Question 1

Pre-employment physical examinations are:

Accepted Answer

Pre-employment physical examinations are legal in some states, but only if given to everyone applying for the position. This is to prevent discrimination against certain applicants based on their physical abilities or disabilities. However, it is important to note that such examinations should only be used to assess an applicant's ability to perform essential job functions and not for any other discriminatory purposes. They should also be conducted in a consistent and non-discriminatory manner.

Question 2

According to the American with Disabilities Act, which of the following is not an appropriate screening tool?

Accepted Answer

According to the Americans with Disabilities Act (ADA), medical exams cannot be used as a pre-employment screening tool. Employers are prohibited from asking about a candidate's disability or requiring medical examinations until after a job offer has been made.

Question 3

Which of the following is a valid statement about contingent workers?

Accepted Answer

An increasing number of companies are hiring skilled professionals, such as accountants, as part of their contingent workforce. This trend is due to the flexibility and cost savings that contingent workers offer to businesses. Options A, B, and D are not valid statements about contingent workers.

Question 4

As an important step in the human resource selection process, which of the following will expedite the process of conducting background investigations and promises to get suitable results?

Accepted Answer

Hiring services such as LexisNexis to conduct criminal checks and driving records will expedite the process of conducting background investigations and promises to get suitable results. This will save time and resources in the selection process. Option B may be time-consuming, option C may not provide enough information, and option D is not a recommended practice.

Question 5

What is an advantage of hiring contingent workers?

Accepted Answer

Hiring contingent workers can be a good strategy if the economic climate is uncertain. Contingent workers can be hired on a short-term basis, which can help companies to manage their labor costs when they are unsure of future business conditions.

Question 6

The selection process may include a(n) _______________, where employment is only guaranteed for a specified period of time, until either a permanent offer is extended or the employee is discharged.

Accepted Answer

A probationary period is a common part of the selection process where employment is only guaranteed for a specified period of time, usually several months, during which the employer can evaluate the employee's suitability for the job. At the end of the probationary period, the employer can either offer permanent employment or terminate the employee. A is incorrect because an intern period is usually a temporary position for a student or recent graduate to gain experience in their field. C and D are incorrect because these terms are not commonly used in the context of the selection process.

Question 7

Jolie is a human resource manager who is currently involved in selecting employees. Which of the following activities is Jolie most likely to be working on in her present assignment?

Accepted Answer

Jolie, as a human resource manager involved in selecting employees, is most likely working on completing a background investigation, which is a key part of the selection process.

Question 8

During the employee selection process, the screening interview is often conducted by:

Accepted Answer

The screening interview is typically conducted by a member of the human resources department staff. They are trained to conduct interviews and evaluate candidates based on the company's requirements, job qualifications, and cultural fit. The current workers in the applicant's department may be involved in the selection process later on, but they are not typically involved in the initial screening interview. A selection committee or affirmative action officer may also be involved in the selection process, but not necessarily in the screening interview stage.

Question 9

Which of the following workers would be the best example of a contingent worker?

Accepted Answer

A contingent worker is someone who is hired on a temporary or part-time basis, typically to meet a specific need or project. Option A and C are not examples of contingent workers because they are permanent employees with job security. Option D doesn't necessarily qualify as a contingent worker because although he travels frequently, he is still a permanent employee. Option B is the best example of a contingent worker because the accountant is hired temporarily to assist with a specific project, and is not a permanent employee of the company.

Question 10

Mallard's Department Store typically sells over a third of all its merchandise in the last two months of the year. Management has found that it must hire __________ workers during this period of increased business to supplement its permanent employees.

Accepted Answer

Contingent workers are temporary or part-time employees who are hired to supplement the existing workforce during periods of increased business. This is the most appropriate term for the seasonal workers that Mallard's Department Store needs to hire. Nontenured, apprentice, and journeymen are not the appropriate terms for this situation.

Question 11

The first step in the selection process is:

Accepted Answer

Obtaining complete application forms allows the employer to gather basic information about the candidate's qualifications and experience before moving onto the next steps in the selection process. This step helps filter out any candidates who do not meet the minimum qualifications for the position.

Question 12

Once the job description and job specifications were written for a new marketing assistant position in his department, Lance called his HR specialist to proceed with the next step in the process of making a successful hire. After providing a timeframe for qualified persons to apply for the job, the next step in the selection process is best described as:

Accepted Answer

After providing a timeframe for applications, the next step in the selection process is typically conducting initial and follow-up interviews to assess the qualifications and fit of potential candidates. Background investigations and physical exams are typically conducted later in the process, and trial and probationary periods are typically established after a candidate is selected and offered the position.

Question 13

Employment testing:

Accepted Answer

Employment testing should be directly related to the job in order to assess the candidate's ability to perform the tasks required for the job. This helps ensure that the testing is both fair and effective in selecting the best candidates for the job. Additionally, it is important to ensure that the testing does not unfairly disadvantage any particular group of candidates, in order to comply with EEOC guidelines.

Question 14

Betty Roosevelt is a human resource manager with Avondale Industries. Her current assignment is to revise and update Avondale's employment testing procedures. Betty should:

Accepted Answer

Betty should design tests that are directly related to an applicant's ability to perform the job. This will ensure that Avondale is hiring the most qualified candidates for the job and will increase the chances of employee success and job satisfaction. Writing tests that are too difficult or unrelated to the job will only serve to limit the pool of qualified candidates and create unnecessary barriers to employment. Choosing option D is not recommended since there are legal and effective ways to use employment testing in the hiring process.

Question 15

Crocker Enterprises conducts thorough background investigations of its prospective employees. The purpose of such investigations is to:

Accepted Answer

The purpose of conducting thorough background investigations is to identify the applicants that are most likely to succeed in the position. It helps in assessing the candidate's qualifications, experience, and integrity, which are essential for success in a job. While federal reporting guidelines and implementation of the "employment at will" doctrine are important, they are not the primary purpose of conducting a background investigation. Discovering whether the employee has ever worked for a competitor may be relevant for some positions but is not always the main purpose of a background investigation.

Question 16

_____________ workers do not have the expectation of regular, full-time employment.

Accepted Answer

Contingent workers are typically hired for a specific project or period of time and do not have the expectation of ongoing, full-time employment. Apprenticed workers are typically in a training program and have the expectation of becoming full-time employees. Indentured workers are bound to a contract and also often have the expectation of becoming full-time employees. Underemployed workers are typically employed in positions that do not fully utilize their skills and qualifications, but may still have the expectation of full-time employment.

Question 17

Which of the following statements about contingent workers is most accurate?

Accepted Answer

Companies tend to rely more on contingent workers during an uncertain economy as it allows for greater flexibility and cost savings. Option A is not accurate as only about 30 percent of contingent workers are employed in office-clerical work. Option B is incorrect as the number of contingent workers has actually increased in recent years. Option C is partially true, as some benefits like health insurance may not be required to be offered to contingent workers, but they must be paid the same wages for similar work under U.S. labor laws.

Question 18

One of the main complaints made by critics of employment tests is that these tests:

Accepted Answer

Employment tests, if not properly designed, may contain biases that discriminate against certain groups such as minorities or individuals with disabilities. This can be a major concern as it goes against the principles of fair employment practices. Therefore, it is important to ensure that employment tests are designed to be free of bias and discriminatory practices.

Question 19

A _________________ is a check of a potential employee's work record, academic record, credit history, and recommendations.

Accepted Answer

A background investigation involves checking multiple aspects of a potential employee's background, including work and academic records, credit history, and recommendations. A personality profile, fidelity appraisal, and character review may be components of a background investigation, but they do not encompass all of the elements typically included.

Question 20

One way firms have made the application process more efficient and effective is by:

Accepted Answer

Using an artificial intelligence program such as Workforce Acquisition™ can quickly assess qualifications and help the manager decide whether to request an interview with the applicant. This can save time and resources while still finding the most qualified candidates for the job. The other options may not necessarily lead to a more efficient and effective application process.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees