Q&A Hero

Q: The selection process typically consists of: a) 10 steps b) 8 steps c) 6 steps d) 4 steps e) 3 steps

Q: The selection process may include all of the following steps EXCEPT a) background investigation. b) screening interview. c) application form. d) employment tests. a history evaluation of hobbies.

Q: Jermaine has successfully completed the initial screening phase of the selection process. What is his next step? a) Screening inquiries b) Screening interviews c) Background check d) Complete the application form e) Screening personality test

Q: In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

Q: A _______ is a scoring point below which applicants are rejected.

Q: A ________is a tentative job offer that becomes permanent after certain conditions are met.

Q: _________ occurs when an employer has failed to properly investigate an employee's background and that employee is later involved in wrongful conduct.

Q: The ________ is a selection device that allows job applicants to learn negative as well as positive information about the job and organization.

Q: ________, the ability to portray an image that will produce a favorable outcome, is a significant source of inaccuracy in interviews.

Q: _______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

Q: Once the initial screening is completed, applicants are asked to complete the company's __________.

Q: You should not offer an official job interview during the _________.

Q: The ________ is a two-step procedure: (1) screening inquiries, and (2) screening interviews.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasRefers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasValidating tests by using prospective applicants as the study group.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasValidating tests by using current employees as the study group.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasThe degree to which a particular selection device accurately predicts the important elements of work behavior.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasA selection device's consistency of measurement.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasThe ability for companies to speak candidly to one another about employees.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasThe process of verifying information that is provided by job candidates.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasWork sampling and assessment centers evaluate of abilities in actual job activities.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasAn image created by reviewing materials, such as, the rsum, application, or test scores prior to the actual interview.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasA scoring point below which applicants are rejected.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasA selection device in which job candidates are observed, not only for what they say, but how they fit the identified dimensions or competencies of the position.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasA selection device requiring the job applicant to actually perform a small segment of the job.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasA special type of application form that uses relevant applicant information to determine the likelihood of job success.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasCompany-specific employment document completed by job applicants used to generate specific information the company wants.

Q: a) Performance simulation testb) Weighted application formsc) Applicationd) Reliabilitye) Criterion-related validityf) Background investigationg) Concurrent validityh) Qualified privilegei) Work samplingj) Behavioral interviewk) Validity generalizationl) Predictive validitym) Cut scoren) Validityo) Interviewer biasThe proven relationship of a selection device to relevant criterion.

Q: The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Q: Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

Q: It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

Q: Unfortunately, former employer of a job applicant is prohibited by law from ever talking to the new employer about the applicant.

Q: Personal factors such as health and background may be considered in international assignments.

Q: The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Q: Validity refers to a selection device's consistency of measurement.

Q: Background investigations are performed, in part, to protect employers from negligent hiring liability.

Q: The key element in a realistic job preview is providing negative as well as positive information.

Q: A comprehensive interview is used to assess a candidate's motivation, values, ability to work under pressure, and ability to fit in with the organizational culture.

Q: Work sampling includes a series of exercises used for selection, development, and performance appraisal.

Q: Assessment centers are a type of performance simulation tests.

Q: The last step of the selection process is the permanent job offer.

Q: The initial screening is a three-step procedure: (1) screening inquiries, (2) screening interviews, and (3) checking references.

Q: The eight step selection process typically begins with the completion of the application form.

Q: How can a social media site be used effectively during a job search? a) By indicating what firms you are applying to, generating an increase in competition b) As a replacement for a resume c) By allowing friends and colleagues to post comments about your personality, allowing potential employers to really understand who you are d) By including photos and personal data e) By including professional information and links to your online resume

Q: Florence just started her last academic year as a business major in a four-year college. She plans to graduate in May. Florence is unsure as to how to go about her job search. What advice would you give her? a) She should start her job search in September b) She should start her job search in December c) She should start her job search in January d) She should start her job search in March e) She should start her job search in May

Q: Jane is a retired insurance agent. She now files medical claims from her home PC for several doctor's offices. Each doctor's office pays her an arranged amount for each claim filed. They pay no taxes or benefits for Jane, just the per claim fee. What kind of worker is Jane? a) Independent contractor. b) Full-time. c) Leased employee. d) Permanent part-time. e) Recruiter.

Q: Richard is a retired comptroller who spends tax season in Florida working for Robert Half to pay his extra holiday bills for the grandchildren. He has worked with a number of tax preparing agencies in the Tampa area. Robert Half pays his salary and benefits. Richard works for Robert Half in the Northeast during the rest of the year. What kind of worker is he? a) Independent contractor b) Fulltime c) Leased employee d) Permanent part-time e) Recruiter

Q: Why is employee leasing increasing in popularity? Your text mentions all of these reasons EXCEPT: a) The leasing company can train the leased employee to its specifications. b) There are no costs associated with layoffs or discharge. c) If a leased individual doesn"t work out, the agency sends another one. d) The leasing company pays a flat fee " no benefits, so the arrangement is cost effective. e) Workers have greater flexibility.

Q: Which of the following is NOT true with respect to the differences between private and public employment agencies? a) Private employment agencies are believed to offer applicants of a higher caliber. b) Private employment agencies have a better reputation among job seekers. c) Private employment agencies are slightly more expensive than public employment agencies. d) Private employment agencies provide a more complete line of services. e) Private employment agencies have a better image among employers.

Q: A major IT provider has decreased recruiting costs significantly by which of these techniques? a) Using an online application within the company website b) Running ads in the Wall Street Journal c) Organizing job fairs d) Sponsoring technology centers in high schools e) Encouraging unsolicited applications through gaming software

Q: Ruth, an HR specialist in a technology firm, needs to present the benefits of using the Internet to enhance recruiting efforts to top management. She can use all of these examples EXCEPT a) it will improve the quality of the applicant pool. Technology savvy is required to apply. b) there are many electronic job posting services that facilitate electronic recruiting. c) it's easier to create subgroup categories by unique talents. d) although it does not save money, it does improve response time. e) it will improve the quality of the applicant pool. Potential applicants who are not interested will self-select out.

Q: Emily is ready to get a bachelor's degree in business from a large urban university located on the East Coast. After graduation, she wants to relocate to Portland, Oregon. She has very little money available for her job search. What should she do? a) Contact the state employment agency b) Create an online rsum c) Hire a consultant at a "headhunter" firm d) Take a trip to Portland e) Send unsolicited rsums to a large number of employers in Portland

Q: The most effective external recruiting sources are: a) Professional organizations b) Employment agencies c) Schools and colleges d) Advertisements e) There is no one best external recruiting source

Q: Which of the following is NOT an external recruiting source? a) Advertisements b) Employment agencies c) Schools and colleges d) Employee referrals e) Unsolicited applicants

Q: Dominique is looking for a new job. She just had lunch with a prospective employer she met at the conference they were both attending. She had received a roster of job openings when she arrived at the meeting. What kind of external search assistance is she using? a) Public employment agency b) Private agency c) Executive search firm d) College placement office e) Professional association

Q: Marvin, your friend, is advising you, an HR representative, to use an executive search firm instead of the employment agency you have been using to find a senior marketing vice-president. He could make all of these comments EXCEPT a) your company won"t have to be directly involved until the final negotiation stages. b) the agency will do a complete background check. c) the employee will pay the fee. d) the agency has a nationwide contract to find applicants. e) the agency will seek out executives who have the right skills and who want new challenges and opportunities.

Q: Which of the following is NOT true regarding state employment agencies? a) State employment agencies are public agencies. b) State employment agencies are usually tied to unemployment benefits. c) State employment agencies tend to attract high-skilled individuals. d) Many prospective candidates tend to believe that state employment agencies are not effective recruiting sources. e) Few employers seeking high-skilled workers use state employment agencies

Q: Jose, an HR manager, is talking to an employment agency representative. He sighs, assuming that there will be no qualified candidates again this week. Who might be on the phone? a) Public employment agency b) Private agency c) Executive search firm d) College placement office e) Pre-professional resolution house

Q: Response rates to advertisements are influenced by which of the following variables? a) Labor market conditions, ad placement, company reputation. b) Skill level of the workforce, skill level in the organization, prestige of the journal c) Identification of the organization, labor market conditions, the degree of specification of job requirements. d) Salary, season, skill. e) Identification of the organization, location of the organization, language and cultural diversity.

Q: Which of the following is NOT true regarding unsolicited applicants? a) The number of unsolicited applicants depends on economic conditions. b) The number of unsolicited applicants depends on the firm's reputation. c) Unsolicited applications provide an excellent supply of stockpiled applicants. d) Employers keep a record of unsolicited applications for only a few days if there are no current openings. e) The number of unsolicited applicants depends on the job seeker's perception of labor market conditions.

Q: An advertisement for an executive job is likely to be found in all of these places EXCEPT a) the New York Times b) Young CEOs monthly newsletter. c) the Wall Street Journal. d) a placard posted on the plant gate. e) ExecSearch.com

Q: Ira, an HR representative, is explaining why the company uses blind box ads. He gives all of these reasons EXCEPT a) we can see if any of our current employees are looking for a job. b) we can build a backlog of applications for general job needs. c) we can start the interview process for a position while we are documenting dismissal actions for the person who currently holds the job. d) we can assess the worker supply in a community before we open an office in that community. e) we will attract some applicants by our reputation.

Q: Why do some prospective employees avoid responding to a blind box advertisement? a) They do not want to pay the fees. b) They fear urban congestion and crime. c) They do not want to take the employment tests. d) They want to avoid the publicity. e) They are afraid their current employer may be the company placing the ad.

Q: Sharifa, the new chief financial officer of a Fortune 500 company, was likely located through which of the following sources? a) Online rsum b) Local newspaper c) Public agency d) "Headhunter" firm e) Monster.com

Q: Which of these are problems with employee referrals? a) Most referrals do not accept initial job offers. b) Use of referrals may minimize an organization's desire to add diversity to the workplace. c) Friends cause friction in work groups. d) Employees who are referrals have less company loyalty. e) Bonuses are often paid to the employee for the referral.

Q: Your mother is hiring a new nanny for your little sister and the dog. Which one of the following pieces of recruiting information would be most likely to assure that the nanny is a good caregiver. a) The person is relocating to the area because of a spousal relocation. b) The person graduated from an excellent nanny school. c) An excellent nanny recommended the person. d) The background check came back OK. e) A friend of your family was a grade school friend of the person.

Q: Employee referrals offer all of these recruiting advantages EXCEPT a) the expense of a recruiting search can be saved. b) an employee knows his/her reputation is at stake, and so uses good judgment in making a referral. c) referrals use personal friendship instead of job skills as reference criteria. d) referrals get more accurate information about their potential job. e) referrals are more likely to stay in a job than other applicants.

Q: Mark, an Information Technology specialist for a large firm, is at a party with some friends from college. He runs into Duffy, a fellow computer science major, and says, "Why don"t you come to work with us? You were at the top of the class in school and I know you"ve done really well with CIStems. Let's do dinner next week and I"ll fill you in on opportunities." The dinner is a success. Duffy starts work. Mark receives a $10,000 bonus for referring his friend. Is anything wrong with this as a recruiting activity? a) Yes. Recruiting activities should only be performed by trained professionals. b) Yes. This kind of nepotism causes technology failure in the long run. c) No. This ploy to get competitive information is accepted in the Information Technology world. d) Yes. Such actions are illegal. e) No. Mark saved his company an expensive recruiting search and got a qualified candidate.

Q: Wei Xu is the human resources manager of a medium-sized construction company based in China. His company just signed its first multi-million dollar contract to build a hotel in India. He needs to quickly hire a site manager, one familiar with Indian customs and the language. What should he do? a) Send a Chinese employee overseas to run the project. b) Do a global search to find the best candidate for the job. c) Place an ad on Monster.com listing the job opening. d) Post a job opening placard on the job site fence. e) Hire a host-country national who has the job qualifications.

Q: Which of the following is NOT a characteristic of an effective resume? a) Printed on a quality printer b) Use an italic font style to get the attention of the recruiter c) Easy-to-read font style d) Use standard job description phraseology e) Use a font the scanner can easily read

Q: Alejandro, the HR manager at North American Cabinet, Inc., needs to hire an accountant but only for a four-month period. What should he do? a) Contact a state employment agency b) Contact an employee leasing firm c) Contact an executive search firm d) Put an advertisement in the local newspaper e) Attend the next job fair at a local university

Q: Which of the following is NOT a disadvantage associated with internal recruiting sources? a) Individuals chosen internally already know the company. b) Internal recruiting sources tend be more costly than external recruiting. c) Internal recruiting sources can create excessive inbreeding. d) Internal recruiting sources can be dysfunctional if the company prefers less qualified internal candidates over more qualified external candidates. e) Internal recruiting sources usually reduce the likelihood of selecting a qualified candidate.

Q: Which of the following is NOT an advantage associated with promotions from within? a) It encourages good individuals who are ambitious. b) It is more costly than external recruiting. c) It boosts employee morale. d) It is good public relations. e) It improves the likelihood of selecting a qualified candidate.

Q: Which method tends to generate more likely acceptance from applicants and once employed have a higher job survival rate? a) Internal search b) Executive search firm c) Employee referral d) Newspaper e) Online posting

Q: A manufacturer has difficulty hiring plant architects. The hours are long, but the money is great. Last year, the firm started doing airport interviews in major cities to screen the applicant pool. Only the most promising candidates are then invited to the company site for a lengthier interview process. An HR representative went to an industry business luncheon last week and found that not one competitor is having similar recruiting problems. None of them were conducting airport interviews, and three of his associates commented that an architect really has to be there to get a sense of the job. The company's recruiting is being constrained by a) organization image. b) job attractiveness. c) internal organizational policies. d) government influence. e) recruiting costs.

Q: A private college needs to hire a Chief Information Officer to bring the organization into the 21st century for computer usage and technology. The human resources area has been directed to hire a relative of a current employee, but no one has the technical skills or abilities needed. These recruiting efforts are constrained by a) organization image. b) job attractiveness. c) internal organizational policies. d) government influence. e) recruiting costs.

Q: Chelsea, director of human resources at a large resort in the Southwest, has been unable to fill the last three vacancies for day activity supervisor for senior citizens. After checking with friends who have talked to candidates and potential candidates, she found that the jobs are low paying, boring, and very stressful, compared to the same job at other resorts and activity centers in the area. Recruiting for other positions in the resort has not been a problem. What constraint is affecting her organization? a) Organization image b) Job attractiveness c) Internal organizational policies d) Government influence e) Recruiting costs

Q: Which of the following is NOT a constraint on recruiting efforts? a) Organizational image b) Job attractiveness. c) Internal organizational policies. d) Cultural Influence. e) Recruiting costs

Q: Successful recruiting efforts are indicated by all of these outcomes EXCEPT: a) turnover increases. b) training costs go down. c) more job seekers know about available jobs. d) the applicant pool is increasingly diverse. e) more job offers are accepted when they are offered to applicants.

Q: A good recruiting program is indicated by which of the following? a) More native speakers apply. Fewer foreign nationals apply. b) More highly skilled applicants apply. Fewer low-skill applicants apply. c) More qualified applicants apply. Fewer unqualified applicants apply. d) All applicants are encouraged to apply for jobs. e) Recruiting is phased out for women and minority applicants.