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 prevent discrimination against protected classes.
B to avoid résumé fraud.
C to protect the organization against charges of negligent hiring.
D to comply with the Immigration and Naturalization Act.
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 An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
D Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
Question #4
A each candidate appears before a panel of interviewers.
B a set of standardized questions are asked of all job applicants.
C questions are designed to address all of the Big Five personality traits.
D all candidates meet with the same interviewer.
Question #5
A prohibits polygraph use for pre-employment screening purposes by most employers.
B prohibits private sector employers from using polygraph tests under any circumstances.
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 recruited employees often require more orientation efforts.
B it has the potential to generate larger applicant pools.
C its selection process is more vigorous.
D it takes lesser time and resources.
Question #7
A to obtain information for an EEO report
B to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
C to encourage potential job candidates to complete application forms
D to determine if applicants meet the minimum qualifications for open jobs
Question #8
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.
Question #9
A validators.
B predictors.
C performance standards.
D essential elements.
Question #10
A marketing tool.
B public relations activity.
C operating management responsibility.
D matching process.
Question #11
A is the best way to measure the firm’s reputation on the college campuses.
B is the primary way to find out whether the efforts are cost effective .
C allows the employer know if it is meeting affirmative action goals.
D provides input to the HR unit’s compensation system.
Question #12
A Privacy issues regarding credit reporting.
B Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
C Are protected classes excluded from the Internet recruiting process?
D Who is really an applicant for reporting purposes?
Question #13
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 is an introverted individual who must be actively targeted by the recruiting company or employment agency.
D puts little energy into a job search.
Question #14
A recruited employees often require more orientation efforts.
B it has the potential to generate larger applicant pools.
C it takes lesser time and resources.
D its selection process is more rigorous.
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 fill rate.
B the selection rate.
C an employee’s good performance on one job may not be a good predictor of his/her performance on another job.
D the success base rate.
E the acceptance 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 recruitment pool
B applicant population
C labor force population
D manpower pool
Question #20
A requisitioning.
B acquiring.
C selection.
D recruiting