Competency-based job analysis begins by identifying the specific tasks and the job
context for a particular job.
It is desirable that the denominator of a selection ratio be small.
Downsizing turnover is a reflection of a staffing level mismatch in which the
organization actually is, or is projected to be, overstaffed.
Factors that are driving organizations to consider outsourcing HR activities include cost
reduction, the cost of technology acquisition, need for improved service quality, and
expertise of vendors.
In a small number of states, there are employment or job service options to help
employers find candidates for jobs.
There is not much research concerning perceptions of fairness in internal recruiting
processes.
In internal selection, managers tend to overemphasize subjective opinions about job
candidates, with a consequent increase in decisions with low validity.
It is extremely important for organizations to be sure to keep promises that they make to
job applicants in order to avoid subsequent lawsuits.
Personal warmth and knowledge of the job are the two most important recruiter
characteristics for attracting applicants.
Advertising is an ideal method for providing rich information to job candidates.
Research has shown that greater employer involvement with prospective applicants
does little to improve the image of the organization.
The most fundamental concern regarding utility analysis is that it lacks realism.
Evidence suggests that most applicants have relatively positive reactions towards
personality testing.
Although some have advocated for greater use of job analysis in legal cases, the courts
currently recognize job titles as sufficiently detailed indicators of required
characteristics of applicants.
One hallmark of hierarchical mobility paths is an emphasis on pay for skill
development and learning.
Direct observation is a source for job information that is well suited for jobs with
physical components, and relatively short cycle times for job tasks.
Traditional job design is marked by formal organization charts, clear and precise job
descriptions and specifications, and well-defined relationships between jobs.
Which of the following is a disadvantage of alternative mobility paths?
A. they can discourage development of core disciplinary knowledge
B. they are seen as hostile to the advancement of women and minorities
C. they promote narrow skill sets
D. they often need to be supplemented with alternative reward systems to maintain
motivation
Which of the following is a characteristic of a typical unstructured interview?
A. It is usually carefully planned.
B. The interviewer makes a quick and final evaluation of the candidate.
C. It consists of formal, objective questioning.
D. The interviewer is highly prepared.
Which method of recruiting is most effective at reducing turnover?
A. realistic
B. targeted
C. considerate
D. branded
The highest estimate of validity coefficients of unweighted applicant banks as
predictors of job performance are __________.
A. 1.00
B. .80
C. .20
D. .60
E. .40
Which of the following services is not provided by staffing firms?
A. Advance screening of job candidates
B. They may provide on-site managers to help with training
C. They absorb full legal liability for temporary workers
D. None of these
The type of structured interview that assesses an applicant’s ability to project what
his/her behavior would be in the future is the ____________ interview.
A. situational
B. experience-based
C. projective
D. KSAO-based
Which of the following is true regarding the use of personality tests in the selection
process?
A. Emotional stability is a much more valid predictor of job performance when it is
measured narrowly.
B. The aspect of emotional stability that is more relevant to job performance is stress
proneness.
C. The Core Self-Evaluations Scale has not been shown to have much validity in
predicting job performance.
D. None of these.
Which of the following is a likely effect of technology on employment demand?
A. Changes in the skill requirements of the workforce
B. Elimination of some jobs
C. Creation of new jobs
D. All of these
Research on organizational justice suggests that _____.
A. justice only influences turnover in highly industrialized Western countries
B. communication has little impact on employee attitudes or turnover intentions
C. employees are typically well-informed about organizational policies
D. none of these
Which of the following is true regarding research on the validity of personality tests?
A. Conscientiousness predicts performance across occupational groups.
B. Openness to experience does not predict training performance.
C. Extraversion predicts job performance for most jobs.
D. All of these are true.
Which method of recruiting is designed to be used when an organization is seeking a
specific set of KSAOs?
A. realistic
B. targeted
C. considerate
D. branded
Company officials and individual managers can be held personally liable for
discrimination under the Civil Rights Act, the ADA, or the ADEA.
Situational judgment tests _______.
A. have very high adverse impact
B. involve applicants’ descriptions of how they would behave in work scenarios
C. are based on applicants’ evaluations of photographs
D. have very low validity
Which of the following is not part of the process of measurement?
A. choosing an attribute of concern
B. assessing the attribute’s acceptability to applicants
C. using the measure to gauge the attribute
D. constructing a measure of the attribute
A _________ is a civil wrong that occurs when the employer violates a duty owed to its
employees or customers that results in harm or damages.
A. tort
B. crime
C. constitutional law violation
D. failure of due process
Which of the following statements is true regarding independent contractors?
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer’s exposure to laws and
regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax
payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to
control the contractor.
Non-compete agreements should be drafted in such a way that they cover _____.
A. high-value employees
B. experienced employees
C. all employees
D. only managerial, technical, and scientific staff
What proportion of disputes that begin the EEOC mediation process are eventually
resolved through mediation?
A. fewer than 10%
B. more than 10%, but fewer than half
C. more than half
D. the EEOC has no mediation procedure
In order to improve the chances of winning a lawsuit based on “promissory estoppel,”
the most important point the plaintiff must demonstrate is that _____.
A. the promise was accurate
B. the promise was made in good faith
C. the defendant reneged on the promise
D. the promise was withdrawn, resulting in a detrimental effect
Which of the following best fits the description of a staffing flowchart?
A. it shows the distance from staffing to strategic operational concerns
B. it depicts the actual flow of staffing activities from vacancy to hire
C. it provides evidence of how staffing measures increase performance directly
D. it is a physical model of staffing using flows to show movement
A job candidate responding to an “in-basket exercise” would most likely be asked to
__________.
A. make a simulated visit to a customer location
B. participate in an interview simulation
C. complete a written test to assess KSAOs
D. draft memos to respond to letters received