A core workforce is an excellent technique for acquiring new technical and
administrative knowledge.
Orientation should focus on the person/job match exclusively.
Any selection procedure that has an adverse impact is deemed discriminatory by the
UGESP unless it has been shown to be valid.
Succession planning techniques are important as the workforce increasingly approaches
retirement.
Niche employment websites are a popular method for finding recruits with a specific set
of skills.
Word of mouth is one of the most powerful methods for communicating about job
opportunities, and it is also a method that organizations cannot directly control.
A growing trend in HRIS is the centralization of these functions within the HR
department to prevent managers from accessing the system.
Measures of specific cognitive abilities do not reflect general intelligence.
Substantive assessment methods are used to reduce the applicant pool to candidates.
The primary immediate benefit of turnover for employers is hiring inducements.
Contingent assessment methods are used to make sure that tentative job offer recipients
meet certain qualifications for the job.
Laws and regulations provide protections to employees that they could not possibly
acquire individually in an employment contract.
Contingent methods mean that the job offer is subject to certain qualifications, such as
the offer receiver passing a medical exam or a drug test.
Applicants react positively when banding is associated with affirmative action.
Applicant tracking systems make it possible to assess how many individuals are
attracted and hired through each recruiting source.
Adverse impact statistics are very stable sample estimates of the amount of true adverse
impact occurring in an organization.
With very large samples, it is possible for a fairly weak relationship to still be
statistically significant.
Which of the following statements is false?
A. applicants are concerned about the fairness of recruiting processes
B. delay times in the recruiting process can reduce applicant interest
C. increasing expenditures on recruiting increases yields
D. none of these
The use of the case analysis method of assessment is most appropriate for assessing
_____________.
A. ability to perform a technical task
B. problem-solving abilities
C. leadership skills
D. social-interactive skills
What percentage of employers believe high school graduates are deficient in work
habits such as professionalism, critical thinking, personal accountability, and time
management?
A. 70%
B. 15%
C. 40%
D. 95%
Staffing systems exist, and should ultimately be used, to ___________.
A. ensure that day-to-day operations run smoothly
B. ensure that procedural, transactional, and routine activities are accomplished
C. reduce costs regardless of the effects on quality or quantity
D. contribute to the attainment of organizational goals such as survival, profitability,
and growth
What can employers do to ensure that permatemps, that is, individuals from staffing
firms who have long-term relationships with an employer, are not considered
employees of their firm?
A. Never exercise direct control over these people and treat them separate from regular
employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of these is correct.
Which of the following is true regarding pre-employment inquiries (PI)?
A. They have little potential for being used for discriminatory purposes in the
assessment process.
B. Organizations rarely make inappropriate and illegal PIs.
C. It is critical for employers to understand the laws and regulations regarding PIs.
D. The emphasis in PIs is on the illegal collection of information.
A well-defined mobility path should include all of the following except
_______________.
A. clear communication of the intent of the policy
B. rules regarding compensation and advancement
C. encouragement for all individuals to apply
D. supervisors’ responsibilities for employee development
Which of the following is the most commonly pursued alternative to layoffs for
reducing staffing levels?
A. Attrition
B. Retraining
C. Benefits reductions
D. Job sharing
Most rejection messages sent to applicants are __________.
A. specific in terms of the reason for the rejection
B. not conveyed by formal means
C. vague in content
D. designed carefully to ‘soften the blow” of the rejection
Studies of job seekers across a diverse set of industries and jobs showed that job offers
involving _____ are seen more favorably.
A. pay contingent on performance
B. pay raises based on group performance
C. pay that is competitive relative to the local job market
D. pay pegged to skills
An applicant who is not hired but who would have performed successfully if hired is a
_______________.
A. true positive
B. false positive
C. true negative
D. false negative
An applicant who is hired but does not perform successfully is a _______________.
A. true positive
B. false positive
C. true negative
D. false negative
Deficiency error would not indicate a failure to __________.
A. measure some portion of the attribute of interest
B. adequately define the attribute of interest
C. construct a proper measure of the totality of the attribute
D. calculate the standard deviation
Which of the following statements is false?
A. There is little evidence that people fake their scores on personality tests in the hiring
contexts
B. When individuals believe their scores are being used for selection, their observed
scores tend to increase
C. Faking has a negative impact on the validity of personality tests
D. None of these statements is false
Which of the following statements about negligent hiring lawsuits against employers
is(are) accurate?
A. monetary damages are usually leveled against the employee found to be at fault
B. the plaintiff must present evidence the injury or harm was a foreseeable consequence
of hiring the unfit employee
C. the employer has the initial burden to present evidence of proper hiring practice in
such cases
D. suits of this kind are decreasing as companies in the private sector recognize the
liabilities involved
Outsourcing is __________.
A. setting up operations in another country
B. typically prohibited by law in most states
C. a strategy that is being used less and less
D. moving a business process to another vendor
Which of the following is a true statement?
A. true score divided by error equals actual score
B. actual score equals true score plus error
C. actual score plus error equals true score
D. true score equals variance plus error
A transition matrix would appear in a __________.
A. regression analysis
B. stochastic analysis
C. Markov analysis
D. time series analysis
Drug tests are not common for many jobs because ______.
A. drug tests do not “catch” many people
B. the law essentially bans drug tests for all jobs not involving operating a vehicle
C. drug tests are extremely expensive
D. the tests produce a massive number of false positive results
If the correctness of a response is essential for a job, then a(n) ________ test should be
used.
A. essay
B. speed
C. power
D. objective
Manager judgment is an important method for staffing in __________.
A. organizations with extensive records on human resources outcomes
B. smaller organizations
C. organizations with lateral diffusion of responsibility
D. organizations in the manufacturing sector