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