Although organizations are strongly encouraged to check the authorization to work of
all employees, they cannot discriminate against applicants on the basis of country of
origin.
Skills are underlying, enduring traits of a person that are useful for performing a range
of tasks.
The biggest reason cognitive tests are not widely used in selection is the difficulty
associated with their administration.
In ranking finalists are ordered from the most desirable to the least desirable based on
the results of discretionary assessments.
One advance over the simple use of performance ratings is to review past performance
records more thoroughly, including an evaluation of various dimensions of performance
that are particularly relevant to job performance.
Downsizing costs are concentrated in separation costs for permanent reductions in
force.
One consistent finding in the research is that job seekers are more likely to find out
about jobs through friends and family than they are through employment agencies.
Experienced managers who have used staffing system metrics often find that new
staffing systems may not represent a significant improvement.
A virtue of peer assessments is that they rely on raters who are very knowledgeable of
applicants’ KSAOs.
Practical significance is the sign of a correlation coefficient.
Of the three types of employee turnover, discharges are the most prevalent.
Applicants tend not to pay much attention to organizational culture when considering
which job to pursue.
According to the Uniform Guidelines for Employee Selection Procedures (UGESP),
comparisons of selection rates among groups should be based on the 70% rule.
Employee shortages seldom require job reassignments or overtime for current
employees.
The true validity of measures of general cognitive ability is roughly .50.
Initial interviews can be made more useful by asking the same questions of all job
applicants.
One shortcoming of targeted recruitment is that by seeking out one group, one may
exclude another from the same consideration.
Some states have banned the use of AAPs for government contractors and educational
institutions.
Research suggests that an ideal recruiter possesses _________________.
A. strong interpersonal skills
B. knowledge about the organization, jobs, and career issues
C. enthusiasm about the organization and job candidates
D. all of these
From a legal standpoint, it can be said that ___________.
A. the EEOC is more concerned about external recruitment procedures than internal
ones
B. revised Order No. 4 does not deal with seniority
C. promotions based on subjective assessments of who is more senior are not likely to
be supported in court
D. existence of “bona fide” seniority systems facilitates compliance on EEO/AA matters
Which of the following techniques is helpful in improving diversity of applicants
obtained through the recruiting process?
A. advertisements showing women and minorities in positions of leadership
B. advertisements showing a relatively homogeneous workforce
C. advertising in publications that aim for a general audience
D. none of these
The variability of a measure is best captured by the ______________.
A. mean and standard deviation
B. range and standard deviation
C. range and median
D. mode and mean
Length in inches is an example of a(n) __________.
A. ratio scale
B. nominal scale
C. ordinal scale
D. interval scale
The assessment method which involves the use of very realistic equipment and
scenarios to simulate actual tasks of a job is called a(n) ________ test.
A. job knowledge
B. psychomotor
C. high fidelity
D. low fidelity
Within the context of the selection process, the “logic of prediction” means that:
A. indicators of an applicant’s future performance are predictive of likely job
performance
B. indicators of a person’s degree of success in past situations should be predictive of
future job success
C. predictors of job performance are correlated with KSAOs
D. indicators of job outcomes can be used to predict job performance
The combination of factors that tend to place women and minorities in fewer top
management positions are collectively termed __________________.
A. Res ipsa loquitur
B. Jacob’s ladder
C. the broken elevator
D. the glass ceiling
Reliability of measurement is defined as ___________.
A. frequency of measurement
B. magnitude of measurement
C. accuracy of measurement
D. consistency of measurement
Which of the following must report to the EEOC annually?
A. all employers
B. private employers with over 100 employees (50 for federal contractors)
C. private employers with over 1000 employees (500 for federal contractors)
D. only organizations with federal contracts
The validity of assessment centers as a method for internal selection is approximately
____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
Organizations may not ______ prior to making a job offer.
A. make medical inquiries
B. conduct background checks
C. discuss job responsibilities
D. none of these
A statement that identifies the rights than an employer wishes to maintain for itself that
often accompanies initial employment assessments is called a _____.
A. providential statement
B. disclaimer
C. waiver
D. requisition
Which of the following is an advantage of external recruiting?
A. they ensure consistency from opening to closing
B. they are useful for companies too small to have dedicated recruiters
C. they are very inexpensive
D. all of these
Within the context of internal selection, an accurate statement about the logic of
prediction would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for
external selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
The person/job match model says that there must be a match between ________.
A. job requirements with KSAOs and job rewards with individual motivation
B. job requirements and individual motivation
C. KSAOs and individual motivation
D. none of these
Advantages of a core workforce include _______________.
A. stability, continuity, and predictability
B. a sense of commitment and shared purpose toward the organization’s purpose
C. an organization can directly control how it acquires its workforce
D. all of these
When applicants who score within a certain score range are considered to have scored
equivalently _________.
A. top-down
B. criterion-related
C. minimum competency
D. banding
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