Recruitment and Selection Final Exam
Human resources information systems have been used for which of the following functions? all of the above
A. EEO data analysis and reports B. employee succession planning C. databases of job titles and responsibilities D. all of the above
Which of the following is(are) initial assessment methods? D. All of the above
A. Résumés and cover letters B. Application blanks C. Biographical information D. All of the above
Which of the following are common sources of résumé fraud? D. all of the above
A. inflated titles B. inflated education or "purchased" degrees C. inaccurate dates to cover up job hopping or unemployment D. all of the above
Records should be created for which of the following purposes? all of the above are correct
A. legal compliance B. use in staffing decisions C. justification of staffing decisions D. all of the above are correct
Problems with using others' "feelings" about a job applicant include _____________. all of the above
A. lowered hiring standards for some employees B. discrimination on the basis of protected class status C. decisions with low validity D. all of the above
Which of the following elements are required for a contract to be legally binding and enforceable? all of the above
A. offer B. acceptance C. consideration D. all of the above
_________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.
Adverse impact
According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?
Ask if the applicant has any disabilities.
. ______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment.
Confidentiality clauses
What are the most useful personality traits, in order, for selection contexts?
Conscientiousness, emotional stability, extraversion
Terms and conditions of employment offered by employers unintentionally are not legally enforceable.
FALSE
According to the Uniform Guidelines for Employee Selection Procedures (UGESP), comparisons of selection rates among groups should be based on the 70% rule.
False
Entry into staffing jobs normally occurs at the generalist rank in both private and public organizations.
False
Evidence suggests that faking or enhancement almost never occurs on personality tests.
False
If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding.
False
In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.
False
In general, the greater the correlation of a given predictor with other predictors of a criterion, the more useful the predictor will be.
False
In top down hiring, all individuals who are above a minimum competency point are hired
False
Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.
False
Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.
False
Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.
False
Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.
False
Seniority is a highly valid method for internal selection.
False
Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system.
False
The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
False
The formula for the staffing cost ratio is total staffing cost ratio = total staffing costs/total number recruited.
False
The initial interview is the least expensive method of initial assessment.
False
The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.
False
The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.
False
The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation.
False
The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
False
The use of standardized measurement eliminates the possibility of adverse impact occurring.
False
There are no cases in which a predictor has high validity and high adverse impact.
False
There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover.
False
When developing measures, it is a good idea to give each rater some license to interpret the meaning of scores as fits the specific situation.
False
Which of the following statements is false?
None of the above.
What is the relationship between orientation and socialization activities?
Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.
The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______.
Peter Principle
Which of the following is true regarding the Big Five personality factors?
They are reasonably valid in predicting job performance
A disclaimer on an employment application stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable.
True
A major problem with resumes and cover letters is lying.
True
A non-compete agreement restricts a departing employee from competing against the organization.
True
A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
True
All other things being equal, if a selection specialist must decide between two predictors, the one that causes the least adverse impact would be the best choice.
True
An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
True
Applicant flow statistics require the calculation of selection rates for groups and the subsequent comparison of those rates to determine if they are significantly different from each other.
True
Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.
True
Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.
True
Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.
True
Employees who have a high intention to quit necessarily end up quitting their jobs.
True
Factors that are driving organizations to consider outsourcing HR activities include cost reduction, the cost of technology acquisition, need for improved service quality, and expertise of vendors.
True
Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.
True
If all the members of a panel interview reach the same conclusion regarding a person who is being interviewed, it could be said that the interview ratings are reliable.
True
If an attribute of job performance is "planning and setting work priorities," and the raters fail to rate people on that dimension during their performance appraisal, then the performance measure is contaminated.
True
In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department.
True
In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.
True
Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.
True
Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
True
Initial interviews can be made more useful by asking the same questions of all job applicants.
True
It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor
True
Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.
True
One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.
True
Organizations typically have better data with which to make choices on internal than external candidates.
True
Seniority and experience are among the most prevalent methods of internal selection
True
Some organizations have begun to screen out those who smoke tobacco.
True
Statements in employee handbooks can be construed as employment contracts.
True
The Civil Rights Act and Affirmative Action Programs Regulations require that private employers with more than 100 employees (50 for federal contractors) are required to file an annual report with the EEOC.
True
The Uniform Guidelines in Employee Selection procedures indicates that when a selection procedure shows adverse impact, the organization must either eliminate it or justify it through presentation of validity evidence.
True
The evaluation of staffing systems should focus on the operation of the staffing process, the results and costs of the process, and the satisfaction of the customers of the staffing system.
True
The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.
True
The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
True
The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
True
There are several positive, functional outcomes of employee turnover.
True
Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex, religion, or national origin if it can be shown to be a bona fide occupational qualification.
True
To achieve standardization the content of job application tests should be the same for all applicants.
True
To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.
True
Applicant stock statistics for groups under analysis require calculation of percentages for _________.
availability in the population
Research suggests that organizational decision making is seen as most fair when it is based on _____.
clearly communicated decision criteria
The _________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together.
clinical prediction
The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.
compensatory model
The four common types of staffing metrics evaluate _____.
cost, timeliness, outcomes, and reactions
A _____ contract provides certainty to both the new hire and the organization regarding the length of the employment relationship.
fixed-term
In comparing internal selection with external selection, an advantage of internal selection is that ________.
information about internal candidates tends to be more verifiable than information about external candidates
If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.
oral presentation
The contracting out of work to a vendor or third party administrator is called ____________.
outsourcing
The use of the case analysis method of assessment is most appropriate for assessing ____________.
problem-solving abilities
When using ___________, each finalist has an equal chance of being selected
random selection
When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.
ranking
Which of the following is likely to be a contingency related to a job offer?
satisfactory reference checks
The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called _____________.
situational judgment tests
The process of ensuring that all test takers receive the same tests in the same context, as a way to eliminate extraneous influences on test performance is called ____________________.
standardization
The correlation coefficient expresses _________.
strength of the relationship between two variables
The larger the correlation coefficient, _________.
the greater the practical significance
Which of the following statements about negligent hiring lawsuits against employers is accurate?
the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee
Staffing metrics are increasingly used because _____.
they are readily communicated across the organization
Which of the following statements regarding staffing policies and procedures is true?
they help to ensure legal compliance
Increasingly, organizations are emphasizing __________ as a key indicator of staffing effectiveness because vacancies can mean loss of revenue.
time to fill
Most rejection messages sent to applicants are _________.
vague in content
A complete lack of correlation between two variables is expressed by a correlation coefficient of _________.
zero
As organization size increases, the likelihood that there will be a highly centralized HR department _________.
Increases
