Navigation » List of Schools » Glendale Community College » Business Administration » BUSAD 144 – Human Resources I » Spring 2021 » Quiz 4
Below are the questions for the exam with the choices of answers:
Question #1
A Collect the data after the hiring decision has been made.
B Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
C Gather the information on the application blank during the pre-screening process.
D Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.
Question #2
A to comply with the Immigration and Naturalization Act.
B to prevent discrimination against protected classes.
C to protect the organization against charges of negligent hiring.
D to avoid résumé fraud.
Question #3
A The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
B All government contractors are required to perform credit checks on all new hires.
C Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
D An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
Question #4
A questions are designed to address all of the Big Five personality traits.
B each candidate appears before a panel of interviewers.
C all candidates meet with the same interviewer.
D a set of standardized questions are asked of all job applicants.
Question #5
A prohibits private sector employers from using polygraph tests under any circumstances.
B prohibits polygraph use for pre-employment screening purposes by most employers.
C prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
D permits the use of polygraphs, but only when administered by a trained expert.
Question #6
A it takes lesser time and resources.
B recruited employees often require more orientation efforts.
C its selection process is more vigorous.
D it has the potential to generate larger applicant pools.
Question #7
A to determine if applicants meet the minimum qualifications for open jobs
B to encourage potential job candidates to complete application forms
C to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
D to obtain information for an EEO report
Question #8
A consistency with which the predictor actually tests the desired construct.
B correlation between a predictor and job performance.
C strength of the correlation between a test score and a predictor.
D applicant achieving approximately the same score in a test-retest situation.
Question #9
A essential elements.
B predictors.
C validators.
D performance standards.
Question #10
A operating management responsibility.
B public relations activity.
C matching process.
D marketing tool.
Question #11
A allows the employer know if it is meeting affirmative action goals.
B is the best way to measure the firm’s reputation on the college campuses.
C is the primary way to find out whether the efforts are cost effective .
D provides input to the HR unit’s compensation system.
Question #12
A Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
B Are protected classes excluded from the Internet recruiting process?
C Who is really an applicant for reporting purposes?
D Privacy issues regarding credit reporting.
Question #13
A is an introverted individual who must be actively targeted by the recruiting company or employment agency.
B puts little energy into a job search.
C has a good job and is not actively looking to change.
D is a marginally-employable individual who cruises job boards looking for a job or a better position.
Question #14
A recruited employees often require more orientation efforts.
B its selection process is more rigorous.
C it takes lesser time and resources.
D it has the potential to generate larger applicant pools.
Question #15
A The internal politics of the organization are not disrupted.
B They usually cost less in terms of salary and benefits than external recruits.
C Their performance and capabilities are known.
Question #16
A the selection rate.
B the fill rate.
C the acceptance rate.
D an employee’s good performance on one job may not be a good predictor of his/her performance on another job.
E the success base rate.
Question #17
A Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
B Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
C the company will have to pay a placement charge to the temporary agency if it hires Ivan.
D your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
Question #18
A the labor market is tight.
B there is a high level of unemployment.
C the demand for labor exceeds the supply of labor.
D the economy is strong.
Question #19
A applicant population
B labor force population
C manpower pool
D recruitment pool
Question #20
A selection.
B requisitioning.
C acquiring.
D recruiting