B Explanation: B) Reliability is the extent to which a selection test provides consistent results. Reliability data reveal the degree of confidence placed in a test. Validity is the extent to which a test measures what it claims to measure. Diff: 2 Chapter: 6 Skill: Concept

: 1 4) Which term refers to the process of choosing from a group of qualified applicants the individual best suited for a particular position? A) recruitment B) selection C) HR planning D) job bidding

: B Explanation: B) Selection is the process of choosing from a group of applicants the individual best suited for a particular position and the organization. Properly matching people with jobs and the organization is the goal of the selection process. Diff: 1 Chapter: 6 Skill: Concept

: 7 69) A(n) ________ occurs when an interviewer assumes that an applicant has certain traits because he or she is a member of a certain class. A) contrast bias B) stereotyping bias C) premature judgment bias D) interview illusion bias

: B Explanation: B) Stereotyping bias occurs when the interviewer assumes that the applicant has certain traits because he or she is a member of a certain class. The classic case of stereotyping bias is when an interviewer assumes that a women applicant cannot meet a certain physical requirement such as being able to lift 50 pounds. Diff: 2 Chapter: 6 Skill: Concept

: 6 31) Experts suggest that a slight amount of test anxiety is ________. A) abnormal B) beneficial C) detrimental D) unprofessional

: B Explanation: B) Test anxiety can be a problem. Applicants often become quite anxious when confronting yet another hurdle that might eliminate them from consideration. Although a great deal of anxiety is detrimental to test performance, a slight degree is helpful. Diff: 2 Chapter: 6 Skill: Concept

: 8 90) Which federal law states that all medical exams must be directly relevant to the job requirements and that a firm cannot order a medical exam until the applicant is offered employment? A) Occupational Safety and Health Act B) Americans with Disabilities Act C) Uniform Guidelines Act D) Fair Labor Standards Act

: B Explanation: B) The Americans with Disabilities Act (ADA) does not prohibit pre-employment medical examinations. However, it does determine the point at which they may be administered during the selection process. The ADA explicitly states that all exams must be directly relevant to the job requirements and that a firm cannot order a medical exam until the applicant is offered employment. Diff: 2 Chapter: 6 Skill: Concept

: 9 94) What is the main problem of having a low acceptance rate? A) increasing training needs B) increasing recruiting costs C) limited number of available positions D) limited number of qualified candidates

: B Explanation: B) The acceptance rate is the number of applicants who accepted the job divided by the number who were offered the job. If this rate is unusually low, it would be wise to determine the reason that jobs are being turned down. Low acceptance rates mean high recruiting costs. Diff: 2 Chapter: 6 Skill: Concept

: 9 95) Which metric focuses on the number of applicants hired from a group of candidates expressed as a percentage? A) recruiting costs B) selection rate C) acceptance rate D) turnover rate

: B Explanation: B) The number of applicants hired from a group of candidates expressed as a percentage is the selection rate. Certainly, the selection rate is affected by the condition of the economy. Also, the validity of the selection process will impact the selection rate. Diff: 1 Chapter: 6 Skill: Concept

: 3 22) The purpose of ________ is to help a company manage potential and actual applicants in an organized manner. A) applicant tracking B) candidate relationship management C) human capital metrics D) work-sample validity

: B Explanation: B) The purpose of candidate relationship management (CRM) is to help manage potential and actual applicants in an organized manner. It is useful in managing the relationship between the company and prospective applicants. Diff: 3 Chapter: 6 Skill: Application

: 7 73) What type of interview has potential legal problems because of the likelihood of discussing potentially discriminatory information? A) structured B) unstructured C) stress D) directive

: B Explanation: B) The unstructured interview is often more time consuming than the structured interview and results in obtaining different information from different candidates. This adds to the potential legal woes of organizations using this approach. Compounding the problem is the likelihood of discussing ill-advised, potentially discriminatory information. The applicant who is being encouraged to pour his heart out may volunteer facts that the interviewer does not need or want to know. Diff: 2 Chapter: 6 Skill: Concept

: 9 99) Comparing the decision-making styles of U.S. executives and Asian executives reveals that ________. A) American business leaders often put strategic decisions up for a vote B) Japanese business leaders tend to make decisions by consensus C) Japanese CEOs prefer to make decisions alone D) American CEOs have little leeway when making large, strategic decisions

: B Explanation: B) Think of global business styles as a continuum with U.S. executives at one end and their Asian counterparts at the other. America and Japan provide an excellent example for studying cross-cultural leadership interaction due to the cultural differences between the countries. American CEOs differ in styles, but most have a common denominator; they have more leeway to make large, strategic decisions themselves. Japanese leaders tend to make decisions by consensus. Diff: 2 Chapter: 6 Skill: Critical Thinking

: 6 54) Brian is seeking a sales position after scoring high on a test that compared his individual interests with those of successful sales managers. What type of test did Brian most likely take? A) cognitive aptitude B) vocational interest C) job knowledge D) work-sample

: B Explanation: B) Vocational interest tests are tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction. These tests compare the individual's interests with those of successful employees in a specific job. Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying. Diff: 2 Chapter: 6 Skill: Application

: 7 85) The most basic interviewing rule is to ________. A) dominate every aspect of the interview B) never let a job applicant see you sweat C) ask only job-related questions D) save the realistic job preview until after the candidate has been hired

: C Explanation: C) Although no questions are illegal, many are clearly hiring standards to avoid. When they are asked, the responses generated create a legal liability for the employer. The most basic interviewing rule is this: "Ask only job-related questions." Diff: 1 Chapter: 6 Skill: Concept

: 3 24) Which of the following should NOT be requested on a job application form? A) experience B) education C) birthplace D) skills

: C Explanation: C) An employment application form must reflect not only the firm's informational needs but also Equal Employment Opportunity Commission (EEOC) requirements. Potentially discriminatory questions inquiring about such factors as gender, race, age, convictions, national origin, citizenship, birthplace, dependents, disabilities, religion, color, and marital status should not be used. Asking candidates about their experience, education, and skills is acceptable. Diff: 2 Chapter: 6 Skill: Concept

: 5 28) Robert, a recent college graduate, is applying to accounting firms for an entry-level position. Since most large firms use applicant-tracking systems, which of the following words or phrases would be LEAST beneficial? A) problem solving B) PowerPoint 2010 C) organized D) bilingual

: C Explanation: C) Applicant-tracking systems look for keywords, which tend to be more of the noun or noun-phrase type (Word 2007, UNIX, Biochemist) as opposed to power action verbs often found in traditional résumés (developed, coordinated, organized). Another way to look at keyword phrases is to think in terms of job duties. According to CareerBuilder.com, the terms employers search for most often are: problem solving and decision making, oral and written communication, leadership, and bilingual. Diff: 3 Chapter: 6 Skill: Application

: 7 82) What concept is based on the idea that a group of people is smarter than a single expert? A) broadbanding B) reverse mentoring C) crowd sourcing D) reengineering

: C Explanation: C) Crowd sourcing is based on the premise that any given group of people is always smarter than any given expert. Crowd sourcing is based on the management concept of synergism, the cooperative action of two or more persons working together to accomplish more than they could working separately. This management concept recognizes that greater effect may be achieved when two workers are placed together. Diff: 1 Chapter: 6 Skill: Concept

: 7 67) Which of the following issues is LEAST relevant during an employment interview? A) occupational experience B) interpersonal skills C) personal likes and dislikes D) academic achievement

: C Explanation: C) During an interview, an interviewer will most likely assess the candidate's occupational experience, interpersonal skills, and academic record. The candidate's likes and dislikes are less relevant during a job interview. Diff: 2 Chapter: 6 Skill: Concept

: 8 89) Which of the following jobs would put an employer particularly at risk for a charge of negligent hiring? A) grocery store manager B) machine operator C) home health attendant D) college professor

: C Explanation: C) Employers who operate home-service businesses, day-care centers, and home health care operations are particularly at risk of negligent hiring because employees could potentially be alone with clients. The primary consideration in negligent hiring is whether the risk of harm from a dangerous employee was reasonably foreseeable. Diff: 2 Chapter: 6 Skill: Concept

: 7 78) Several applicants interacting in the presence of one or more interviewers is typical of what type of interview? A) stress B) board C) group D) role-play

: C Explanation: C) In a group interview, several applicants interact in the presence of one or more company representatives. This approach, although not mutually exclusive of other interview types, may provide useful insights into the candidates' interpersonal competence as they engage in a group discussion. Diff: 1 Chapter: 6 Skill: Concept

: 6 63) Kelly is applying for a position with Citibank and will be participating in an assessment center. Which of the following activities is Kelly LEAST likely to do in the assessment center? A) in-basket exercises B) management games C) psychomotor abilities tests D) leaderless discussion groups

: C Explanation: C) In an assessment center, candidates perform a number of exercises that simulate the tasks they will carry out in the job they seek. Among the typical assessment center tests, the applicants may complete in-basket exercises and perform in management games, leaderless discussion groups, mock interviews, and other simulation. Psychomotor abilities tests are selection tests that are not part of assessment centers. Diff: 2 Chapter: 6 Skill: Application

: 7 65) What selection method continues to be the primary method companies use to evaluate applicants? A) background checks B) cognitive ability tests C) employment interviews D) assessment centers

: C Explanation: C) Interviews continue to be the primary method companies use to evaluate applicants. The employment interview is especially important because the applicants who reach this stage are the survivors. They have endured preliminary screening, had their applications reviewed, and scored satisfactorily on selection tests. Diff: 2 Chapter: 6 Skill: Application

: 7 30) Selection tests may accurately predict an applicant's ability to perform the job, but they are less successful in indicating the extent to which the individual has the necessary ________. A) experience B) education C) motivation D) qualifications

: C Explanation: C) Job performance depends on an individual's ability and motivation to do the work. Selection tests may accurately predict an applicant's ability to perform the job, the "can do," but they are less successful in indicating the extent to which the individual will be motivated to perform it, the "will do." Diff: 2 Chapter: 6 Skill: Concept

: 6 52) During the selection process for a telemarketing position, Alex was given a test to measure his awareness of the job's duties. Which type of test did Alex most likely take? A) psychomotor abilities B) cognitive aptitude C) job knowledge D) work-sample

: C Explanation: C) Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying. Psychomotor abilities tests are tests that measure strength, coordination, and dexterity. Cognitive aptitude tests are tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Diff: 2 Chapter: 6 Skill: Application

: 8 88) Which term refers to the liability a company incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm? A) negligent retention B) negligent supervision C) negligent hiring D) negligent referral

: C Explanation: C) Negligent hiring is the liability an employer incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm. The typical negligent hiring case involves a deliberate inflicting of harm committed by an employee including fraud, assault, battery, or interference with contractual relations. Diff: 1 Chapter: 6 Skill: Concept

: 9 93) What recruitment/selection metric focuses on the number of applicants who accepted the job divided by the number who were offered the job? A) recruiting costs B) selection rate C) acceptance rate D) turnover rate

: C Explanation: C) Once an offer has been extended, the firm has said that this applicant meets the requirements for the position. The acceptance rate is the number of applicants who accepted the job divided by the number who were offered the job. If this rate is unusually low, it would be wise to determine the reason that jobs are being turned down. Diff: 1 Chapter: 6 Skill: Concept

: 6 46) As an HR manager, why would you most likely NOT use predictive validity to validate a selection test? A) lack of technical soundness B) stressful for job applicants C) associated time and cost D) poor motivation test

: C Explanation: C) Predictive validity involves administering a test and later obtaining the criterion information. Predictive validity is a technically sound procedure. Because of the time and cost involved, however, its use is often not feasible. Diff: 2 Chapter: 6 Skill: Application

: 5 29) Which of the following factors would most likely be rated in a selection test? A) habits B) family life C) motivation D) financial equity

: C Explanation: C) Recognizing the shortcomings of other selection tools, many firms have added selection tests to their hiring process. These tests rate factors such as aptitude, personality, abilities, and motivation of potential employees, allowing managers to choose candidates according to how they will fit into the open positions and corporate culture. Selection tests are less likely to measure a candidate's habits, family life, or financial equity. Diff: 2 Chapter: 6 Skill: Concept

: 6 32) The uniformity of the procedures and conditions related to administering tests is referred to as ________. A) objectivity B) norms C) standardization D) reliability

: C Explanation: C) Standardization is the uniformity of the procedures and conditions related to administering tests. In order to compare the performance of several applicants on the same test, it is necessary for all to take the test under conditions that are as identical as possible. Diff: 1 Chapter: 6 Skill: Concept

: 6 33) Which of the following relates most closely to test conditions? A) objectivity B) norms C) standardization D) reliability

: C Explanation: C) Standardization is the uniformity of the procedures and conditions related to administering tests. In order to compare the performance of several applicants on the same test, it is necessary for all to take the test under conditions that are as identical as possible. Diff: 2 Chapter: 6 Skill: Concept

: 6 60) Persons who take polygraph tests have all of the following rights EXCEPT the ________. A) right to refuse or discontinue a test B) right to a written notice before testing C) right to review results prior to distribution D) right not to have test results disclosed to unauthorized persons

: C Explanation: C) The Employee Polygraph Protection Act of 1988 severely limited the use of polygraph tests in the private sector. Persons who take polygraph tests have a number of specific rights. For example, they have the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons. Diff: 3 Chapter: 6 Skill: Concept

: 3 AACSB: Use of IT 20) The primary purpose of the preliminary interview is ________. A) gathering a detailed work history from applicants B) measuring the likelihood of an applicant's success C) eliminating unqualified applicants D) determining applicant interest

: C Explanation: C) The basic purpose of the preliminary screening is to eliminate those who obviously do not meet the position's requirements. The preliminary screening may take the form of reviewing for obviously unqualified applicants with a brief interview, test, or only a review of the application or résumé for obvious mismatches. Later in the selection process, HR may gather a detailed work history and test and interview candidates. Diff: 2 Chapter: 6 Skill: Concept

: 6 39) The extent to which a test measures what it claims to measure is known as ________. A) reliability B) subjectivity C) validity D) objectivity

: C Explanation: C) The basic requirement for a selection test is that it be valid. Validity is the extent to which a test measures what it claims to measure. If a test cannot indicate ability to perform the job, it has no value. Diff: 1 Chapter: 6 Skill: Concept

: 7 76) A structured interview where applicants are asked to relate actual incidents from their past relevant to the target job is referred to as a ________. A) stress interview B) career related preview C) behavioral interview D) realistic interview

: C Explanation: C) The behavioral interview is a structured interview in which applicants are asked to relate actual incidents from their past relevant to the target job. Once used exclusively for senior executive positions, behavioral interviewing is now a popular technique for lower-level positions also. The assumption is that past behavior is the best predictor of future behavior. Diff: 1 Chapter: 6 Skill: Concept

: 2 9) The selection ratio is the number of people hired for a particular job compared to the number of qualified individuals in the ________. A) workforce B) population C) applicant pool D) labor market

: C Explanation: C) The number of people hired for a particular job compared to the number of qualified individuals in the applicant pool is often expressed as a selection ratio. The number of qualified applicants recruited for a particular job makes up the applicant pool. Diff: 2 Chapter: 6 Skill: Concept

: 2 8) Which term refers to the number of qualified applicants recruited for a particular job? A) job pool B) labor market C) applicant pool D) applicant market

: C Explanation: C) The number of qualified applicants recruited for a particular job makes up the applicant pool. The expansion and contraction of the labor market affects the size of the applicant pool. Diff: 1 Chapter: 6 Skill: Concept

: 9 98) A company's ________ is the number of times on average that employees have to be replaced during a year. A) retention percentage B) quantity of hire C) turnover rate D) cost per hire

: C Explanation: C) Turnover rate is the number of times on average that employees have to be replaced during a year. Diff: 3 Chapter: 6 Skill: Concept

: 10 100) When determining which leadership style will be more appropriate for a company, ________ plays a major role in determining whether an executive will be successful or not. A) a company's product line B) a manager's educational background C) a country's culture D) None of the above

: C Explanation: C) When determining which leadership style will be more appropriate for a company, a country's culture plays a major role in determining whether an executive will be successful or not. Since the vast majority of firms are deeply rooted in the culture of their home countries, leaders who adhere to the cultural norms have a better chance of success. Diff: 2 Chapter: 6 Skill: Concept

: 1 AACSB: Use of IT 2) Members of Congress who claim that E-Verify fails to prevent employers from hiring illegal immigrants advocate replacing the system with one based on ________. A) nanotechnology B) fingerprinting C) graphology D) biometrics

: D Explanation: D) A biometric identification card is the primary focus of immigration reform legislation advocated by Schumer. It would be the primary tool in a national system for identifying people. Biometrics deal with a variety of traits that are not subject to change, including fingerprints, facial patterns, eye retinas and irises, venous patterns of the hands, and hand and palm geometry. Diff: 2 Chapter: 6 Skill: Concept

: 1 3) What is the primary criticism against a national identification system based on biometric data? A) EEOC laws B) political risks C) immigration influxes D) privacy and security risks

: D Explanation: D) A biometric identification card is the primary focus of immigration reform legislation being debated in Congress. It would be the primary tool in a national system for identifying people. To accomplish this, every U.S. worker would have to present a birth certificate and other identification documents, then have his or her biometric, such as a fingerprint, captured. Some say such databases would create privacy and security risk, while others argue that the government already has considerable information on each of us. Diff: 2 Chapter: 6 Skill: Concept

: 7 68) A ________ refers to a tendency of an interviewer to form a generalized positive impression of an applicant, and rate that person highly on all rating criteria even if the applicant really doesn't deserve a high rating for every one of them. A) contrast bias B) stereotyping bias C) premature judgment bias D) halo error bias

: D Explanation: D) A halo error bias occurs when the interviewer generalizes one positive first impression feature of the candidate. Such might be the case with discovering that you have something in common with the applicant. The opposite could occur with horn error bias where the interviewer's first impression of the candidate creates a negative first impression that exists throughout the interview. Diff: 2 Chapter: 6 Skill: Concept

: 5 27) What type of résumé presents the job seeker's characteristics and experience in terms that accommodate the computer search process? A) cyber résumé B) hard hit résumé C) electronic résumé D) keyword résumé

: D Explanation: D) A keyword résumé contains an adequate description of the job seeker's characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process. Keywords refer to those words or phrases that are used to search databases for résumés that match. Diff: 1 Chapter: 6 Skill: Concept

: 7 83) What process conveys positive and negative job information to the applicant in an unbiased manner? A) advancement related preview B) career related preview C) job-related preview D) realistic job preview

: D Explanation: D) A realistic job preview (RJP) conveys both positive and negative job information to the applicant in an unbiased manner. An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm. Diff: 1 Chapter: 6 Skill: Concept

: 2 12) Which of the following selection ratios indicates the highest number of qualified applicants for a position? A) 10.0 B) 1.00 C) 0.10 D) 0.01

: D Explanation: D) A selection ratio of 0.01 indicates that there were 100 qualified applicants for one job. A selection ratio of 1.00 indicates that there was only one qualified applicant for an open position. A selection ratio of 0.10 indicates that there were 10 qualified applicants for an open position. Diff: 2 Chapter: 6 Skill: Application

: 7 77) During a job interview, Sara is asked to describe a time when she was responsible for motivating others. Which of the following most likely describes this type of interview? A) group interview B) stress interview C) board interview D) behavioral interview

: D Explanation: D) Behavioral interviewers look for three main things: a description of a challenging situation, what the candidate did about it, and measurable results. In the behavioral interview, the situational behaviors are selected for their relevance to job success. Questions are formed from the behaviors by asking applicants how they performed in the described situation, such as when Sara was responsible for motivating a group. Diff: 2 Chapter: 6 Skill: Application

: 6 50) During the selection process for an IT position, Jeff was required to take a test that measured his memory and vocabulary. Which type of test did Jeff most likely take? A) work-sample B) psychomotor abilities C) job knowledge D) cognitive aptitude

: D Explanation: D) Cognitive aptitude tests are tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Cognitive aptitude tests are a form of IQ tests. Diff: 2 Chapter: 6 Skill: Application

: 6 43) Comparing the scores on selection tests to some aspect of job performance is referred to as ________. A) objective-related validity B) standardized-related validity C) normality-related validity D) criterion-related validity

: D Explanation: D) Criterion-related validity is a test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal. Performance measures might include quantity and quality of work, turnover, and absenteeism. Diff: 2 Chapter: 6 Skill: Concept

: 3 AACSB: Use of IT 18) Applicant tracking systems are being redesigned to include ________. A) automated résumé ranking tools B) background check capabilities C) customized input forms D) quality-of-hire metrics

: D Explanation: D) Current ATS features include individual applicant tracking, requisition tracking, automated résumé ranking, background and reference checking, and input form customizing. Developers of applicant tracking systems are now focusing efforts on developing quality-of-hire metrics. Diff: 2 Chapter: 6 Skill: Concept

: 9 92) The term "False Starts" refers to which of the following? A) job candidates who are from competing firms B) job candidates who fail employee selection tests C) employees who fail to meet performance goals D) employees who quit within 120 days of being hired

: D Explanation: D) Employees who are hired and then quit within 120 days are called "False Starts" and considered to be especially expensive, since the company spends money on their hire but then quickly must spend even more to replace them. Diff: 2 Chapter: 6 Skill: Concept

: 8 91) HR performance at a firm is measured with ________. A) bar graphs B) HR scorecards C) employee yield rates D) human capital metrics

: D Explanation: D) Human capital metrics are measures of HR performance. Even though employees account for as much as 80 percent of the worth of a corporation, the task of measuring and understanding how they contribute to the bottom line is often difficult. Therefore, human capital metrics must be closely tied to whether company strategic goals are being achieved. Diff: 1 Chapter: 6 Skill: Concept

: 1 5) Which of the following is the primary factor that determines the success or failure of a company? A) visionary business strategy B) high-tech control systems C) sound organizational structure D) competent employees

: D Explanation: D) If a firm hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound organizational structure, and finely tuned control systems. Competent people must be available to ensure the attainment of organizational goals. Today, with many firms having access to the same technology, people make the real difference. Diff: 2 Chapter: 6 Skill: Concept

: 4 26) Which term refers to words or phrases that are used to search databases for résumés that match? A) application match B) job objective C) résumé hit D) keyword

: D Explanation: D) Keywords refer to those words or phrases that are used to search databases for résumés that match. A keyword résumé contains an adequate description of the job seeker's characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process. Diff: 1 Chapter: 6 Skill: Concept

: 2 11) What refers to management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system? A) occupational fit B) personality fit C) co-worker fit D) organizational fit

: D Explanation: D) Organizational fit refers to management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system. There are numerous reasons that a hire does not work out but none is as important as cultural fit. Diff: 1 Chapter: 6 Skill: Concept

: 7 70) The concept of ________ suggests that interviewers often make a judgment about a candidate during the first few minutes of the interview. A) stereotyping bias B) contrast bias C) interview illusion bias D) premature judgment bias

: D Explanation: D) Premature judgment bias suggests that interviewers often make a judgment about candidates in the first few minutes of the interview. Apparently, these interviewers believe that they have the ability to determine immediately whether a candidate will be successful or not. Diff: 1 Chapter: 6 Skill: Concept

: 8 87) Which term refers to validations from those who know the applicant that provide additional insight into the information furnished by the applicant? A) background tests B) employer referrals C) polygraph tests D) reference checks

: D Explanation: D) Reference checks are validations from those who know the applicant that provide additional insight into the information furnished by the applicant and allow verification of its accuracy. They are a valuable source of information to supplement the background investigation. Diff: 1 Chapter: 6 Skill: Concept

: 7 74) A structured interview usually contains all of the following questions EXCEPT ________. A) situational questions B) job knowledge questions C) job sample simulation questions D) family and medical history questions

: D Explanation: D) Structured interviews typically include situational, job knowledge, job sample simulation, and worker requirement questions. Asking an applicant questions regarding family and medical history may be deemed discriminatory. Diff: 2 Chapter: 6 Skill: Concept

: 6 59) Which Act limited the use of polygraph tests in the private sector? A) Lie Detector Protection Act of 2001 B) Federal Polygraph Protection Act of 1999 C) Polygraph Confirmation Act of 1990 D) Employee Polygraph Protection Act of 1988

: D Explanation: D) The Employee Polygraph Protection Act of 1988 severely limited the use of polygraph tests in the private sector. It made unlawful the use of a polygraph test by any employer engaged in interstate commerce. However, the Act does not apply to governmental employers, and there are other limited exceptions. Diff: 1 Chapter: 6 Skill: Concept

: 6 58) The ________ is designed to prohibit the improper use of genetic information in health insurance and employment. A) Freedom of Information Act B) Federal Genealogy Act C) Americans with Disabilities Act D) Genetic Information Nondiscrimination Act

: D Explanation: D) The Genetic Information Nondiscrimination Act of 2008 (GINA) is designed to prohibit the improper use of genetic information in health insurance and employment. Diff: 2 Chapter: 6 Skill: Concept

: 6 64) What is a goal-oriented conversation in which the interviewer and applicant exchange information called? A) recruitment interview B) training interview C) development interview D) employment interview

: D Explanation: D) The employment interview is a goal-oriented conversation in which the interviewer and applicant exchange information. Interviews are not always valid predictors of job success. Diff: 1 Chapter: 6 Skill: Concept

: 2 15) The selection process typically begins with the ________. A) application review B) employment interview C) background check D) preliminary interview

: D Explanation: D) The selection process varies by organization, but it typically begins with preliminary screening. Next, applicants complete the firm's application for employment or provide a résumé. Then they progress through a series of selection tests, one or more employment interviews, and pre-employment screening, including background and reference checks. Diff: 2 Chapter: 6 Skill: Concept

: 3 16) Carlos, an HR manager, has reviewed the applications and résumés of five candidates for a data analyst position at his firm. Which of the following is the most likely next step that Carlos will take in the selection process? A) interviewing applicants for prescreening B) having applicants take physical exams C) checking applicants' references D) giving applicants selection tests

: D Explanation: D) The selection process varies by organization, but it typically begins with preliminary screening. Next, applicants complete the firm's application for employment or provide a résumé. Then they progress through a series of selection tests, one or more employment interviews, and pre-employment screening, including background and reference checks. Diff: 3 Chapter: 6 Skill: Application

: 6 41) When are employers required to validate their selection tests? A) There is no such requirement. B) All selection tests are validated automatically. C) when an employment discrimination lawsuit has been filed D) when the selection process results in an adverse impact on a protected group

: D Explanation: D) Title VII requires the test to work without having an adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under the law. If using the test results in an adverse impact on certain members of protected groups, the firm must validate the test. Employers are not required to validate their selection tests automatically. Diff: 3 Chapter: 6 Skill: Concept

: 6 40) Validity is commonly reported as a ________. A) standard deviation B) standard error C) selection procedure D) correlation coefficient

: D Explanation: D) Validity, commonly reported as a correlation coefficient, summarizes the relationship between two variables. Naturally, no test will be 100 percent accurate, yet organizations strive for the highest feasible coefficient. If a job performance test has a high positive correlation coefficient, most prospective employees who score high on the test will probably later prove to be high performers. Diff: 2 Chapter: 6 Skill: Concept

: 6 53) Kim is applying for a job as an accounts specialist, which will require extensive use of Excel. During the selection process, the employer provides Kim with data and asks her to compile an Excel spreadsheet with the information. Which type of test did Kim most likely take? A) cognitive aptitude B) psychomotor abilities C) job knowledge D) work-sample

: D Explanation: D) Work-sample tests are tests that require an applicant to perform a task or set of tasks representative of the job, such as compiling a spreadsheet. Cognitive aptitude tests are tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Psychomotor abilities tests are tests that measure strength, coordination, and dexterity. Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying. Diff: 2 Chapter: 6 Skill: Application