Question 1

Current employees should never be involved in any organization's employee selection process.

Accepted Answer

While current employees may have a bias towards certain candidates or may have personal relationships with candidates, they can still be involved in the employee selection process as long as they follow the organization's guidelines and maintain objectivity. However, it is important for the organization to implement proper training and ethical standards for all employees involved in the selection process.

Question 2

Fifty people have been interviewed and deemed qualified for twelve openings. Of these fifty, twenty are women and thirty are white males. The final selection test was a panel interview. Ten of the white males are hired and two of the women. Under the 80 Percent Rule, what can be said about the panel interview?

Accepted Answer

The selection rates for men and women are not relevant to the 80 Percent Rule. The rule requires that the selection rate for any protected group (e.g. women, members of a race or ethnic group) must be at least 80% of the selection rate for the group with the highest selection rate (in this case, white males). The selection rate for women was only 20% (2 out of 10), which is well below the 80% cutoff. Therefore, it appears that there may have been adverse impact and further investigation is needed.

Question 3

A firm's choice of recruiting methods influences the quality of applicants who apply for jobs.

Accepted Answer

The recruitment methods used by a firm can impact the type of applicants who apply for jobs. For example, if a firm primarily recruits through referrals, they may receive a pool of candidates who are well-connected and have strong networks. On the other hand, if a firm uses online job postings, they may receive a higher volume of applications but with a wider range of qualifications and experience levels. Therefore, the choice of recruiting methods can affect the quality and quantity of applicants.

Question 4

Predicting who will perform tasks well is the goal of recruitment.

Accepted Answer

The answer of Predicting who will perform tasks well is...

Question 5

Criterion-related validation uses qualitative data to establish a relationship between predictor scores and outcome criteria.

Accepted Answer

Criterion-related validation involves quantitative data to establish a statistical relationship between predictor scores (such as test results) and outcome criteria (such as job performance).

Question 6

The more important the position, the less the cost for selection should be.

Accepted Answer

This statement is false. The more important the position, the more selective and thorough the hiring process should be, which may increase the cost of selection. It is important to invest resources to ensure that the best candidate is selected for a critical role within an organization.

Question 7

Wild Winds, Inc., of New Iberia has decided to open a branch office in Italy and is seeking a manager to open the branch. Italy is quite similar in culture to New Iberia. Italy does not require by law that an HCN be hired. Wild Winds wishes to hold the costs down because the new branch is a startup. It is important to quickly build relationships in Italy. All things considered, what is the best choice for manager of the new site?

Accepted Answer

Since Italy is similar in culture to New Iberia, it would be beneficial to hire a manager who is already familiar with the local culture and can quickly build relationships. Hiring a host country national would also be cost-effective as there is no legal requirement to hire a parent country national. Therefore, hiring a host country national would be the best choice.

Question 8

Effective selection minimizes the risk of harm and the costs of associated lawsuits brought by victims of violent or criminal acts performed by employees who should not have been hired.

Accepted Answer

Effective selection processes aim to identify and screen out potential employees who may pose a risk of harm or engage in criminal behavior. By minimizing the risk of hiring such individuals, organizations can reduce the likelihood of harm to others and potential lawsuits.

Question 9

The purpose of assessment centers is to evaluate how well new employees will fit into the organizational culture.

Accepted Answer

Assessment centers are primarily used to evaluate the competencies and potential of individuals for future performance in a role, not just to assess fit into the organizational culture.

Question 10

An organization accused of illegal discrimination may be able to successfully defend its employment practices by showing that the demonstrated discrimination is legally justified by:

Accepted Answer

The organization accused of illegal discrimination may be able to successfully defend its employment practices by showing that the discrimination is legally justified by any of the above options. Job relatedness, a bona fide occupational qualification, a bona fide seniority system, and a business necessity are all legally recognized justifications for employment practices that may otherwise be considered discriminatory.

Question 11

Which of the following is an example of a bona fide occupational qualification (BFOQ)for piloting a small corporate jet with limited space in the cockpit?

Accepted Answer

Pilot's height and weight could be considered a BFOQ as it relates to the limited space in the cockpit and the need to ensure the safety and functionality of the aircraft. The other options (gender, national origin, arrest record, and marital status) are not valid BFOQs for this position.

Question 12

The Equal Employment Opportunity Commission (EEOC) has issued employer guidelines on how to:

Accepted Answer

The EEOC's employer guidelines cover all of the listed topics: avoiding discrimination based on national origin, identifying essential job functions, testing job candidates, and developing acceptable interviewing strategies. Therefore, the best answer is E (all of the above).

Question 13

A dental office in a small Nebraska town had two applicants for the job of receptionist, Tonya and Carrie. Part of this job is the scheduling of appointments. Both Tonya and Carrie had similar work experiences and educational achievements, but during identical skills tests, Tonya failed to grasp the logistics of using the office's computerized database for locating patient information. Carrie, who was comfortable with the computer, was hired. Carrie was not part of a minority group. Tonya, who uses a wheelchair for mobility, was not hired. This is not a case of discrimination because the hiring decision was made on the basis of:

Accepted Answer

The hiring decision was made based on job relatedness, as Carrie had the necessary skills for the job, while Tonya did not possess a crucial skill required for the job, which was the ability to use the office's computerized database. There is no indication that the decision was made based on any discriminatory factor, such as Tonya's use of a wheelchair or her membership in a minority group. Therefore, option B is the best choice.

Question 14

What is the economic utility associated with using a specific test of how a job candidate will perform in his or her future job?

Accepted Answer

The answer of What is the economic utility associated with...

Question 15

The term reliability refers to the usefulness of a predictor for correctly inferring the future job behavior of applicants.

Accepted Answer

Reliability refers to the consistency or stability of a measure, not its usefulness in predicting future job behavior, which is more accurately described by the term validity.

Question 16

The most common distortions by applicants in providing background information relate to the length of employment and chronological age.

Accepted Answer

The answer of The most common distortions by applicants in...

Question 17

An applicant for the external auditing job who scored high in mathematical ability and low in social skills could be given the job if the employer used the multiple-hurdles approach to choosing a new hire.

Accepted Answer

The multiple-hurdles approach involves setting specific criteria or qualifications and only considering applicants who meet all of them. If social skills were an important criterion for the external auditing job, then an applicant who scored low in that area would not pass the initial hurdle and would not be considered for the job. Therefore, an applicant who scored high in mathematical ability and low in social skills would not be given the job if the employer used the multiple-hurdles approach.

Question 18

Illegal discrimination against an entire protected group is called:

Accepted Answer

Adverse impact occurs when an employment practice or policy that appears to be neutral has a discriminatory effect on a protected group. It is also known as "disparate impact." This type of discrimination is based on the impact of a policy or practice, rather than intentional discrimination by an individual or organization.

Question 19

The Civil Rights Act of 1991 affirmed that:

Accepted Answer

The Civil Rights Act of 1991 affirmed that U.S. citizens employed outside the U.S. by U.S. multinationals are covered by American civil rights legislation and foreign nationals working in the U.S. are covered by the Civil Rights Act unless specified in other trade pacts.

Question 20

Which of the following statements about selection and placement processes for multinational companies is true?

Accepted Answer

HCNs (Host-Country Nationals) are usually selected using the selection process that is common in the host country, as this process is more familiar to the candidates and is tailored to the local business culture and legal requirements.

Quiz 7: Selecting Employees to Fit the Job and the Organization