Quiz 4

A  Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.

B  Gather the information on the application blank during the pre-screening process.

C  Ask the applicant to provide EEOC reporting data on a form separate from the application blank.

D  Collect the data after the hiring decision has been made.

A  to avoid résumé fraud.

B  to comply with the Immigration and Naturalization Act.

C  to prevent discrimination against protected classes.

D  to protect the organization against charges of negligent hiring.

A  Credit agencies are liable for damages if false credit information is disclosed about a job candidate.

B  An employer must disclose that a credit check is being made and obtain written consent from the person being checked.

C  All government contractors are required to perform credit checks on all new hires.

D  The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.

A  a set of standardized questions are asked of all job applicants.

B  each candidate appears before a panel of interviewers.

C  all candidates meet with the same interviewer.

D  questions are designed to address all of the Big Five personality traits.

A  prohibits government agencies from using polygraph tests except in circumstances where national security is involved.

B  permits the use of polygraphs, but only when administered by a trained expert.

C  prohibits polygraph use for pre-employment screening purposes by most employers.

D  prohibits private sector employers from using polygraph tests under any circumstances.

A  it has the potential to generate larger applicant pools.

B  its selection process is more vigorous.

C  recruited employees often require more orientation efforts.

D  it takes lesser time and resources.

A  to encourage potential job candidates to complete application forms

B  to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job

C  to determine if applicants meet the minimum qualifications for open jobs

D  to obtain information for an EEO report

A  applicant achieving approximately the same score in a test-retest situation.

B  strength of the correlation between a test score and a predictor.

C  correlation between a predictor and job performance.

D  consistency with which the predictor actually tests the desired construct.

A  validators.

B  predictors.

C  performance standards.

D  essential elements.

A  operating management responsibility.

B  marketing tool.

C  public relations activity.

D  matching process.

A  is the primary way to find out whether the efforts are cost effective .

B  is the best way to measure the firm’s reputation on the college campuses.

C  provides input to the HR unit’s compensation system.

D  allows the employer know if it is meeting affirmative action goals.

A  Privacy issues regarding credit reporting.

B  Are protected classes excluded from the Internet recruiting process?

C  Who is really an applicant for reporting purposes?

D  Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?

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.

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.

A  The internal politics of the organization are not disrupted.

B  Their performance and capabilities are known.

C  They usually cost less in terms of salary and benefits than external recruits.

A  the fill rate.

B  the selection rate.

C  the acceptance rate.

D  the success base rate.

E  an employee’s good performance on one job may not be a good predictor of his/her performance on another job.

A  your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.

B  Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.

C  Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.

D  the company will have to pay a placement charge to the temporary agency if it hires Ivan.

A  the demand for labor exceeds the supply of labor.

B  there is a high level of unemployment.

C  the labor market is tight.

D  the economy is strong.

A  labor force population

B  manpower pool

C  applicant population

D  recruitment pool

A  recruiting

B  acquiring.

C  requisitioning.

D  selection.