Quiz 4

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

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

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

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

A  to prevent discrimination against protected classes.

B  to protect the organization against charges of negligent hiring.

C  to avoid résumé fraud.

D  to comply with the Immigration and Naturalization Act.

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.

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

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

C  all candidates meet with the same interviewer.

D  each candidate appears before a panel of interviewers.

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

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

A  its selection process is more vigorous.

B  it takes lesser time and resources.

C  it has the potential to generate larger applicant pools.

D  recruited employees often require more orientation efforts.

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

B  to encourage potential job candidates to complete application forms

C  to obtain information for an EEO report

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

A  correlation between a predictor and job performance.

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

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

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

A  validators.

B  predictors.

C  essential elements.

D  performance standards.

A  operating management responsibility.

B  matching process.

C  marketing tool.

D  public relations activity.

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

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

A  Who is really an applicant for reporting purposes?

B  Privacy issues regarding credit reporting.

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

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  it takes lesser time and resources.

C  its selection process is more rigorous.

D  recruited employees often require more orientation efforts.

A  Their performance and capabilities are known.

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

C  The internal politics of the organization are not disrupted.

A  the selection rate.

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

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

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

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

A  the labor market is tight.

B  the demand for labor exceeds the supply of labor.

C  there is a high level of unemployment.

D  the economy is strong.

A  applicant population

B  labor force population

C  recruitment pool

D  manpower pool

A  requisitioning.

B  acquiring.

C  selection.

D  recruiting