Question 1

The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.
A) personality test
B) application form
C) selection interview
D) polygraph

Accepted Answer

A selection interview is a common tool used in the selection process to gather additional information on a candidate and to clarify any information gathered through other methods such as resumes or applications. Personality tests and polygraphs are not typically used in the selection process, and while application forms can contain valuable information, they are not specifically designed to gather additional information in the way that an interview is.

Question 2

Greta is the new HR manager at a small company. The previous HR manager had kept every scrap of paper that crossed his desk during the last ten years but Greta is determined to clear out the unnecessary documents. Greta knows she should keep all applications and hiring-related documents and records _____ before they can be discarded.
A) for one year
B) for three years
C) for five years
D) for seven years

Accepted Answer

According to the Equal Employment Opportunity Commission, employers must keep all hiring-related documents and records for at least three years from the date of hiring or from the date of rejection. After that time period, they can be discarded. Therefore, option B is the best choice.

Question 3

The _____ interview is more reliable and valid than the others types of interviews.
A) sequential
B) nondirective
C) stress
D) structured

Accepted Answer

The structured interview is more reliable and valid than other types of interviews because it follows a predetermined set of questions that are asked in the same order to every candidate. This reduces interviewer bias and ensures that all candidates are evaluated based on the same criteria.

Question 4

A(n) _____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.
A) situational judgment test
B) assessment center
C) panel interview
D) work simulation

Accepted Answer

An assessment center is a selection and development device that includes various evaluative exercises, such as group discussions and role-plays, and is evaluated by a panel of trained raters. Situational judgment tests, panel interviews, and work simulations may be a part of an assessment center, but they do not fully capture the breadth and depth of this selection device.

Question 5

In verifying the identities and credentials of job applicants, employers must use the revised form I-9 for each employee hired and must_____.
A) permit annual audits of HR records by ICE agents
B) send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring
C) determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring
D) contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor in the transportation sector

Accepted Answer

Employers must determine the employment eligibility and identity of a job applicant by completing the Form I-9 within three business days of hiring.

Question 6

A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino's HR department requires applicants to complete an online questionnaire which is later analyzed using computer software and only those applicants who have previously worked in hotels and casinos are considered eligible for the next step in the hiring process. This is an example of a_____.
A) compensatory approach to selection
B) realistic job preview
C) preemployment screening process
D) multiple hurdles approach to selection

Accepted Answer

This scenario describes a preemployment screening process where applicants must complete an online questionnaire and only those with relevant previous experience are considered eligible for the next step in the hiring process. This is a common practice in the casino and hospitality industry to ensure that potential employees have the necessary skills and experience for the job.

Question 7

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe her/his approach to handling the crisis, which will be recorded and evaluated by a panel. This is an example of a_____.
A) competency interview
B) behavioral interview
C) stress interview
D) situational interview

Accepted Answer

The selection process described is an example of a situational interview, where candidates are presented with hypothetical scenarios and asked to describe how they would handle them. The purpose is to evaluate their problem-solving skills and ability to think quickly under pressure. A competency interview focuses on assessing a candidate's skills and qualifications, a behavioral interview focuses on past experiences and how they relate to the job, and a stress interview intentionally creates a stressful situation to see how the candidate handles pressure.

Question 8

Which of the following is a fundamental purpose of an application form?
A) It forms the basis for an organization's EEO/affirmative action plans.
B) It can be used as a defense in an ADA discrimination case.
C) It is a record of an employer's desire to hire someone for an open position.
D) It acts as a basic employee record for applicants who are eventually hired.

Accepted Answer

An application form serves as a basic employee record for applicants who are eventually hired, providing essential information for their employment files.

Question 9

Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first 15 minutes of the job interview relating details about his education and work experience to the interviewer. This is a _____ interview.
A) behavioral
B) competency
C) biographical
D) non-directive

Accepted Answer

In a biographical interview, the interviewer asks the candidate about their past experiences as they believe past behavior is a good indicator of future behavior. The focus is on the candidate's personal and professional history, including education and work experience.

Question 10

Antyping test is an example of a _____ test.
A) psychological
B) psychomotor
C) work sample
D) physical ability

Accepted Answer

The answer of Antyping test is an example of a...

Question 11

Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as_____.
A) psychomotor ability tests
B) cognitive ability tests
C) illegal tests that discriminate against the disabled
D) work sample tests

Accepted Answer

Visual memory tests are a type of cognitive ability test, which measure a person's mental abilities such as perception, learning, and problem-solving. The other options (psychomotor ability tests, illegal tests that discriminate against the disabled, work sample tests) do not fit the description of a visual memory test.

Question 12

The great advantage of structured selection interviews over unstructured interviews is their_____.
A) naturalness and ability to set the candidate at ease
B) effectiveness at organizational branding
C) consistency in evaluation of candidates
D) improvisational approach to gathering information about candidates

Accepted Answer

Structured selection interviews use standardized questions and evaluation criteria, which creates consistency in the evaluation of candidates. This reduces the potential for bias or subjective judgments, and makes it easier to compare candidates objectively.

Question 13

Amanda has applied for a job and has taken a number of selection tests. She has not been given a conditional job offer. Which of the following tests can she refuse to take because it will be considered illegal under the ADA?
A) A step test for endurance
B) An English fluency test
C) A test to demonstrate her ability to use photo editing software
D) An honesty test

Accepted Answer

Under the Americans with Disabilities Act (ADA), medical examinations, such as a step test for endurance, cannot be required before a conditional job offer is made.

Question 14

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.
A) Physical ability tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Accepted Answer

Psychomotor tests measure physical ability and skills related to movement, coordination, and dexterity. They are often used to assess a candidate's ability to perform specific job tasks that require manual dexterity or hand-eye coordination, such as assembly line work or operating machinery.

Question 15

Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Based on this information, what type of interview did Patrick attend?
A) Behavioral interview
B) Biographical interview
C) Nondirective interview
D) Situational interview

Accepted Answer

Behavioral interviews focus on how the interviewee handled situations in the past, which is what the question about handling poor performers is targeting.

Question 16

Which of the following is true of all structured interviews?
A) All candidates meet with the same interviewer.
B) A set of standardized questions are asked of all job applicants.
C) Each candidate appears before a panel of interviewers.
D) Questions are designed to address all of the Big Five personality traits.

Accepted Answer

All structured interviews involve asking a set of standardized questions to all job applicants. The other choices are not true of all types of structured interviews.

Question 17

_____ means that the employer or applicant has the right to terminate employment at any time with or without notice or cause (where applicable by state law).
A) Employment-at-will
B) Right-to-work
C) Free agency
D) Contingency employment

Accepted Answer

Employment-at-will is a legal doctrine in the United States that states that an employer can terminate an employee at any time, for any reason (unless prohibited by law), and that an employee can also leave a job at any time for any reason. This is the default employment relationship in the U.S. unless there is a contract or collective bargaining agreement specifying otherwise.

Question 18

Roger, a new HR manager at Charlemagne Tools Inc., examines the application form that the company has been using for the last two years. According to the guidelines set by the EEOC and various court decisions, which of the following is an illegal question in the application form?
A) Have you ever been convicted of a felony?
B) Can you perform the duties of the job with accommodation?
C) What is your driver's license number?
D) Who should we contact in case of emergency?

Accepted Answer

Asking for emergency contact information before hiring can reveal personal information about the applicant's marital status, family, or other protected characteristics, which can be considered discriminatory.

Question 19

Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate_____.
A) low inter-rater reliability
B) high inter-rater reliability
C) high intra-rater reliability
D) low intra-rater reliability

Accepted Answer

Low inter-rater reliability refers to the inconsistency and disagreement between two or more raters in their evaluations or judgments of the same phenomenon, in this case, the applicant's potential as a future high performer. Since Kent and Julie have different opinions about the applicant's potential, they demonstrate low inter-rater reliability.

Question 20

In her interview for a position as a bartender at a luxury hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Such types of questions are typically asked in _____ interviews.
A) behavioral
B) nondirective
C) situational
D) stress

Accepted Answer

The question is describing a hypothetical situation and asking how the interviewee would respond, which is characteristic of situational interviews. In this type of interview, the interviewer presents scenarios or challenges that the job candidate may face in the position and evaluates their problem-solving and decision-making skills based on their responses.

Quiz 7: Selecting Human Resources

The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

The _____ interview is more reliable and valid than the others types of interviews.

A(n) _____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

In verifying the identities and credentials of job applicants, employers must use the revised form I-9 for each employee hired and must_____.

Which of the following is a fundamental purpose of an application form?

Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first 15 minutes of the job interview relating details about his education and work experience to the interviewer. This is a _____ interview.

Antyping test is an example of a _____ test.

Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as_____.

The great advantage of structured selection interviews over unstructured interviews is their_____.

Amanda has applied for a job and has taken a number of selection tests. She has not been given a conditional job offer. Which of the following tests can she refuse to take because it will be considered illegal under the ADA?

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Based on this information, what type of interview did Patrick attend?

Which of the following is true of all structured interviews?

_____ means that the employer or applicant has the right to terminate employment at any time with or without notice or cause (where applicable by state law) .

Roger, a new HR manager at Charlemagne Tools Inc., examines the application form that the company has been using for the last two years. According to the guidelines set by the EEOC and various court decisions, which of the following is an illegal question in the application form?

Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate_____.

In her interview for a position as a bartender at a luxury hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Such types of questions are typically asked in _____ interviews.