MGT - 4385 - Chapter 8 Concepts

A face-to-face interview

Job applicants are likely to react more favorably to this type of interview.

The selection component of staffing is based on the logic of _____. interaction deviation prediction inclusion

prediction

The term (Blank) (Blank) (PI) pertains to eliciting information through any selection method, such as an application blank or interview question, about applicants' personal and background data, such as demographics, physical characteristics, family and associates, residence, economic status, and education.

preemployment inquiry

Initial assessment methods are also known as _____. preemployment inquiries bona fide occupational qualifications forms signs

preemployment inquiries

Which of the following criteria for rating initial assessment methods refers to how favorably individuals feel about a given selection practice? Applicant reactions Validity Disparate impact Reliability

Applicant reactions

Equal accessibility

Are the events or experiences expressed in an item uniformly available to all applicants?

The public sector

As an initial screening tool

Identify a typical strategy used to reduce faking in job applicants' responses to biodata questions. Ask the applicants to include education embellishments in their responses. Ask the applicants to explain and justify their responses. Use items that are subjective rather than objective. Let the applicants cover up employment gaps by stretching start and end dates.

Ask the applicants to explain and justify their responses.

Click and drag on elements in order Arrange the steps that are part of the selection component of staffing in the correct order of occurrence. (Place the first step at the top.)

Assessing a person's past situations, such as previous jobs, current job, and non job experiences Generating a person's knowledge, skills, abilities, and other characteristics (KSAOs) Predicting human resource (HR) outcomes, showing how successful a person is likely to be in the new job

Which of the following is defined as personal history information on a job applicant' background and interests? Cover letter Criterion Application blank Biodata

Biodata

Which of the following is a true statement about biodata? Biodata inventories are likely to be validated using concurrent validity designs with incumbents. Biodata information is collected through checks of records and conversations with references. Biodata inventories are likely to be validated using predictive validity designs with applicants. Biodata is often used to turn up any "buried bones" in a job applicant's background.

Biodata inventories are likely to be validated using concurrent validity designs with incumbents.

Which of the following is a similarity between biodata and background checks? Both are used to turn up any "buried bones" in a job applicant's background. Both are used to predict future performance. Both examine the past of a job applicant. Both are conducted through checks of records and conversations with references.

Both examine the past of a job applicant.

Which of the following questions are typically not allowed to be asked by an employer to a job applicant under the Americans With Disabilities Act (ADA)? (Check all that apply.) Will you be able to meet our attendance requirement? Can you describe or demonstrate how you would perform the job? "Are you able to perform major life activities, such as lifting and walking?" "What is your compensation history?"

"Are you able to perform major life activities, such as lifting and walking?" "What is your compensation history?"

Identify a question that is typically not allowed to be asked by an employer to a job applicant under the Americans With Disabilities Act (ADA). "What are your certifications and licenses?" "Can you explain how you would perform the job?" "Were you addicted to any illegal drugs in the past?" "What are your current drinking habits?"

"Were you addicted to any illegal drugs in the past?"

Low validity

.00 to .15

A phone or videoconferencing interview

Job applicants are likely to react less favorably to this type of interview.

Moderate validity

.16 to .30

High validity

.31 and above

Which of the following are often the first introduction of a job applicant to a company? (Check all that apply.) An affidavit A cover letter A résumé A selection plan

A cover letter A résumé

Identify the true statements about résumés. (Check all that apply.) Very few companies are well advised to produce and maintain an electronic copy of résumés received. Outsourcing résumé collection to résumé-tracking services increases time and costs for a company. A main problem with résumés is with the volume that companies must process. Most large companies encourage submission of résumés through e-mail or online forms on the company's website.

A main problem with résumés is with the volume that companies must process. Most large companies encourage submission of résumés through e-mail or online forms on the company's website.

Which of the following criteria for rating initial assessment methods refers to expenses incurred in using a predictor? Utility Use Validity Cost

Cost

Date deception

Covering up employment gaps by stretching start and end periods

Which of the following criteria for rating initial assessment methods refers to the possibility that a disproportionate number of protected-class members may be rejected using a given predictor? Disparate impact Validity Reliability Applicant reactions

Disparate impact

Controllability

Does an item address an event that a job applicant managed?

Externality

Does an item address an observable or an internal event such as judgments or values?

History

Does an item explain an event that happened in the past or a future or hypothetical event?

Objectivity

Does an item focus on reporting factual data or subjective interpretations?

First-handedness

Does an item look for information that is directly available to the applicant rather than others' assessment of the applicant's behavior?

Discreteness

Does an item pertain to a single, unique behavior or a simple count of events instead of summary responses?

Job relevance

Does an item solicit information closely tied to the concerned job?

What is the most effective way to combat résumé fraud or fudging? Conducting a written test Engaging in careful background checks Requiring a video résumé Conducting a video interview with applicants

Engaging in careful background checks

Identify the general guidelines that should be followed by an employer when using job applicants' social media for selection in a food-for-thought sense. (Check all that apply.) Ensure to be consistent and standardize the process. Gather the information early in the initial assessment process and for all applicants. Let only HR professionals or other trained people to collect and assess the information. Evaluate information that is personal and not job-related.

Ensure to be consistent and standardize the process. Let only HR professionals or other trained people to collect and assess the information.

True or false: The federal Fair Credit Reporting Act (FCRA) requirements apply only to consumer reports and not to investigative consumer reports.

False

High

Grade point average (GPA) and level of education

Identify a true statement about a job applicant's initial interview. It occurs at the end of the initial assessment process. It marks the ending of the process of necessary differentiation in the selection procedure. It is considered the least expensive initial assessment method. It is usually the applicant's first personal contact with the company and its staffing system.

It is usually the applicant's first personal contact with the company and its staffing system.

Verification consent

It refers to the right to confirm if the information provided by an applicant is true.

Identify the guidelines that should be ideally followed by companies using the initial interview in selection. (Check all that apply.) Conduct a long interview that is usually 45-60 minutes. Include questions that evaluate the most basic KSAOs identified by job analysis. Ask all applicants the same questions and observe equal employment opportunity (EEO) compliance. Stick to subtle, subjective questions that are suitable for substantive decisions.

Include questions that evaluate the most basic KSAOs identified by job analysis. Ask all applicants the same questions and observe equal employment opportunity (EEO) compliance.

Invasiveness

Is an item sensitive to the right to privacy of a job applicant?

Verifiability

Is it possible to confirm the accuracy of the response to an item?

A sign

It is a person's aspect that is thought to relate to performance on a job.

A sample

It is closer to actual on-the-job behavior than a person's aspect that is thought to relate to performance on a job

A license

It is mandated by law to perform an activity. To protect the public interest

A certification

It is not mandated by law and is voluntary. To identify a person who has met a minimum standard of proficiency

False statement warning

It refers to the right to not hire, terminate, or discipline a prospective employee for providing untrue information to the employer.

Employment-at-will

It refers to the right to terminate an employee at any time, for any reason.

Identify the true statements about the types of initial interview with job applicants. (Check all that apply.) Job applicants are more likely to accept a job offer after a face-to-face interview rather than a phone or videoconferencing interview. Job applicants perceive face-to-face interviews as fairer than phone or videoconferencing interviews. Job applicants perceive that phone or videoconferencing interviews lead to better outcomes than do face-to-face interviews. Job applicants perceive a phone or videoconferencing interview as more expensive than a face-to-face interview.

Job applicants are more likely to accept a job offer after a face-to-face interview rather than a phone or videoconferencing interview. Job applicants perceive face-to-face interviews as fairer than phone or videoconferencing interviews.

Skill stretching

Listing a talent of which one is not really an expert

The private sector

Mainly for promotion purposes

Identify the major sections of most application blanks. (Check all that apply.) Financial background Social status Personal information Special interests and abilities Work experience

Personal information Special interests and abilities Work experience

True or false: To successfully defend a bona fide occupational qualification (BFOQ) claim, a firm must show that only individuals with the protected class characteristic can perform the job and that the job is essential for the essence and operation of the business.

True

Which of the following is unlawful to ask job applicants under the Ohio state law regarding preemployment inquiries (PIs)? Questions regarding a person's willingness to work a required schedule Questions regarding a person's ability to perform actual job duties Questions regarding place and length of time at current address Questions regarding any foreign addresses that would indicate national origin

Questions regarding any foreign addresses that would indicate national origin

Which of the following is lawful to ask job applicants under the Ohio state law regarding preemployment inquiries (PIs)? Questions regarding workers' compensation or similar claims Questions regarding a person's past or current medical conditions Questions that would reveal qualifications for the job for which a person applied Questions that would reveal whether an applicant is at least 40 years of age

Questions that would reveal qualifications for the job for which a person applied

Low

Reference checks and letters of recommendation

Which of the following criteria for rating initial assessment methods refers to consistency of measurement? Reliability Validity Use Utility

Reliability

Education embellishments

Stretching a completed course as if it were a degree

Biodata

Survey

Which of the following is an approach to measuring a job seeker's training and experience that focuses on deciding the quality of the job seeker's previous training and experience? The substantive assessment method The licensure method The scoring method The behavioral consistency method

The behavioral consistency method

Which of the following is an approach to measuring a job seeker's training and experience that has shown the highest degree of validity? The certification method The behavioral consistency method The licensure method The substantive assessment method

The behavioral consistency method

Which of the following axioms is the principal assumption behind the use of biodata? A ship in the harbor is safe, but that is not what a ship is for. Actions speak louder than words. The whole is greater than the part. The best predictor of future behavior is past behavior.

The best predictor of future behavior is past behavior.

Which of the following acts governs the collection and use of background information on job applicants and employees? The federal National Labor Relations Act (NLRA) The federal Fair Credit Reporting Act (FCRA) The federal Age Discrimination in Employment Act (ADEA) The federal Fair Labor Standards Act (FLSA)

The federal Fair Credit Reporting Act (FCRA)

Identify the guidelines that a job seeker should ideally follow to best prepare a résumé. (Check all that apply.) The job seeker should stretch a completed course as if it were a degree. The job seeker should ensure that his or her résumé is factual and truthful. The job seeker should ensure that his or her résumé includes content that is longer than two pages. The job seeker should understand that typos and other minor mistakes could kill his or her chances.

The job seeker should ensure that his or her résumé is factual and truthful. The job seeker should understand that typos and other minor mistakes could kill his or her chances.

Scored evaluations of a weighted application blank

Their validity evidence is more positive than the other type of scored evaluations.

Scored evaluations of an unweighted application blank

They are not specifically valid predictors of job performance.

Job knowledge tests

They evaluate a specific body of knowledge within a particular firm.

Identify a true statement about initial assessment methods. They are typically used to assess the verbal and written skills of employees who have been in a company for more than six months. They are also referred to as post-employment inquiries. They help minimize the costs related to substantive assessment methods by reducing the number of people assessed. They are commonly known as job titles.

They help minimize the costs related to substantive assessment methods by reducing the number of people assessed.

Licensure and certification

They show mastery of a general body of knowledge applicable to many firms.

What is the purpose of a job applicant's initial interview?

To screen out the most obvious cases of individual or job mismatches

True or false: Applicant reactions are considered as an important criterion for rating initial assessment methods because applicants who feel positively about these methods and the process might be more inclined to join or recommend a company.

True

True or false: Bona fide occupational qualifications (BFOQs) are particularly relevant to initial assessment in external selection they are generally evaluated during the initial stages of selection.

True

True or false: Bona fide occupational qualifications (BFOQs) are particularly relevant to initial assessment in external selection they are generally evaluated during the initial stages of selection. True False

True

True or false: Preemployment inquiries (PIs) possess high potential for use in a discriminatory manner early in the employee selection process.

True

Which of the following criteria for rating initial assessment methods refers to how frequently companies utilize each predictor? Validity Utility Cost Use

Use

Which of the following criteria for rating initial assessment methods refers to the monetary return associated with using the predictor, relative to its cost? Reliability Validity Utility Use

Utility

A background check

Validation of records and communicating with references

Which of the following criteria for rating initial assessment methods refers to the strength of the relationship between a predictor and job performance? Cost Reliability Utility Validity

Validity

Which of the following criteria for rating initial assessment methods requires the "reliability" criterion? Use Cost Validity Utility

Validity

An essay

When it is required to evaluate written communication, problem-solving, and analytical skills It requires a person to provide a written answer.

An objective paper-and-pencil predictor

When it is required to measure knowledge in specific areas It requires a person to answer either multiple-choice questions or true/false questions.

A performance-based test

When physical and social skills are essential to perform a job A person is required to operate a machine or manipulate an object.

A paper-and-pencil test

When psychological abilities are essential to perform a job A person is required to fill out a form, write an answer, or complete multiple-choice items.

A power test

When the accuracy of responses is essential to a job A person is presented with items of increasing difficulty.

A speed test

When the pace of work is a significant part of a job A person's score on some predictors is dependent on the number of responses completed within a specific time frame.

To successfully defend a bona fide occupational qualification (BFOQ) claim, a firm must show sanctioned discrimination, for which the bar is very high. In this context, which of the following scenarios is most likely to not meet the bar? Male actors for male roles Age requirements for pilots Female guards only for female prisoners Women customers preferring only women salespeople

Women customers preferring only women salespeople

For most initial assessment methods, the primary cost related to each selection measure is _____. hospitality transportation administration training

administration

Spaces on an application form that request the applicant to provide or write about their educational experiences, training, and job experiences are called (Blank) (Blank)

application blanks

When using the initial interview in selection, companies should ideally _____. ask basic, qualifying questions that are suitable for making rough cuts ensure that the interview is at least 45-60 minutes ask different questions to each applicant so that the responses can be assessed subjectively avoid asking the most fundamental questions

ask basic, qualifying questions that are suitable for making rough cuts

In the context of the "use" criterion for rating initial assessment methods, basing HR decisions on what other firms are doing is one of the main methods of decision making in all areas of HR, including staffing. This method is called _____. sandbagging churning benchmarking integrating

benchmarking

In the context of the selection component of staffing, the element of the substance or content of what is being assessed by a predictor called _____ is very close to actual job performance, like sales figures in a previous job or during a new employee's probationary period. sample criterion sign form

criterion

In the context of the selection component of staffing, the element of the substance or content of what is being assessed by a predictor called _____ is very close to actual job performance, like sales figures in a previous job or during a new employee's probationary period. sign form sample criterion

criterion

Statements, usually written, that provide or confer explicit rights to an employer as part of the job seekers' submission of an application are called _____. memorandums affidavits disclaimers subpoenas

disclaimers

When using job applicants' social media for selection in a food-for-thought sense, an employer should ideally _____. gather the information early in the initial assessment process and for all applicants focus on information posted by people other than the applicants get different information from each applicant at different stages in the selection process ensure to document hiring decisions, particularly rejections

ensure to document hiring decisions, particularly rejections

The assessment and evaluation of external job applicants are referred to as (Blank) (Blank)

external selection

To best prepare a résumé, a job seeker should ideally _____. understand that a résumé is no time to underplay his or her accomplishments list skills of which he or she is not really an expert stretch a completed course as if it were a degree ensure that he or she covers up employment gaps by stretching start and end dates

understand that a résumé is no time to underplay his or her accomplishments

According to researchers and decision makers, when comparing the utility of initial assessment methods, the most important consideration appears to be _____. cost validity use reliability

validity

There are methods that help measure application blank information by the degree to which the information differentiates between high- and low-performing individuals. This scoring methodology is called a(n) (Blank) (Blank) (Blank)

weighted application blank