Question 1

In selection,a predictor is a characteristic that the person must have to perform the job successfully.

Accepted Answer

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Question 2

Albert,a top-performing district manager,was fired when his employer learned that he had only attended the Ohio State University,and had not graduated with an MBA as Albert had indicated on his application form ten years earlier.The employer's application form contained a disclosure that falsification of application information was grounds for termination.Albert's attorney says that the employer's termination of Albert is illegal because application fraud is applicable only within the first year of employment with the employer.Albert's attorney is correct.

Accepted Answer

The attorney's statement is incorrect. Falsification of application information can be grounds for termination at any point during employment, not just within the first year.

Question 3

When operating managers are allowed to select their own staff,the effectiveness of the selection process is enhanced because the operating managers have an instinctive feel for the type of employee who would perform well in their department.

Accepted Answer

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Question 4

If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S.,the employer is considered to be in technical violation of federal law and can be audited by Immigration and Customs Enforcement.

Accepted Answer

E-Verify is a voluntary program for most employers, and not using it does not constitute a technical violation of federal law. However, certain employers may be required to use it based on state laws or federal contracts.

Question 5

All of the following are "soft skills" that can be crucial to outstanding job performance EXCEPT

Accepted Answer

Cognitive ability refers to a person's ability to learn, comprehend, and process information. While it is an important skill for job performance, it is not considered a "soft skill" as it is more related to intelligence and aptitude. Empathy, conscientiousness, and emotional intelligence, on the other hand, are all considered soft skills that are crucial to outstanding job performance.

Question 6

What is the main purpose of an applicant flow form?

Accepted Answer

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Question 7

The brand of the organization is clarified and sharpened by realistic job previews of both the attractive and unattractive aspects of the jobs applicants are interested in.

Accepted Answer

Realistic job previews provide job applicants with a clear picture of both the positive and negative aspects of the job, which helps in clarifying and sharpening the organization's brand.

Question 8

"Aaron might not be the sharpest kid I ever met,since his cognitive scores are pretty low.But he has a wonderful interpersonal manner with guests in our simulations.I suggest that we hire him,and give him some intense training in our desk procedures." This is an example of the compensatory approach to combining predictors of work performance.

Accepted Answer

The statement describes how a candidate with low cognitive scores is still recommended for hire based on their strong interpersonal skills, indicating a compensatory approach to considering predictors of work performance.

Question 9

John has a minor hand tremor which affects his ability to write legibly by hand.This hand tremor would probably lower John's score on the McQuarie Test for Mechanical Ability and disqualify him for jobs requiring fine manual dexterity.

Accepted Answer

The McQuarie Test for Mechanical Ability requires fine manual dexterity, which would be negatively impacted by John's hand tremor. Therefore, it is likely that his score on the test would be lower and he may be disqualified for jobs that require this skill.

Question 10

Which of the following statements is FALSE?

Accepted Answer

This statement is false. Foreign companies operating in the U.S. must obey EEO laws and cannot discriminate based on race, gender, religion, etc. Even if they prefer to hire their own nationals, they cannot do so at the expense of equal opportunity for all qualified candidates.

Question 11

Which of the following is NOT a personal characteristic associated with success in an overseas assignment?

Accepted Answer

Low tolerance of ambiguity is not a personal characteristic associated with success in an overseas assignment. In fact, having a high tolerance for ambiguity is often viewed as an important characteristic for success in such assignments, as it helps individuals navigate unfamiliar cultural and business environments.

Question 12

On the MMPI Bob has tested as broad-minded,curious and original,which classifies him as Extroverted.

Accepted Answer

The traits of broad-minded, curious and original do not necessarily classify someone as extroverted on the MMPI. They could be indicative of other personality traits as well.

Question 13

Legally,for the person submitting an electronic job application to be counted as an "applicant," the requirements include all of the following EXCEPT

Accepted Answer

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Question 14

Reliability is the ability of a test to produce the same results repeatedly over time.

Accepted Answer

Reliability refers to the consistency or stability of measurement. If a test is reliable, it should yield the same results each time it is administered to the same individual under the same conditions.

Question 15

Tests for the "Big Five" personality traits are popular,but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

Accepted Answer

Recent research suggests that while personality traits can provide some insights, they often account for a small variance in job performance compared to other factors, leading to debates about their utility in employment settings.

Question 16

Courts have ruled that disqualification questions that screen out potential job applicants before the individuals even fill out a job application are discriminatory.

Accepted Answer

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Question 17

According to the EEOC,employers must treat résumés as though they were application forms,even if the résumés contain information that is illegal to be used in the employment decision.

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) guidelines require employers to treat résumés as application forms and to avoid using any illegal criteria in the hiring decision, even if it is mentioned in the résumé. This means that employers should not discriminate based on an applicant's race, ethnicity, gender, age, religion, disability, or any other protected category, even if that information is disclosed in the résumé.

Question 18

Selection interviews have high face validity with employers,which explains their continued widespread use even though interviews are fraught with reliability and validity problems.

Accepted Answer

The statement is true as selection interviews are viewed as a valid way for employers to assess job candidates, even though there are known issues with reliability and validity.

Question 19

What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants?

Accepted Answer

Asking the applicant to provide EEOC reporting data on a form separate from the application blank is the best choice because it allows the employer to collect the required data while minimizing the risk of discrimination during the pre-screening process. Additionally, collecting the data after the hiring decision has been made or making a visual assessment during the initial selection process may lead to discrimination, and gathering the information on the application blank may discourage qualified candidates from applying.

Question 20

Ernest is applying to a carpentry apprenticeship program.He must take a test involving mathematical calculations including working with fractions and geometry.This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

Accepted Answer

The statement is false. Mathematical calculations, including working with fractions and geometry, are a necessary part of carpentry, and therefore, it is reasonable for an apprenticeship program to test applicants' math skills.

Quiz 7: Selecting Human Resources