MIE 438 FINAL
Recruiter behaviors have the largest impact on ________.
Applicant intentions to pursue a job opportunity
Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of a(n) ________.
Assessment Center
If an applicant is not hired because the applicant has previously claimed overtime which they were owed, they are likely to be covered under the:
Fair Labor Standards Act
Hiring people who have a fit with company culture and are future oriented would support a ___________ competitive advantage.
Growth
When Mallory hires someone because they have exceptional interviewing skills which she values, which of the following has occurred?
Halo error
If the correlation coefficient for the relationship between a job sample test and job performance is -0.7 and significant, then the employer should:
Hire people who score low on the job sample test.
Which of the following commonly used assessment methods would you not use because of low or poor applicant reactions?
Integrity Tests
Skills Inventories
Manual or computerized records summarizing employees' education, experience, interests, skills, and so on, which are used to identify internal candidates eligible for transfer or promotion.
In the selection process of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used?
Multiple hurdles
Hiring people who are willing to follow standardized procedures, and are trainable would support a ______ competitive advantage.
Operational Excellence
When multiple versions of the same test are developed to deter cheating, which of the following reliabilities is used to ensure the two forms are comparable?
Parallel forms reliability
A summary of the characteristics of someone able to perform the job well is a ________.
Person Specification
In which of the following cases would a company opt for a long-term staffing strategy?
Products and services need to be tailored to fit each customer's needs
How dependably or consistently a measure assesses a particular characteristic is the measure's ________.
Reliability
Backing out of an employment contract after the job offer is accepted is called ________.
Reneging
Visually shows each of the possible successors for a job and summarizes their strengths, present performance, promotion readiness, and development needs?
Replacement Charts
If managers are asked to estimate the costs and revenues resulting from a new hire which has been used?
Return on Investment Analysis
Which of the following selection methods has the highest average validity?
Structured Interviews
Which of the following is a method of internal labor market forecasting in which detailed records or databases that summarize each employee's skills, competencies, education, training, languages spoken, and chances of being promoted?
Talent Inventories
Which of the following recruitment strategies can reduce the possibility of overlooking qualified internal talent?
Talent Inventories
One of your classmates received a job offer to be a sales rep and needed to be high on the dimensions such as, Extroversion and Conscientiousness. Based on these factors this personality test is called:
The Big Five (IPIP-NEO)
Which of the following refers to the spread of the data around the midpoint?
Variability
What technique did Mulvey show us in class to find passive job candidates on Linkedin?
X-raying
Nine box matrix
a combined assessment of an employee's performance and potential
Career planning
a continuous process of self-assessment and goal setting
Competitive Advantage
a different process from competitors allowing it to perform better, survive, and succeed in its industry
Which of the following is compromised when retaining workers?
a regular infusion of new ideas and perspectives
correlation coefficient
a single number that ranges from -1 to +1; it reflects the direction and magnitude of the relationship between two variables
ordinal measurement
attributes are ranked in ascending or descending order
In staffing, O*NET is used for ________.
background job analysis information
A BFOQ is a:
characteristic that is essential to the performance of a specific job
After choosing the position on which to focus, the first step in a succession management project is to:
check that the job description outlines the current and future competencies, a person needs to perform at a high level in the key position
Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.
compensatory approach
ratio measurement
distance between scores has meaning and there is a true zero point (salary)
random error
error that is not due to any consistent cause
contamination error
error that occurs when other factors unrelated to whatever is being assessed affect the observed scores
Organic growth takes place when an organization:
expands from within by opening new factories or stores
internal consistency reliability
extent to which items on a given measure assess the same construct
Career Crossroads Model
focuses on managerial and leadership positions rather than technical or professional work
applicant reactions
including the perceived job relatedness and fairness of the assessment method
Criterion data
information about important outcomes of the staffing process
Predictive Data
information about measures used to make projections about outcomes
When a finalist does not get a job offer, they are likely to perceive ___
low distributive fairness
Which of the following is true regarding employee contracts?
not every employee has an employee contract
nominal measurement
numbers are assigned to discrete labels or categories
Mission of EEOC is:
prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace.
Affirmative action means:
proactive efforts to ensure nondiscriminatory results in employment practices
An organization claiming to provide an environment in which employees can grow their careers has to:
provide performance feedback and development opportunities
test-retest reliability
repeatability of scores over time and the stability of the underlying construct being measured
Strategic staffing means:
staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness
When different assessments are made using different scales, before they can be combined the raw scores must be:
standardized
Workforce planning
strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy
The workforce planning process is defined as:
the process of predicting an organization's future employment needs, the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy.
Staffing Yields
the proportion of applicants moving from one stage of the hiring process to the next
Which of the following is a limitation of using supervisors in performance reviews?
they may be less able to see the employee's task and interpersonal behaviors
In the career crossroads model, each passage requires that the person:
unlearn old skills and learn new skills
alternate forms reliability
how consistent scores are likely to be if a person completes two or more forms of the same measurement.
inter-rater reliability
how consistent scores are likely to be if the responses are scored by two or more raters using the same item, scale, or instrument.
multi-source assessments
performance feedback from the employee's supervisor as well as other sources who are familiar with an employee's job performance
Years of experience, salary in dollars, and weight are examples of what type of measure?
Ratio
Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of ________.
unit weighting
Which of the following would result in peer ratings being a successful method of internal assessment in a firm?
work in the firm is done in teams
interval measurement
zero point is arbitrary but distance between scores has meaning
Websites that continually search the web for information about people with desirable talents and sell access to their database of potential recruits are called?
Web Crawlers
Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company?
Leased workers
Why do organizations usually put video and phone screens, resumes, and applications at the beginning of the selection process? The main reason is because they are:
Less costly
Which of the following external recruiting sources is useful for finding semi-passive and passive job seekers?
Internet Data Mining
The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
Critical Incidents Method
Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"?
Because "high potential" pool implies the rest are of low potential
If we wanted to focus on hiring an HR tenure track faculty member that would be able to teach courses that the current faculty are not best suited to teach we would hire based on:
Complementary fit
Which of the following is not a hiring outcome goal?
Complying with the law and organizational policies
When a person performs contracted services wherein the employer directs only the results of the work this person is called:
Contingent worker
Information about important outcomes of the staffing process is called:
Criterion Data
Assigning a high performing sales associate to work with the company's most important client is an example of:
Deployment
Title VII of the Civil Rights Act of 1964 forbids discrimination for all of the following categories except:
Disability
If a Hispanic HR manager hires almost exclusively (95%) Hispanic as employees. This is an example of:
Disparate Impact
An organization is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?
Employee Referrals
This recruiting source is both an internal and external recruiting source:
Employee Referrals
Which of the following is not a criticism of personality tests as tools in the selection process:
Even when all traits are used average validities are still too low to be useful
The Uniform Guidelines on Employee Selection Procedures (UGESP) note that a selection test must measure a representative sample of all of the following except:
Experience
Which of the following is true of person-organization fit?
It is positively related to job satisfaction
A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a:
Job Analysis
_______________ help a company tailor its recruiting message to appeal to the needs, values, and motivations of targeted potential applicants.
Job Rewards Analysis
Which of the following are considered to be an underutilized labor source?
Qualified persons with disabilities
All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is:
Recruiting
What would require a company to make adjustments to its historical employee-productivity ratios?
The company is adopting a more efficient manufacturing system.
Which of the following arguments about job analysis is most effective in order to gain the support of top managers?
The process will help identify employee characteristics that will augment the firm's business strategy and increase the company's return on its staffing investment.
Which of the following seems to be most important with regard to recruiter demographics?
The recruiter needs to be able to relate to a recruit's value system and drive.
What is the disadvantage of getting line/hiring managers to recruit for a firm?
They have to take time out from their actual jobs
This quantitative technique can be used to analyze a firm's internal labor markets and forecast its internal labor supply.
Transition Analysis
multiple regression
a statistical technique that predicts an outcome using one or more predictor variables; it identifies the ideal weights to assign each predictor so as to maximize the validity of a set of predictors; the analysis is based on each predictor's correlation with the outcome and the degree to which the predictors are themselves intercorrelated
Succession management
an ongoing process of systematically identifying, assessing, and developing an organization's leadership capabilities to enhance its performance
The extent to which recruiters influence job seekers depends on the degree to which recruiters:
are seen as reliable signals of what it would be like to work for the company
Clinical assessment
assessments that rely on trained psychologists to subjectively analyze a candidate's attributes, values, and styles in the context of a particular job.
systematic error
error that occurs because of consistent and predictable factors
standard scores
converted raw scores that indicate where a person's score lies in comparison to a referent group
A nine box matrix requires assessing employees on ________.
current job performance and future potential
variability
describes the spread of the data around the midpoint
deficiency error
occurs when you fail to measure important aspects of the attribute you would like to measure
The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance is:
succession management
