Self-nomination is an especially important consideration in the internal recruitment of
minorities and women.
Measures are methods or techniques for describing and assessing attributes of objects
that are of concern to us.
A broken arm or leg would be considered a covered, short-disability for ADA coverage
purposes.
Job analysis sometimes finds that seemingly unrelated jobs may have more in common
than would be expected by relying just on job titles.
There three types of validity studies considered acceptable by the UGESP include face
validity, construct validity, and administrative validity.
All other things being equal, if a selection specialist must decide between two
predictors, the one that causes the least adverse impact would be the best choice.
Federal law prohibits drug testing for a majority of jobs.
The components of AAPs are enforced by the Department of Workforce Diversity
(DWD).
Even if methodological and statistical differences across criterion-related validation
studies are not controlled for statistically, it is still probable that validity can be
generalized from one specific situation to another.
Talent management systems keep an ongoing organizational record of the skills, talents,
and capabilities of an organization’s employees.
Measuring the accuracy of a mechanical ability test in predicting the job performance of
current employees involves a predictive validity design.
Comparing scores of objective measures within the same time period is a measure of
internal consistency.
Most staffing measures can be best described as being on a ratio scale.
Which of the following could harm an organization’s legal defense in an EEO/AA case?
A. Written job descriptions
B. Large sample sizes employed in job analysis
C. Emphasis mostly on primary tasks
D. Emphasis mostly on secondary tasks
Records should be created for which of the following purposes?
A. legal compliance
B. use in staffing decisions
C. justification of staffing decisions
D. all of these are correct
Which of the following statements regarding resumes is true?
A. Even background checks cannot reduce the problem of résumé fraud
B. Most surveys suggest that around half of all resumes have substantial inaccuracies or
distortions
C. Video resumes are highly respected by most employers
D. Extensive evidence suggests that resumes are highly accurate predictors of employee
job performance
A nominal scale of measurement has _________.
A. rank order
B. an absolute true zero point
C. classification by categories
D. equal differences between points on a scale of measurement
Guidelines for increasing job satisfaction and retention include ____________.
A. establish a lag pay policy for all employees
B. link rewards to retention behaviors
C. keeping core operations information secret
D. none of these
Executive Order 11246 covers __________.
A. local government employers
B. private employers with under 15 employees
C. federal contractors with contracts in excess of $10,000
D. private employers with 20 or more employees
If an HR specialist is assessing the usefulness of predictors in forecasting job success,
and it is noted that a given predictor has both high validity and high adverse impact, the
HR specialist should conclude ___________.
A. this can never happen and the method of calculating validity must be incorrect
B. this is a common circumstance and the predictor should be used
C. if the predictor is highly correlated with other predictors, this will compensate for
adverse impact
D. legal problems could result and alternative predictors should be sought
Some of the advantages of a closed internal recruitment system include:
A. helps minimize favoritism
B. it can uncover hidden talent
C. it helps employees evaluate their qualifications for advancement
D. none of these
A recruitment guide is _________________________.
A. a formal document that authorizes the filling of a job opening
B. a flowchart that enumerates costs of each selection tool
C. a document that details the process to be followed to attract applicants to a job
D. a description of the costs and benefits of various methods of selection
In Markov analysis for staffing, __________ is used to forecast future workforce
availabilities.
A. cost data
B. product demand
C. transition probabilities
D. bayesian inference
A manager has collected data on sales, the economy, and taxes over a number of years,
and statistically estimates an equation that describes how each of these predictors has
affected staffing levels in the past. This equation is used to predict future staffing levels.
This is an example of ______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
Which of the following statements is true regarding the OFCCP’s regulation of
affirmative action plans?
A. organizations may find that recruiting at secondary schools and community colleges
with large minority enrollments may facilitate AAP success
B. language specifically encouraging women and minorities to apply is banned
C. ratios of applicants by race and gender categories must be adhered to strictly
D. none of these
Economic costs associated with downsizing include ____________.
A. threat to harmonious labor-management relations
B. decreased employee morale
C. higher unemployment insurance premiums
D. difficulty in attracting new employees
Employees are most likely to be involved in hiring decision making if they are
organized in ___________.
A. solo work
B. functional harmony
C. teams
D. none of these
Which of the following statements is false regarding person-job match?
A. Jobs are characterized by their requirements and embedded rewards.
B. Individuals are characterized by their level of qualification.
C. Organizational culture is an important aspect of person-job match.
D. Individuals can be characterized by their motivation levels.
According to the overall staffing organizations model, an example of a(n) core staffing
activity is _______.
A. HR strategy and planning
B. job analysis
C. internal recruitment
D. none of these
The standard error of measurement allows _________.
A. calculation of confidence intervals for true scores
B. estimates of content validity
C. calculation of confidence intervals for actual scores
D. calculation of confidence intervals for error
Affirmative action plans and programs do not originate from ________.
A. voluntary employer efforts
B. court-imposed remedies for discriminatory practices
C. consent agreements
D. international treaties
Firms offshore work because _______________?
A. wages are often lower overseas
B. there is a growing pool of highly qualified workers overseas
C. overseas manufacturing always has strict quality control
D. both wages are often lower overseas and there is a growing pool of highly qualified
workers overseas
Which of the following is true regarding EEO laws?
A. State (but not local) government employees are immune from lawsuits by employees
who allege violation of ADA or ADEA.
B. States must pursue age and disability discrimination claims under applicable state
laws.
C. A foreign company which is owned or controlled by an American employer and is
doing business overseas generally also must comply with Title VII, the ADA, and the
ADEA.
D. All of these
The first step of the structured interview process is ___________.
A. selecting and training interviewers
B. developing the selection plan
C. consulting the job requirements matrix
D. developing selection goals