Quiz 4

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

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

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 prevent discrimination against protected classes.

B  to protect the organization against charges of negligent hiring.

C  to comply with the Immigration and Naturalization Act.

D  to avoid résumé fraud.

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

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

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

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

A  all candidates meet with the same interviewer.

B  each candidate appears before a panel of interviewers.

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

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

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.

A  recruited employees often require more orientation efforts.

B  it takes lesser time and resources.

C  its selection process is more vigorous.

D  it has the potential to generate larger applicant pools.

A  to encourage potential job candidates to complete application forms

B  to obtain information for an EEO report

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

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

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

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

C  correlation between a predictor and job performance.

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

A  predictors.

B  validators.

C  essential elements.

D  performance standards.

A  operating management responsibility.

B  public relations activity.

C  matching process.

D  marketing tool.

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

C  Who is really an applicant for reporting purposes?

D  Are protected classes excluded from the Internet recruiting process?

A  has a good job and is not actively looking to change.

B  is a marginally-employable individual who cruises job boards looking for a job or a better position.

C  puts little energy into a job search.

D  is an introverted individual who must be actively targeted by the recruiting company or employment agency.

A  it has the potential to generate larger applicant pools.

B  recruited employees often require more orientation efforts.

C  it takes lesser time and resources.

D  its selection process is more rigorous.

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.

A  the success base rate.

B  the selection rate.

C  the fill rate.

D  the acceptance rate.

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

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

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

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 labor market is tight.

B  the economy is strong.

C  the demand for labor exceeds the supply of labor.

D  there is a high level of unemployment.

A  manpower pool

B  applicant population

C  labor force population

D  recruitment pool

A  requisitioning.

B  selection.

C  recruiting

D  acquiring.