Deck 7: Selection

Question 1

Cognitive ability tests:

A) are not strong predictors of job performance.
B) can result in adverse treatment.
C) can result in adverse impact.
D) are difficult to correlate to education level.
E) are quite expensive to administer.

Answer 1

C

Question 2

When an organization designs their selection process:

A) the same steps should be followed whether they are using the process to hire someone new or transfer a current employee into a different position.
B) different interview questions should be used for internal and external candidates.
C) internal applicants cannot be required to fill out an application.
D) the internal candidate should have first consideration even if they do not meet the job requirements.
E) a different set of qualifications can be used for internal and external candidates.

Answer 2

A

Question 3

Which of the following questions is legal to ask on an employment application?

A) How many children do you have?
B) In what year did you graduate from high school?
C) Have you ever injured yourself at work?
D) Are you over the age of 18?
E) Which religious holidays do you observe?

Answer 3

D

Question 4

All of the following would be considered steps in the final screening process EXCEPT:

A) reviewing the application for gaps in employment.
B) checking references.
C) completing a criminal background check.
D) administering a physical abilities test.
E) reviewing a work sample.

Question 5

A selection tool is valid if:

A) it is used more than once on the same person.
B) it is related to the performance of the job.
C) more than one rater scores the applicant the same.
D) personal views are allowed to be considered in the decision making.
E) more than one person takes the test and scores the same.

Question 6

A telephone screening interview would be most suitable if you were recruiting for:

A) an assembly worker.
B) a data entry clerk.
C) a receptionist.
D) a dental assistant.
E) a store manager.

Question 7

John is preparing for his upcoming interview by purchasing a new suit and getting a haircut. Although he is typically a casual dresser and not so concerned with the way he looks, the day of the interview he will be groomed and look professional. John is most likely practicing:

A) the contrast effect.
B) the halo effect.
C) reliability.
D) impression management.
E) interviewer bias.

Question 8

Susan was interviewed by three separate managers. When the managers met to compare their scores of Susan's interviews they were 89%, 81%, and 97%. This most likely demonstrates low:

A) unbiasness.
B) validity.
C) test-retest reliability.
D) person-job fit.
E) low inter-rater reliability.

Question 9

Person-job fit could be best defined as:

A) a person's KSAs match the requirements of the job so well that both the employee and the employer benefit from the working relationship.
B) when the employee fully understands the job description and what is expected of them.
C) an organization's productivity increasing as a result of employees working more efficiently.
D) the turnover rate of an organization steadily increasing overtime.
E) when an employee is satisfied with their work, wages, and benefits offered by the employer.

Question 10

Each produce worker at a local grocery must demonstrate that they can lift and load produce onto carts from the cooler and then lift and unload it into the display cases. This is an example of a:

A) cognitive ability test.
B) work sample.
C) personality inventory.
D) physical ability test.
E) competency test.

Question 11

All of the following are correct about weighted application blanks (WAB) EXCEPT:

A) it allows the interviewer to objectively compare applicants' education and experience.
B) the weights allow the interviewer to focus on the areas which are most important in making a good selection.
C) subjectivity is increased when each applicant is given a score.
D) they are an important step in the initial screening process.
E) All of the above are True.

Question 12

The candidate for your receptionist position arrived late for the interview and then chewed gum during the interview. She is highly qualified and has several years of experience however her lateness and gum chewing can not be forgotten as demonstrates her lack of professionalism which is important for someone in that visible role. Your hiring decision will most likely be impacted by the bias of:

A) personal characteristics.
B) contrast effect.
C) halo effect.
D) horns effect.
E) impression management.

Question 13

When reviewing resumes all of the following are important to keep in mind EXCEPT:

A) focus on the font and format.
B) do not make assumptions based just on what is written.
C) identify what the educational background of the candidate is in order to determine qualifications.
D) look for long unexplained gaps in between jobs.
E) consider all job related information provided.

Question 14

Sally, Mary, and Anne were all interviewed for the retail supervisor position. Sally impressed the interviewers with how she answered the questions and did an exceptional job when she role played the customer service scenarios. Sally does not meet the educational requirements for the job. Mary and Anne also both did well and they meet the educational requirements. However, because Sally really impressed the interviewer with her role play she was chosen for the job. The bias of ________ has most likely occurred.

A) personal characteristics
B) contrast effect
C) halo effect
D) horn effect
E) impression management

Question 15

Each recruiter hired by the HR department of your company is given an employment screening which asks questions related to the different employment regulations and what they can and cannot ask during an interview. This type of employment screening would be known as a:

A) cognitive ability test.
B) work sample.
C) personality inventory.
D) physical ability test.
E) competency test.

Question 16

All of the following are accurate in regard to how organizational performance is impacted by the selection process EXCEPT:

A) selecting good employees can enhance productivity.
B) the cost of having to replace a bad hire is greater than just their annual salary.
C) error rates and rework can decrease if poor selection decisions are made.
D) employee morale can decline if they have to work with a bad hire.
E) customers may be lost if they interact with a bad hire who treats them poorly.

Question 17

A selection tool needs to be a consistent method of prediction over a certain period of time or across a group of raters. This consistency demonstrates:

A) bias.
B) validity.
C) reliability.
D) person-job fit.
E) person-organization fit.

Question 18

The selection process should involve all of the following EXCEPT:

A) Identify which tests may be useful in selecting the best candidate for the job.
B) Determine who will make the hiring decision.
C) Gather the information needed to make a good hiring decision.
D) Create the list of the the interview questions that need to be asked.
E) Decide which competencies are required to perform the job.

Question 19

Bias can come in the form of all of the following EXCEPT:

A) KSAs validity.
B) the halo/horn effect.
C) the contrast effect.
D) impression management.
E) personal characteristics influence.

Question 20

Personality inventories can identify certain characteristics, such as the following, EXCEPT:

A) whether someone has strong analytical skills.
B) whether someone is outgoing or shy.
C) whether someone will be dependable.
D) whether someone will be cooperative with others.
E) whether someone may have anger management issues.

Question 21

Which of the following positions most likely use similarly designed selection methods or processes based on what you know about how much structure may be required for the selection of certain positions?

A) Cashier and store manager
B) CPA and Speech Therapist
C) Physician and medical secretary
D) Attorney and payroll supervisor
E) Receptionist and production worker

Question 22

All of the following are accurate regarding the use of drug tests as a selection tool EXCEPT:

A) the Drug Free Workplace Act requires all employers to complete pre-employment drug screens.
B) drug testing has declined in recent years.
C) an employer must have a written policy regarding the drug testing process.
D) a consent form must be signed by the job candidate before the drug test can be performed.
E) an employer can refuse to hire someone who is a current drug user because they are not protected under the ADA.

Question 23

In recruiting new CPAs, IOU Accounting Firm does first interviews, then provides a competency exam, then brings the candidate back for a final interview. If the candidate does poorly on the initial interview but scores high on the exam and does well in the final interview they may still be a strong candidate for the position, based on the consideration given to each selection method. This would be considered the:

A) multiple-hurdle approach.
B) core competency approach.
C) compensatory approach.
D) multiple-cutoff approach.
E) multiple-compensatory approach.

Question 24

As it relates to selection methods or the process itself, work/life balance:

A) has no impact on how selection methods are designed.
B) can be reviewed with the candidate once an offer of employment has been made.
C) should be discussed as part of the realistic job preview.
D) does not impact a new employee's productivity.
E) is unrelated to turnover in newly selected employees.

Question 25

All of the following are correct in regard to structured interviewing EXCEPT:

A) the process is more legally defensible should a claim of discrimination be filed.
B) better job-related questions can be asked to determine if the individual will be successful.
C) the same type of information is gather about all applicants making it easier to do comparisons.
D) it takes only a few minutes to determine if an applicant will be a good fit.
E) behavioral interviews are often more helpful in telling how the applicant has actually handled situations in the past.

Question 26

Marvin was disappointed to learn that he was no longer being considered for the construction foreman position. He did well in the initial screening interview, passed his physical abilities test, but did not do well in the panel interview step. If he would have had a good panel interview he would have went on for a final interview with the VP of Operations. This organization used the:

A) multiple-hurdle approach.
B) core competency approach.
C) compensatory approach.
D) multiple-cutoff approach.
E) multiple-compensatory approach.

Question 27

When using a medical examination as part of the selection process the employer must do all of the following EXCEPT:

A) exclude candidates whose results would show they may be a health or safety risk.
B) disregard the results when determining if a reasonable accommodation should be made.
C) provide a copy of the physical requirements of the job to the physician conducting the exam.
D) require the exam be completed after the job offer has been made.
E) not consider candidates who refuse to submit to a medical exam.

Question 28

You are designing the selection process for an assembly line position. Which of the following selection methods would you most likely include in the selection process?

A) Application, interview, references
B) Application, interview, criminal record check
C) Application, interview, references, physical ability test
D) Application, interview, criminal history check, competency test
E) Application, interview, honesty test, physical ability test.

Question 29

Vivian applied for a case worker position with a local non-profit organization that provides counseling to single mothers and their families. Vivian was raised by a single mother and appreciates the work that the organization does to help these individuals better their lives. If the organization selects Vivian for the job, ________ will most likely occur.

A) person-organization fit
B) person-job fit
C) work/life balance
D) turnover
E) negligent hiring

Question 30

Alexandra was hired as a home health aide for a ABC Home Health Agency without having any criminal background check or references completed. She was convicted of retail theft five years ago and also terminated from her previous job for stealing money from the office petty cash box. After working for ABC for less than six months a patient's family member caught Alexandra stealing money from their mother's purse. Given this information ABC could be dealing with:

A) a defamation of character case.
B) a false-negative background check.
C) a false-positive background check.
D) a negligent hiring lawsuit.
E) a structured interview process.

Question 31

Candidates for the customer service representative position are put at a work station and must receive calls from fictional customers to demonstrate how they would handle each situation. This is a selection tool known as:

A) an in-basket exercise.
B) a leaderless group discussion.
C) a role play.
D) an unstructured interview.
E) a biodata collection.

Question 32

All of the following statements are accurate in regard to personality tests EXCEPT:

A) they are effective at evaluating the integrity of current employees.
B) they are also referred to as honesty tests.
C) "Have you ever felt controlled by someone else?" would be an example of a question on a personality test.
D) they identify counter productive behaviors by asking questions in an indirect way.
E) they should be used in conjunction with other selection tools to ensure good hiring decisions.

Question 33

All of the following are correct regarding personality inventories EXCEPT:

A) they may be considered an invasion of privacy if the applicant doesn't think the questions are job related.
B) they should be used as the only selection method in order to make an appropriate choice.
C) they can be used to assess someone's ability to lead a team.
D) they may identify a mental impairment or disability, which is protected by ADA.
E) they may tell you whether someone will be open and accepting of change.

Question 34

When completing reference checks it is important to:

A) have the applicant sign a release allowing former employers to provide the reference.
B) call friends and family members, as they know the applicant the best.
C) not follow a set list of questions, but rather allow the person providing the reference to share whatever information they choose.
D) not document what information is provided as it can be used against you in a defamation of character case.
E) do all of the above.

Question 35

If an organization has a differentiation strategy which of the following statements is most likely True about their selection process?

A) They look for quick, low cost ways to select the best employees.
B) Interviewing and reference checking would be their selection tools of choice.
C) Competency tests would be unnecessary for the level of individual for which they are searching.
D) They want to find a selection tool that would measure how dependable an employee will be.
E) The selection tool(s) they choose would be tied to identifying characteristics that support their competitive advantage.

Question 36

All of the following are accurate statements regarding today's labor force and selection issues EXCEPT:

A) teens are less inclined to take low paying, entry level type of positions.
B) occupational trends within the labor force haven't impacted selection processes yet.
C) the aging workforce is interested in working part time.
D) selection tools must be modified to accommodate the diversity of the workforce.
E) immigrant workers are filling more entry level positions.

Question 37

If using an in-basket exercise as a selection tool all of the following may be included EXCEPT:

A) typing a memo to the board of directors.
B) making corrections to a client letter.
C) performing data entry of new vendor information.
D) demonstrating facilitation skills by leading a group discussion.
E) prioritizing phone messages.

Question 38

Which of the following questions could be considered a situational interview question for a receptionist position?

A) You have one caller on hold, are speaking with another on the other line, a delivery person walks into the lobby needing you to sign for a package, and another individual arrives for an appointment. What do you do first, second, and so on?
B) Describe a time when you had to calm down an upset caller. How did you redirect them, what was the outcome and what would you have done differently?
C) Explain what excellent customer service means do you and describe a time when you provided it.
D) Tell me about a time when you made an error on an important project or report. What was the error, who brought it to your attention and how did you correct it?
E) Describe a coworker with whom you do not get along very well. Why and what do you do to manage your work relationship?

Question 39

As a hiring manager you can put employee concerns at ease by using fair selection practices that involve all of the following EXCEPT:

A) a standard scoring process for all job candidates.
B) deal with each applicant on an individual basis and treat each of them according to their needs.
C) attend training to stay up to date on what you can and can't do during the selection process.
D) be sensitive to diversity and multicultural issues in your work area and organization.
E) All of the above can be used.

Question 40

When deciding whether or not to use employment tests, an organization should consider implementing them if:

A) they have seen a decline in absenteeism over the past year.
B) productivity seems to have spiked above normal recently.
C) employee errors and rework seem to be on the rise.
D) all other selection methods are legally compliant.
E) employment interviews seem to be successful at "weeding" out those who don't have person-job fit.

Question 41

The selection process for a cashier at a grocery store involves taking a test about counting and giving change to customers in order to determine how accurate the potential cashier will be. This test would be considered valid.

Question 42

Globalization has impacted selection in all of the following ways EXCEPT:

A) more international employees are being hired to work in domestic operations.
B) fewer current employees are being sent overseas to work.
C) more host-country nationals are being hired to work in their own countries.
D) more international employees are being hired to work overseas.
E) obtaining immigrant visas have been impacted by increasing regulations and caps.

Question 43

A loose labor market signifies:

A) that employers cannot be selective about who they choose for open positions.
B) applicants may have job offers from many employers.
C) there are more qualified applicants than job openings.
D) both A and B.
E) both B and C.

Question 44

Since implementing structured interviewing a year ago, WXY company's employee turnover has decreased thereby supporting that this type of interviewing is reliable at predicting job success.

Question 45

A candidate is chosen for the job based on how well they were dressed and groomed for the interview although they did not meet all of the job related qualifications, which demonstrates bias on the part of the recruiter.

Question 46

Jose, who lives in Mexico, has accepted a position with a U.S based company and is being sent to one of their operations in South America. Jose was chosen because he is bilingual and familiar with the culture of South America. Jose is considered a:

A) telecommuting national.
B) host-country national.
C) parent-country national.
D) third-country national.
E) multinational host.

Question 47

If you administer a selection tool and collect performance data at the same time you are testing for:

A) content validity.
B) construct validity.
C) predictive criterion-related validity.
D) concurrent criterion-related validity.
E) test-retest validity.

Question 48

If an applicant tells you that they are married and have two children you can use it that in your selection decision, but you cannot request the information of them.

Question 49

Technology can impact the selection process by:

A) allowing you to screen large numbers of applicants quickly.
B) eliminating paper and pencil forms and enhancing storage of the information.
C) allowing for opportunities to falsify or tamper with information.
D) provides electronic methods to conduct criminal background or credit history checks.
E) all of the above.

Question 50

The executive assistant of the CEO must possess a high level of discretion and be able to keep confidential information secure due to the sensitive nature of the information with which she comes into contact. A selection tool has been created to test whether applicants for this position possess this type of discretion and sensitivity in regard to the handling of confidential information. This tool must be reviewed for construct validity by doing all of the following EXCEPT:

A) administering it to all of those who apply and then reviewing their scores against performance.
B) demonstrate that the test will predict a person's job performance.
C) show that the content of the test reflects discretion and sensitive handling of confidential information.
D) accurately define what discretion and sensitive handling of confidential information means.
E) show evidence that the test correlates with other measures of discretion and sensitivity constructs.

Question 51

Having a culinary expert create a selection tool to test the knowledge of each applicant for the head chef position will create ________ validity. However, providing a tool which shows an empirical relationship between the scores on the selection tool and customer satisfaction scores will also demonstrate ________ validity.

A) concurrent criterion-related; construct
B) content; concurrent criterion-related
C) construct; predictive criterion-related
D) content; predictive criterion-related
E) construct; concurrent criterion-related

Question 52

A selection method must either be reliable or valid in order to predict success, but both are not necessary.

Question 53

Natalie, a black female, submitted an email to an organization's recruiter to express her interest in any operations management positions that the organization may have open, even though she did not specifically see any openings listed on their website's job listing. Based on this information, all of the following statements are correct EXCEPT:

A) she is now considered an applicant based on EEOC guidelines.
B) if she is not selected for a position she may be able to file a discrimination claim.
C) as good practice, the organization should keep her email inquiry for one year from date of receipt.
D) the organization should email Natalie, explaining that there are currently no openings available.
E) Both A and B

Question 54

You interview an applicant who agrees with every statement you make about your philosophy on leadership styles. The applicant is using the halo effect to the get the job.

Question 55

Of the following employee selection tools would you most likely want to use if you were recruiting for a security guard position?

A) Criminal background check
B) Credit history report
C) Honesty test
D) Drug test
E) Pre-employment physical

Question 56

When there is person-job fit the organization will most likely experience an increase in employee turnover.

Question 57

Initial screening of an applicant involves placing a phone call to them to find out some basic information about their knowledge, skills and abilities to determine if you want to pursue them further.

Question 58

The selection processes for internal and external applicants follow two separate sets of steps in order to select the best individual for the job.

Question 59

You are recruiting to fill a safety coordinator position for the manufacturing facility at which you work. As you do the initial screening of each candidate you will most likely want to:

A) share that they will be working in and around noisy equipment for sustained periods of time so that they are aware of the work environment and hazards.
B) explain what the last person who held the job earned so that they are aware of what to expect in regard to compensation.
C) focus your questions around the candidate's education to identify whether or not you will need to spend money on additional training for them.
D) avoid discussing the mission, vision, and goals of the organization since the applicant can get that information off of your website.
E) share the positives about the job (i.e., special projects, recognition, etc.) and leave the problems to be explained later by the individual's direct manager.

Question 60

Asking an applicant if they have transportation available to them to get to work is not an appropriate question to ask.

Question 61

Person-organization fit is more important than person-job fit because if an applicant fits with the organization that is an indication that they will work well with others and support the mission of the organization and job fit can be taught.

Question 62

Work samples would be an example of an achievement test, or testing someone's current knowledge or skill level in a particular area.

Question 63

If a selection method is consistent at predicting successful employees then the method is considered ________.

Question 64

When an employee's own ________ and the requirements of the ________ match well then there is good person-job fit and the employee is more satisfied.

Question 65

A selection tool which measures someone's understanding of business grammar and writing would be referred to as a type of cognitive ability test.

Question 66

A host country national are responsible for teaching the organization's culture to those in the overseas location.

Question 67

Any mental conditions that may be uncovered as a result of a personality inventory are not a concern because that selection tool is exempt from the ADA regulatory guidelines.

Question 68

If productivity falls in an organization this may be a signal that some type of selection test may need to be used to identify higher quality employees.

Question 69

A company who requires an individual to do an initial phone screen before being considered further and then requiring them to score a certain level on a personality assessment before moving on again to the next step in the selection process is using the multiple hurdle approach.

Question 70

A job analysis tool should be used to determine which type of personality inventory would be appropriate to give to those applying for the job.

Question 71

An example of a behavioral interview question would be, "Tell me about a time you failed to meet a deadline, what the outcome was, and what changes you made to avoid the mistake from happening again."

Question 72

As one of the five dimensions of the Big Five approach to personality assessments, extroversion tells you how much self control the individual has, how achievement oriented they are, and how dependable and orderly they are.

Question 73

An exam that an Occupational Therapist would take in order to become licensed to work in their state would be an example of a knowledge test.

Question 74

When a job candidate is artificially rated either very high or very low compared to other job candidates then ________ has occurred.

Question 75

A false positive on a polygraph test means the results say the test taker is not lying when when in fact they actually are lying.

Question 76

Gathering biodata is part of the process for administering an assessment center to a job applicant.

Question 77

Every final candidate for the warehouse technician job must demonstrate that they can lift at least 50 pounds unassisted, lift large cartons over their heads, and bend and stoop to move and lift boxes. This would be considered a competency test.

Question 78

Selection could be compared to a ________ because as a hiring manager you are taking a chance that the individual you selected can do the job, will learn the specifics of the job, and will perform up to expectations.

Question 79

If a selection method measures what it is supposed to measure and does it well then the method is considered ________.

Question 80

In general, a company that follows a differentiation strategy most likely has a more involved and more time consuming selection process in order to focus on selecting top quality applicants.