Question 1

Steve applied for a position at BluTech. The interviewers thought very highly of Steve and he was hired. Steve was very successful at BluTech, playing a key role in the development of a major product in his first six months on the job. From BluTech's position, the selection decision regarding Steve was a

Accepted Answer

The fact that Steve was successful at BluTech and played a key role in the development of a major product in his first six months indicates that he was a good fit for the position and performed well. Therefore, the selection decision regarding Steve was a hit.

Question 2

Which of the following is an inappropriate interview question?

Accepted Answer

Asking about a person's race is a violation of equal employment opportunity laws and is not relevant to their qualifications for the job. The other questions may be appropriate depending on the context and legal requirements.

Question 3

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the

Accepted Answer

The statistical approach to decision making relies on quantitative predictors and statistical methods to identify the best candidates or options, distinguishing it from methods based on personal judgment or less structured criteria.

Question 4

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a

Accepted Answer

A situational interview is one where candidates are asked hypothetical questions about how they would handle certain situations that may arise on the job. This type of interview is designed to assess the candidate's problem-solving skills and ability to think on their feet.

Question 5

The "can-do" factors in selection decisions include

Accepted Answer

Skills are considered "can-do" factors because they represent the abilities and competencies that an individual possesses, which determine their capability to perform specific tasks or jobs.

Question 6

BluTech requires applicants to take a battery of tests. In order to be considered for a position, the applicants must achieve a minimum score on each test. BluTech is using a __________ selection model.

Accepted Answer

The multiple cutoff model requires applicants to achieve a minimum score on each test to be considered for a position, which matches the scenario described for BluTech.

Question 7

Between the two approaches to selection decisions, the _____ approach is considered superior to the _____ approach.

Accepted Answer

The statistical approach is considered superior to the clinical approach because it relies on objective data and statistical analysis, rather than not always reliable subjective judgments or intuition. Statistical analysis allows for more accurate predictions of job performance and reduces the potential for biases to influence selection decisions.

Question 8

__________ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

Accepted Answer

Video interviews are convenient and cost-effective as they can be conducted remotely, and they eliminate the need for travel and facilities. They also make it easier to interview candidates who are located in different geographic areas.

Question 9

The "O" in KSAO stands for

Accepted Answer

The "O" in KSAO stands for "other factors" which refers to any additional characteristics or qualifications that may be required for a particular job or task.

Question 10

The most reliable information about an applicant's work habits and performance usually comes from the applicant's

Accepted Answer

Supervisors have direct knowledge and oversight of the applicant's work habits and performance, so their input is typically the most reliable. Co-workers may have some insight into the applicant's work habits, but may not have the same level of oversight or authority as supervisors. Former employer's HR office may only be able to provide basic factual information, such as dates of employment and job title, but not necessarily performance evaluations. Resumes can provide some information about an applicant's work history, but may not necessarily reflect their true work habits and performance.

Question 11

State courts have ruled that companies can be held liable for __________ if they fail to do adequate background checks.

Accepted Answer

Negligent hiring refers to the failure of a company to conduct proper background checks on employees, which can result in harm or damage caused by those employees. Therefore, companies can be held liable for negligent hiring if they fail to do adequate background checks.

Question 12

The question "Should an employee who falsified information on a timecard be fired?" might appear on a(n) __________ test.

Accepted Answer

The question pertains to integrity, as it involves ethical behavior and honesty in the workplace. Therefore, it is likely to appear on an integrity test as part of assessing an employee's trustworthiness and ethical values.

Question 13

A low selection ratio means

Accepted Answer

A low selection ratio indicates that the number of openings is small relative to the number of applicants, meaning only the most promising applicants will be hired.

Question 14

All of the following questions may be considered appropriate during an interview EXCEPT

Accepted Answer

Asking about an applicant's arrest record may be considered discriminatory and unrelated to their qualifications for the job.

Question 15

"Tell me about the last time you had a project come in over budget" is an example of a

Accepted Answer

This is a behavioral description interview question, which asks the candidate to provide a specific example from their past work experience and describe their actions and decisions in a particular situation, in this case, a project coming in over budget. The interviewer can gain insights into the candidate's problem-solving skills, decision-making abilities, and ability to manage resources effectively.

Question 16

"Your team has a deadline 30 days from now. Based on the current status, it appears that your team will not complete the project until at least one week after that deadline. What will you do?" This is an example of a __________ question.

Accepted Answer

This is a situational interview question as it presents a hypothetical scenario and asks the candidate what they would do in that situation. It assesses the candidate's problem-solving skills, decision-making abilities, and ability to think on their feet.

Question 17

HR staffs should consider all of the following factors during hiring decisions EXCEPT

Accepted Answer

The family situation of an applicant should not be a factor in the hiring decision. It is important for HR staffs to consider an individual's qualifications, potential, and trainability, as well as whether they are overqualified for the position. However, personal factors such as family situation should not be taken into consideration.

Question 18

The question "Multiply 25 by 0.5 and add 5. What is the result?" is an example of a quantitative question that might appear on a(n) __________ test.

Accepted Answer

This type of question tests numerical reasoning skills, which are typically assessed on cognitive ability tests. Multiple cutoff tests are used to determine minimum passing scores for specific tasks or skills, integrity tests focus on personality and ethical behavior, and physical ability tests assess physical fitness and capabilities.

Question 19

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a __________ selection decision model.

Accepted Answer

The compensatory model allows a high score in one area (such as shooting skills) to compensate for a low score in another area (such as ball-handling and defensive skills), which is what the coach is doing by focusing on the player's superb shooting skills.

Question 20

Identify a benefit of panel interviews.

Accepted Answer

Panel interviews provide higher reliability because they involve multiple inputs and perspectives from different interviewers, reducing the possibility of individual bias and increasing the validity of the hiring decision.

Quiz 6: Employee Selection