The employer-employee relationship is the most prevalent type of employment
relationship.
Targeted recruiting is a poor choice for diversity-conscious firms.
The assessment of concurrent validity is more convenient and more efficient than the
assessment of predictive validity.
In general, the greater the correlation of a given predictor with other predictors of a
criterion, the more useful the predictor will be.
Video resumes have become a major component of selection in most large
organizations.
Examples of common law include the Fifth and Fourteenth Amendments to the
Constitution.
One way that retail organizations are making use of technology is by having electronic
assessment at in-store kiosks.
A job family is a grouping of positions that are similar in their tasks and task
dimensions.
The recruitment planning process should begin by defining the goals of a recruitment
effort.
Records for medical exams of established employees must be kept in relative
confidence, although most jurisdictions allow for this information to be shared with
supervisors and members of the work group if the employer deems it wise.
If a co-worker promises a prospective employee overtime hours while visiting the
prospective employee in his/her home, this promised “term” of the employment would
likely be legally enforceable.
Applicants also see recruiting processes as more fair if they have an opportunity to
perform or demonstrate their ability to do the job.
Employment regulations give several specific techniques for using job analysis to
identify essential job functions.
Which of the following is true regarding cognitive ability tests?
A. Cognitive ability tests are among the least valid methods of selection.
B. Cognitive ability tests do not generalize to a wide range of organizations and jobs.
C. There is reason to believe cognitive ability tests will be associated with positive
financial returns.
D. All of these are true.
Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
According to the overall staffing organizations model, one support activity is
_________.
A. external staffing
B. job analysis
C. internal staffing
D. labor relations
Which of the following is true regarding integrity tests?
A. Their use has declined in the past decade.
B. They are used to reduce employee accidents.
C. They are usually paper-and-pencil or computerized measures.
D. The construct of integrity is well understood.
Essay tests are best used to assess ___________ skills.
A. oral communication
B. written communication
C. interpersonal
D. none of these
Which of the following is(are) true regarding federal EEO/AA laws?
A. They are very narrow in their coverage of employers.
B. Specific agencies exist which regulate administration and enforcement.
C. They cover only women, minorities, and certain religious groups.
D. None of these is true.
Problems with using others’ “feelings” about a job applicant include ______________.
A. lowered hiring standards for some employees
B. discrimination on the basis of protected class status
C. decisions with low validity
D. all of these
A temporary pay premium added to the regular base pay of an employee to account for
a temporary market escalation in pay for certain skills in extreme shortage is called a(n)
_____________.
A. hot skill premium
B. tight labor market adjustment
C. key skill premium
D. none of these
An example of an exception to the principle of employment-at-will would be
__________.
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of these
Applicants’ reactions to interviews tend to be __________.
A. very favorable
B. somewhat favorable
C. neutral
D. somewhat unfavorable
Which of the following factors is the most relevant to the theory behind assessment
centers?
A. Prediction of the individual’s behavior in critical roles through assessment by
multiple methods.
B. Matching applicants to KSAOs required by the job.
C. Shortening the period of time needed to complete an assessment for a managerial
position.
D. Substituting HR assessors for line management assessors.
Project-based HRP consists of __________.
A. organizational responses to sudden changes in the environment
B. planning focused on a specific employee group
C. planning that is part of the organization’s strategic planning process
D. planning based on best practices of competitors
In using educational level as an initial selection criterion, which of the following
statements is false?
A. The degree received from an institution is not sufficient as a sole indicator of an
applicant’s level of education.
B. A GED is a high school equivalency degree and is about as good as a conventional
high school diploma in predicting job performance.
C. Educational level is a predictor of job performance.
D. High-level degrees from non-accredited schools may be indicators of lesser
accomplishment than lower-level degrees from accredited schools.
Under the requirements of the Immigration Reform and Control Act, employers must
____________.
A. adjust pay scales for alien status
B. verify employability status for aliens only
C. verify employability status for all potential employees
D. verify employability status for applicants before an offer is extended
The _________ method of determining an applicant’s score is based on the expert
judgment of the manager.
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of these
When HR specialists state that a new predictor “adds value” to the prediction of job
success, they mean that ______.
A. the predictor provides economic benefit to prediction
B. the predictor has a high validity coefficient
C. the predictor adds to the prediction of job success over and beyond the forecasting
powers of current predictors
D. the predictor is highly correlated with other predictors, thus increasing efficiency
From a legal standpoint, if performance appraisal information is to be used in the
retention management and termination process for an organization, the organization
needs to ensure that the information is ______.
A. organizationally relevant
B. sufficiently general to cover a variety of situations
C. communicated in advance to the employee
D. all of these
Which of the following is a major part of organizational strategy’s influence on
staffing?
A. Demographic trends
B. Current financial and human resources in the organization
C. Financial and marketing goals
D. Both current financial and human resources in the organization and financial and
marketing goals
The staffing quantity model uses _________ to determine whether a condition of being
overstaffed, fully staffed, or understaffed exists.
A. projected staffing requirements
B. projected staffing availabilities
C. projected economic trends
D. projected staffing requirements and projected staffing availabilities are both needed
A complete lack of correlation between two variables is expressed by a correlation
coefficient of __________.
A. .50
B. 1.00
C. -1.00
D. zero
Which of the following is a criterion on which biodata items can be classified?
A. historical vs. nonverifiable
B. invasive vs. firsthand
C. objective vs. subjective
D. equal access vs. easy access