Question 1

In organizations that use medical or drug testing this would likely be done before the employment interviews.

Accepted Answer

Medical or drug testing is typically conducted after a job offer is made, not before employment interviews, to ensure compliance with legal and privacy considerations.

Question 2

Involving immediate supervisors in the interviewing process increases their commitment to,and sense of responsibility for,the new employee.

Accepted Answer

Involving immediate supervisors in the interviewing process can make them feel more invested in the hiring decision and more accountable for the success of the new employee.

Question 3

The relationship between the number of applicants hired and the total number of applicants available is called a selection ratio.

Accepted Answer

The statement is correct. The selection ratio is defined as the percentage of job applicants who are hired compared to the total number of applicants who applied.

Question 4

Because application forms are so basic,they provide only limited job-related information.

Accepted Answer

The answer of Because application forms are so basic,they provide...

Question 5

Computer-interactive tests are another form of employment testing that is becoming more common.

Accepted Answer

Computer-interactive tests are indeed becoming more common as a form of employment testing.

Question 6

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

Accepted Answer

The statement is true. The selection process usually begins with the preliminary reception of applicants and may include a courtesy interview to gather basic information about the candidate.

Question 7

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

Accepted Answer

Reliability in testing refers to the consistency and stability of the test results over time and across different settings. Validity, on the other hand, refers to whether the test measures what it is supposed to measure. While validity is important in ensuring the accuracy of the test results, it is not the same as reliability.

Question 8

There is no point in recruiters using social networking such as Facebook because reviewing posted material is considered discriminatory.

Accepted Answer

While it is true that reviewing certain types of personal information on social media may be considered discriminatory, such as a person's race or religion, there are still many aspects of a person's online presence that can provide useful information for recruiters, such as job history and professional accomplishments. Additionally, many job seekers actively use social media to showcase their skills and connect with potential employers. Therefore, it can be beneficial for recruiters to use social networking in their hiring process, but they must do so carefully and ethically.

Question 9

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

Accepted Answer

Selection strategies that consider the external labor market aim to broaden the pool of candidates and adapt to market conditions, rather than imposing artificial constraints.

Question 10

In most organizations the selection process is usually a single step.

Accepted Answer

In most organizations, the selection process is not a single step. It usually involves multiple steps such as resume screening, initial interviews, assessments, reference checks, and final interviews.

Question 11

Validity in testing refers to the fact that the test scores relate significantly to job performance or other relevant criterion.

Accepted Answer

Validity in testing is the extent to which the scores on a test relate to job performance or other relevant criteria. Therefore, the statement is true.

Question 12

In most organizations the employment interview would come after a realistic job preview.

Accepted Answer

The answer of In most organizations the employment interview would...

Question 13

Selection decisions must reflect job requirements,specifications,and standards.

Accepted Answer

Selection decisions should be based on the job requirements, specifications, and standards to ensure that the selected candidate has the necessary skills, knowledge, and abilities to perform the job successfully.

Question 14

An organization's stage in its life cycle should not be used to determine its selection strategy.

Accepted Answer

An organization's stage in its life cycle can have a significant impact on its selection strategy. For example, a startup company may prioritize hiring employees with diverse skill sets who are adaptable to change, while a mature company may focus on recruiting candidates with more specialized experience. Therefore, it is important to consider an organization's life cycle stage when developing a selection strategy.

Question 15

Validity refers to a form of testing used with employment equity programs to determine demographic data.

Accepted Answer

Validity refers to the accuracy and effectiveness of a selection tool in predicting job performance, not demographic data. Demographic data is typically collected with the use of self-identification surveys or other methods.

Question 16

The type of selection procedures used depends on a variety of organizational factors including size,life cycle,and the jobs involved.

Accepted Answer

The statement is true, as the selection procedures used by an organization can vary depending on factors such as the size of the organization, the stage of its life cycle, and the type of jobs being filled. For example, a large organization with a mature HR department may use more comprehensive selection procedures than a small start-up with limited resources. Certain types of jobs may also require specific selection techniques, such as skills testing or job simulations.

Question 17

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents,engineers,and sales clerks.

Accepted Answer

Weighted application and biographical information blanks are designed to evaluate job-relevant characteristics and skills of candidates. These have been found to be particularly effective for occupations such as insurance agents, engineers, and sales clerks where specific traits and abilities are necessary for success in the role.

Question 18

The adverse effect of RJPs may be more candidates declining job offers when the working conditions do not appear appealing.

Accepted Answer

RJPs allow candidates to get a better understanding of the job and working conditions, which may lead to them declining job offers if they don't appear attractive enough.

Question 19

Through the use of multiple assessment techniques and multiple assessors assessment centres are able to predict a candidate's future job behaviour and managerial potential.

Accepted Answer

Assessment centres typically use multiple assessment techniques such as interviews, simulations, exercises, and tests, and involve multiple assessors to gather a comprehensive and objective view of a candidate's competencies, skills, values, and attitudes relevant to the job, and to evaluate their potential fit with the organisational culture and goals. Research has shown that assessment centres are effective in predicting job performance and identifying high-potential employees, compared to other selection methods.

Question 20

Successful execution of an organization's strategy depends on the calibre of its employees.

Accepted Answer

A company's success depends heavily on the skills, commitment, and performance of its employees. Skilled and motivated employees are critical to achieving the goals and objectives of an organization's strategy.

Quiz 6: Selection