Deck 7: Selection

Question 1

What is the multiple-hurdle strategy used in the selection process?

A) A selection of instruments for selection purposes
B) A series of interviews candidates have with different members of the organization
C) A reliability and validity analysis conducted throughout the hiring process
D) A series of successive steps candidates must pass to move on to the next step
E) Increasing levels of testing of candidates focusing on personality and intelligence

Answer 1

D

Question 2

Which trait would not be tested if a candidate is given an intelligence test?

A) Verbal fluency
B) Memory
C) Emotional management
D) Numerical ability
E) Vocabulary

Answer 2

C

Question 3

A selection ratio of 1:2 generally means that

A) there are many applicants from whom to select.
B) there are high quality recruits and many applicants from whom to select.
C) there are low quality recruits, but many applicants, from whom to select.
D) there are a limited number of applicants from whom to select.
E) there are a limited number of applicants from whom to select who are also likely low quality recruits.

Answer 3

E

Question 4

Which members of the organization typical performs initial applicant screening?

A) Computer technology
B) HR professionals
C) Line managers
D) An external recruitment agency
E) Voice-response technology

Question 5

What test measures an individual's potential to perform a job, provided he or she is given proper training?

A) Aptitude tests
B) Interest inventories
C) Achievement tests
D) Personality tests
E) Intelligence tests

Question 6

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

A) criterion-related reliability.
B) criterion-related consistency.
C) criterion-related validity.
D) criterion-related stability.
E) criterion-related integrity.

Question 7

Which of the following is true of the interview question, "How would you handle an angry customer?"

A) It tests intellectual capacity.
B) It tests knowledge and experience.
C) It is an example of behavioural interviewing.
D) It is an emotional intelligence test question.
E) It is a situational test question.

Question 8

In the selection process which of the following refers to requirements that are highly desirable but not critical for the job?

A) Wants criteria
B) Must criteria
C) Necessary criteria
D) Desired criteria
E) Basic criteria

Question 9

Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information, Yung has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?

A) Ensuring selection criteria are based on job descriptions
B) Ensuring selection criteria are based on job specifications
C) Carefully scrutinizing application forms and checking references
D) Obtaining consent to check references
E) Adequately assessing the applicant's ability to meet performance standards

Question 10

What is differential validity?

A) The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour
B) Confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, and visible minorities
C) The accuracy with which a predictor measures what it is supposed to measure
D) The extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well
E) The extent to which a selection tool measures the level of ethnicity before and after and selection process

Question 11

During a hiring process Belinda was put through a series of high pressure simulations to determine how she would manage herself under pressure. What kind of test was Belinda undergoing?

A) Cognitive ability test
B) Intelligence test
C) Emotional intelligence test
D) Achievement test
E) Personality test

Question 12

To help evaluate candidates for a quality control position, Jennifer asks current QC employees to provide their feedback about several applicants she feels may be right. What is this an example of?

A) Participatory selection
B) 360-degree recruitment
C) Groupthink
D) Teamscreen
E) Crowdsourcing

Question 13

Which of the following are considered to be "hidden" costs of a poor selection process?

A) The cost of beginning the selection process over again when an unsuccessful employee is terminated
B) The cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated
C) Strategic objectives will not be met
D) Customer alienation and internal disorganization when an unsuccessful employee is terminated
E) Customer alienation only

Question 14

Which of the following is true of preliminary applicant screening?

A) It likely uses technology during its process.
B) It involves eliminating candidates lacking the "nice to have" selection criteria.
C) Initial applicant screening is generally performed by the line managers.
D) It may involve selection testing.
E) It may involve candidate interviews.

Question 15

Sandeep Gill, the manager of a provincial credit union, hired five new tellers based on interviews as the selection tool. Although Sandeep thought he had planned the candidate interviewing process well the three candidates who were rated the highest in the interview, and hired, did not meet basic performance expectations. Which of the following is the primary problem with the selection tool chosen by Sandeep?

A) Validity
B) Integrity
C) Reliability
D) Stability
E) Consistency

Question 16

Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of

A) integrity.
B) validity.
C) reliability.
D) stability.
E) consistency.

Question 17

In the selection process which of the following refers to requirements that are absolutely essential for the job?

A) Wants criteria
B) Must criteria
C) Necessary criteria
D) Desired criteria
E) Basic criteria

Question 18

What is a selection ratio?

A) The ratio of the number of interviews successfully completed to the total number of applicants
B) The ratio of the total number of applicants hired to the total number of applicants
C) The ratio of the total number of applicants to the number of applicants hired
D) The ratio of the number of offers extended to the total number of applicants
E) The cost per hire vs a company's total payroll cost

Question 19

Renu is the human resources professional at a telecommunications company. She is tasked with ensuring the firm's selection process adheres to the firm's employment equity plan mandated by legislation. Which of the following must she ensure?

A) No employees with unsuitable backgrounds are hired.
B) Written authorization is obtained for reference checking.
C) The process does not have an adverse effect on women or persons with disabilities.
D) The process does not have an adverse effect on women or members of certain religious groups.
E) The process does not have an adverse effect on women, persons with disabilities, aboriginal's persons, or visible minorities.

Question 20

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

A) reliability.
B) stability.
C) integrity.
D) consistency.
E) validity.

Question 21

What is the interview technique that involves questions being asked as they come to mind called?

A) Situational
B) Mixed
C) Unstructured
D) Arbitrary
E) Random

Question 22

What is used to evaluate a candidate's management potential?

A) A management group discussion
B) A managerial aptitude test
C) A management assessment centre
D) A management interest inventory
E) A management cognitive test

Question 23

What do work samples focus on measuring?

A) Hypothetical situations
B) Expert appraisers' evaluations
C) The "Big Five" personality dimensions
D) Physical abilities only
E) Job performance

Question 24

A recent study of 92 real employment interviews found that the interviewers using ________ of structure in the interview process evaluated applicant's ________ than those who used unstructured interviews.

A) low levels; less favourably
B) mixed levels; less favourably
C) high levels; more favourably
D) mixed levels; more favourably
E) high levels; less favourably

Question 25

What does a micro-assessment focuses on?

A) Individual performance
B) Paper-based questions
C) Verbal questions
D) Group performance
E) Computer-based questions

Question 26

What do behavioural questions describe?

A) Hypothetical situations not related to any specific situation
B) Various situations experienced in the past
C) Future situations given current events
D) Candidate personality changes under different situations
E) Candidate reactions to situations that are rare but do occur

Question 27

What are the Big Five personality spectrums as they apply to employment testing?

A) Extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience
B) Visualization, emotional stability, agreeableness, conscientiousness, and cognitive abilities
C) Agreeableness, emotional stability, visualization, cognitive abilities, and openness to experience
D) Emotional stability, extroversion, visualization, conscientiousness, and memory
E) Memory, visualization, agreeableness, cognitive abilities, and openness to experience

Question 28

Which interview format involves a series of preset questions asked of all candidates and a series of preset candidate-specific questions?

A) Mixed
B) Situational
C) Structured
D) Sequential
E) Behavioural

Question 29

What do interest inventories accomplish?

A) Measure basic elements of personality such as seriousness
B) Compare a candidate's likes with those of people in various occupations
C) Measure a candidate's job performance within three months of being hired
D) Collects data about an employee's level of extroversion or introversion
E) Measure knowledge and proficiency over a period of time

Question 30

The screening tool which is most often used by employers in the selection process is

A) working sampling.
B) an assessment centre.
C) an interview.
D) a personality test.
E) an intelligence test.

Question 31

The interview format that yields comparable answers and in-depth insights is known as

A) mixed.
B) relational.
C) sequence.
D) situational.
E) patterned.

Question 32

While ________ interviews ask interviewees to describe how they would react in a given situation, ________ interviews ask candidates to describe how they did react in that situation in the past.

A) stressful; situational
B) behavioural; situational
C) structured; situational
D) situational; behavioural
E) nondirective; behavioural

Question 33

Which of the following would an intelligence test measure?

A) Reaction time
B) Speed of arm movement
C) Manual dexterity
D) Finger dexterity
E) Spatial visualization

Question 34

Mary is the HR manager of a chain of tax services outlets. She asked all of her tax accountants to complete a survey about their job. She used a program to sort and review the information that enabled her to understand the characteristics of the best accountants that was used to improve her hiring process. What is this an example of?

A) Data analytics
B) Data extraction
C) Data assessment
D) Data appraisal
E) Data measurement

Question 35

What interview format can seem quite mechanical?

A) Sequential
B) Structured
C) Planned
D) Controlled
E) Chronological

Question 36

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as

A) achievement tests.
B) intelligence tests.
C) personality tests.
D) interest inventories.
E) aptitude tests.

Question 37

What is the purpose of pre-employment substance abuse testing?

A) Determine if the applicant can fulfill the physical requirements of a position
B) Fulfill a legal requirement to inform authorities of people who are substance abusers
C) Determine the mental ability of a candidate and judge if that ability will increase or diminish
D) Avoid hiring employees who would pose unnecessary risks to themselves or others
E) To educate candidates who are substance abusers but also right for the position being filled

Question 38

Ambiguous stimulus such as inkblot or cloud images is common in which type of test?

A) Achievement test
B) Interest inventory
C) Intelligence test
D) Personality test
E) Aptitude test

Question 39

An example of a behavioural question is,

A) "What type of work do you want to be doing in five years?"
B) "Tell me about a time when you managed a situation requiring negotiation."
C) "If a co-worker hurt her back, what would you do?"
D) "What are the skill areas you must develop?"
E) "How would this position help you achieve your career goals?"

Question 40

Asking an applicant how he or she would handle a scenario where his or her manager assigned work with competing deadlines would be an example of which interview technique?

A) Mixed
B) Behavioural
C) Situational
D) Relational
E) Structured

Question 41

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for the position usually make their decisions based which of the following?

A) Incorrect stereotypes
B) Applicant screening
C) Letters of reference
D) Employment test results
E) Candidate responses

Question 42

It is common for interviewers to use interviews in a search for negative information about the candidate.

Question 43

A manager provides a favourable reference about a past employee who worked very well for her. This employee was then let go by his next employer for theft. The manager who provided the reference would be protected by the qualified privilege doctrine.

Question 44

Which interviewing method is conducted whereby the applicant is interviewed by a number of people at once?

A) Panel
B) Mass
C) Sequential
D) Serialized
E) Behavioural

Question 45

An example of a situational question is,

A) "Tell me about a time when you managed numerous priorities in a short period of time."
B) "Tell me about a time when you had to discipline an employee arriving late for work three days in a row."
C) "How would you handle an irate boss who was just told that the output in the department was below standard?"
D) "What type of computer skills are you proficient in?"
E) "How would this position help you achieve your career goals?"

Question 46

In many instances, a small selection ratio also means a low quality of recruits.

Question 47

Carmine was interviewed for a stock broker position. He and other candidates were brought together asked questions such as how they would react if the market started crashing. The interviewers revealed they wanted to see which of the candidates would take charge and answer the questions. What type of interview is this an example of?

A) Mass
B) Panel
C) Situational
D) Behavioural
E) Patterned

Question 48

What is the main purpose of an interview?

A) To validate the candidate's personality and character as portrayed on their application
B) To find out as much as possible about the candidate's fit with the job specifications
C) To provide information about the position so candidates can evaluate their own level of interest
D) To provide information about the company and the position that was not present in the job description
E) To answer questions candidates may have about the position, compensation, or organization

Question 49

A serialized interview occurs when

A) a candidate's oral and/or computerized responses are obtained in response to computerized oral and written questions.
B) a panel simultaneously interviews several candidates and a consensus is reached about who should be hired.
C) each interviewer rates the candidate on a standard evaluation form and the ratings are compared before the hiring decision is made.
D) each interviewee only attends one interview that is conducted by an HR employee and the immediate supervisor.
E) each interviewer evaluates the applicant from his or her own point of view but based on achieving corporate objectives.

Question 50

Criterion-related validity is the extent to which a selection instrument, such as a test, predicts a candidates fit with the organization.

Question 51

What is a strategy to provide applicants with realistic information-both positive and negative-about the job demands, the organization's expectations, and the work environment?

A) Realistic job description
B) Realistic job potential
C) Realistic job portrayal
D) Realistic job representation
E) Realistic job preview

Question 52

The halo effect related to selection is

A) a positive initial impression of the position that distorts an interviewer's rating.
B) a positive initial impression of the candidate that distorts an interviewer's rating.
C) a positive initial impression of the company that will distort an interviewer's rating.
D) a positive impression of themselves as the potential supervisor of the candidate that will distort an interviewer's rating.
E) a positive initial impression of the compensation plan that will distort an interviewer's rating.

Question 53

Intelligence, verbal skills, analytical ability, and leadership skills are examples of constructs.

Question 54

What percent of an applicant's rating is based on nonverbal behaviours?

A) 60
B) 50
C) 80
D) 70
E) 40

Question 55

If an honest, fair, and candid reference is given by an individual who is asked to provide confidential information about the performance of a job applicant, what doctrine protects the reference giver?

A) Qualified right
B) Qualified concession
C) Qualified assessment
D) Qualified privilege
E) Qualified opinion

Question 56

How are most interviews administered?

A) Within a group
B) Virtually
C) Via telephone
D) One-on-one
E) Using social media

Question 57

Reliability is the accuracy with which a predictor measures what it purports to measure.

Question 58

A manager provides a favourable reference about a past employee even though that employee was let go from the company for stealing. This is an example of negligent misrepresentation.

Question 59

A hiring manager asked a candidate how she would handle an irate customer. This is an example of a behavioural interview question.

Question 60

Management assessment centres are primarily used for senior executives to determine which mid level managers should be promoted.

Question 61

There are typically six steps in the selection process that results in the hiring decision (step number six). Identify and briefly describe the five steps that typically lead up to the hiring decision.

Question 62

Interviews are subject to many common errors, which may limit the reliability or validity of the interview. Identify and describe five (5) common interviewing mistakes.

Question 63

Describe the five steps that should be followed when composing job-related questions as part of designing an effective selection process.

Question 64

Most organizations use the statistical strategy to arrive at a selection decision, even though subjective evaluation is more reliable and valid.