78) Marion Franklin is the CEO of a local real estate company, Action Realty. The community
has seen an increase in population over the last 2 years, and new neighborhoods are being built
as a result. Marion’s staff of realtors is very busy, and Marion needs to hire a new agent.
Although Marion has hired agents in the past, they have not always turned out to be as successful
as she had hoped.
Which of the following questions would be relevant for Marion to ask if she wants an employee
with extensive knowledge in real estate?
A) How do you handle sellers who believe their home is more valuable than it really is?
B) What are the loan options you would suggest for first-time home buyers?
C) What is the most frustrating aspect of being a realtor?
D) What motivated you to become a real estate agent?
AACSB: Reflective thinking
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Critical Thinking
79) Which of the following is the most likely outcome of using the same questions with all
candidates being interviewed?
A) revealing weaknesses
B) managing time
C) expressing interest
D) reducing bias
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
31
80) All of the following will most likely improve the structure and effectiveness of an interview
EXCEPT ________.
A) using the same questions for all candidates
B) asking candidates to describe themselves
C) rating candidate answers against a scale
D) basing questions on actual job duties
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
81) All of the following are guidelines for conducting an effective interview EXCEPT ________.
A) asking the candidate questions that require yes or no answers
B) showing courtesy and friendliness towards the candidate
C) scheduling a private room for the interview
D) taking brief notes during the interview
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
82) Research indicates that employers view working mothers negatively, which is why a
maternal wall exists in some workplaces.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
32
83) Studies suggest that interviewers tend to evaluate applicants less favorably in telephone
interviews than in face-to-face interviews.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
84) Candidates who make an initial bad impression on an interviewer are typically able to
reverse the situation if they close the interview in a strong manner.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
85) Interviewers tend to be more influenced by unfavorable than favorable information about a
candidate.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
33
86) Candidate order error means that the order in which an interviewer sees applicants affects
how the applicants are rated.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
87) Situational interviews typically have a lower validity than behavioral interviews in predicting
job performance.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
88) During an interview, an interviewer should primarily ask open-ended questions to encourage
candidate self-promotion.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
34
89) The attractiveness of a male job candidate does not affect his promotability, but the
attractiveness of female job candidate strongly affects her career advancement opportunities.
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Concept
90) How do nonverbal behaviors affect interviewer ratings of candidates?
AACSB: Reflective thinking
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Application
91) Discuss the two basic types of interviews: structured and unstructured. Which one do you
think is better? Why?
AACSB: Application of knowledge
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Application
35
92) What is talent management? What role do profiles play in the selection process?
AACSB: Application of knowledge
Chapter: 6
LO: 6.3: Explain the factors and problems that can undermine an interview’s usefulness, and the
techniques for eliminating them.
Skill: Application
93) Employers are allowed to conduct background investigations and reference checks to verify
a candidate’s ________.
A) age
B) marital status
C) military discharge status
D) health and disability issues
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
94) What type of screening device is designed to measure attitudes regarding tolerance of others
who steal?
A) personality tests
B) interest inventories
C) paper-and-pencil honesty tests
D) graphology
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
36
95) Employers can and should use all the tools listed below to attempt to detect dishonest job
applicants EXCEPT ________.
A) polygraph tests
B) credit checks
C) background checks
D) paper-and-pencil honesty tests
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
96) Graphology, a tool for assessing basic personality traits, is also called ________.
A) numerology
B) astrology
C) handwriting analysis
D) polygraph output assessment
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
97) Which of the following is true regarding substance abuse screening?
A) All employers are required by federal law to test employees for illegal drugs.
B) Hair follicle tests provide less detailed information than urine samples.
C) Urine sample tests cannot indicate habituation level.
D) Urine sample tests calculate degree of impairment.
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
37
98) E-Verify is used by employers to ________.
A) access an applicant’s credit history
B) file an applicant’s income tax information
C) determine if an applicant is eligible to work in the U.S.
D) report an applicant’s work status to the U.S. government
AACSB: Application of knowledge
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
99) The newest applicant tracking systems are used by employers to ________.
A) develop work samples
B) implement EEO laws
C) verify a candidate’s citizenship
D) identify a candidate’s hidden talents
AACSB: Application of knowledge
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
100) According to the ADA, when is a medical exam permissible?
A) before the initial job interview
B) between the job interview and the job offer
C) between the job offer and the commencement of work
D) after the commencement of work
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
38
101) Which of the following would most likely be found in the employment contract for a
marketing executive?
A) benefits information
B) nondisclosure requirements
C) paid leave information
D) job testing requirements
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
102) Employment screening services are useful in the selection process because they have access
to a job applicant’s credit history and criminal record.
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
103) Few employers check candidates’ social networking site postings because of potential
lawsuits.
AACSB: Application of knowledge
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Concept
39
104) What are some of the problems and issues associated with drug testing employees and job
applicants? What is your opinion on workplace drug testing?
AACSB: Reflective thinking
Chapter: 6
LO: 6.4: Explain how to do background checks on job candidates.
Skill: Critical Thinking
105) In one study, traits that characterize highly engaged employees include agreeableness,
emotional stability, achievement orientation, and neuroticism.
Chapter: 6
LO: 6.5: Discuss how to use employee selection methods to raise the level of a company’s
employee engagement.
Skill: Concept
40