Smart book chapter 4
An employer must provide a _____ to a qualified applicant with a disability even if the employer believes that it would be unable to provide it on the job if the person were eventually hired.
reasonable accommodation
True or false: Tests for ineligibility in the employment environment test for disqualifying factors, such as drug and alcohol tests, polygraphs, and HIV testing.
true
To avoid a claim of negligent hiring, an employer should _____.
verify an applicant's education and experience, driving records, credit standing, refusals of bonds, and exclusion from government programs
In the context of a firm's hiring process, an advantage of _____ is that a preliminary screening is accomplished by the current employees before they even recommend an applicant for a position.
word-of-mouth recruiting
When a company hires new employees only on the basis of referrals by its employees, the hiring process used is known as _____.
word-of-mouth recruiting
According to the Equal Employment Opportunity Commission's (EEOC's) Enforcement Guidelines, during the hiring process of a prospective employee, an employer may _____.
inquire whether the applicant will require a reasonable accommodation
A feature of word-of-mouth recruiting is that it _____.
is not an adverse method of recruitment as long as there is a balanced application pool
When recruiting new employees, an employer must _____.
not utter statements that give applicants a false impression of the job
A(n) _____, or lie detector, is a lie-detecting device that measures biological reactions in individuals when questioned.
polygraph
An accurate statement about an employee performance appraisal is that _____.
publication of the appraisal can lead to defamation
Which of the following statements about construct validation is correct?
It is a relatively technical area that is dependent on the intercorrelation of test items.
Content validity
It is based on a careful job analysis and definition that identifies important tasks, behaviors, and knowledge that a job requires.
Criterion-related validity
It is based on data relating to job performance collected from a simulated exercise or on-the-job measures of performance.
Construct validity
It is related to measuring a psychological characteristic such as reasoning ability or introversion.
Identify a correct statement about the interview phase of the recruitment process.
It must be nondiscriminatory in terms of the processes used.
Identify a true statement about preemployment testing.
It was seen as a solution to inept hiring programs.
Samuel, the general manager of an Italian restaurant, interviews Jennifer for a managerial post. During the interview, Jennifer finds some of the questions asked by Samuel objectionable and inappropriate. Identify a question asked by Samuel that a U.S. court would most likely consider discriminatory.
"Do you plan to get married and have children in the near future?"
Betty applies for a job at a software development company. Before her interview, Betty is asked to fill out an application form that contains questions on many topics. Identify a question that is prohibited by the Americans with Disabilities Act of 1990.
"What did your last job pay?"
A periodic assessment of an employee's performance, usually completed by her or his immediate supervisor and reviewed, at times, by others in the company, is known as which of the following?
A performance appraisal
Which of the following employers could be held liable for the violation of common law?
An employer who does not share all the relevant job-related information at the time of hiring
_____ occurs when an ex-employee is forced to repeat the reason for her or his termination and, thereby, has the basis for a claim for defamation.
Compelled self-publication
Which of the following refers to tests that an employer administers to ensure that a potential employee is capable and qualified to perform the requirements of a position?
Eligibility testing
Questions that address the applicant's work experience and qualifications
Employers need to evaluate applicants based on arbitrary and subjective opinions.
Which of the following describes the employment of a person who causes harm that could have been prevented if his or her employer had conducted a reasonable and responsible background check on the employee?
Negligent hiring
Which of the following refers to the testing that takes place before hiring, or sometimes after hiring but before employment, in connection with such qualities as integrity, honesty, drug and alcohol use, HIV status, or other characteristics?
Preemployment testing
which of the following questions are employers allowed to ask a job applicant under the terms of the Americans with Disabilities Act of 1990?
Questions that address the applicant's work experience and qualifications
Which of the following is true of polygraph tests?
They measure rate and depth of respiration, perspiration, and cardiovascular activity.
Which of the following refers to the evidence that shows that a test evaluates precisely what it claims to evaluate?
Validation
A characteristic of performance appraisals in the employment environment is that they _____.
aim to identify those characteristics employers hope employees will accentuate
Joanna interviews Michael, a qualified and competent candidate, for a position at her company. Michael has a physical disability that Joanna notices, but Michael makes no mention of it. In this situation, Joanna should _____.
ask Michael if he requires a reasonable accommodation
It is in the best interests of an employer to document the reasons for not hiring particular applicants during a recruitment process in order to _____.
avoid the presumption of inappropriate reasons
prove that the applicants failed to file a claim with the Equal Employment Opportunity Commission (EEOC)
avoid the presumption of inappropriate reasons
When an employer seeks to hire new employees, the hiring process should _____.
be conducted in accordance with common law
If a company decides to reply to a reference inquiry about one of its former employees, the company _____.
can be held liable for negligent misinterpretation based on inaccurate remarks about the employee
Employers who choose to respond to a reference inquiry about an ex-employee should realize that they _____.
can be held liable for negligent misrepresentation based on misleading statements made in employment references
According to the Americans with Disabilities Act of 1990, during the application phase of the recruitment process, employers are not supposed to ask potential employees questions about _____.
compensation history
Three job applicants who were recently rejected by a company go to court alleging gender discrimination by the company. The company is unable to immediately explain the matter because the manager who rejected the candidates is no longer working for the company. To avoid this issue in the future, the company should _____.
document the reasons for rejecting job applicants
