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b.
Cultural noise
c.
Similarity bias
d.
First impression error
63. The main legal reason for performing a thorough background check of all applicants is:
a.
to comply with the Immigration and Naturalization Act.
b.
to avoid résumé fraud.
c.
to prevent discrimination against protected classes.
d.
to protect the organization against charges of negligent hiring.
64. A school district hired a school bus driver without conducting a multi-state criminal background
check; a background check was conducted only in the state in which the school was located.
Subsequently, the school bus driver was convicted of kidnapping one of the children who traveled in
his bus. The prosecution in the case revealed that the driver had been convicted ten years ago for a
similar case in another state. The school district is guilty of:
a.
information falsification.
b.
stereotyping.
c.
compensatory hiring.
d.
negligent hiring.
65. Angus is a bus driver for a tour bus company for the last 15 years and has an excellent driving record.
Last year, Angus was on medical leave for 8 weeks due to a back injury that has left him in chronic
pain. If Angus has an accident while driving one of the tour buses because of the effects of his
prescription pain medication and if passengers are injured, the company might be liable for:
a.
failure to conduct a thorough background check on Angus.
b.
negligent hiring.
c.
criminal negligence.
d.
negligent retention.
66. Which of the following statements is true about medical examinations and inquiries?
a.
A company may require applicants to take a drug test even before a conditional job offer
has been made.
b.
A preemployment health checklist can be required of applicants before a job offer is made,
but physical medical exams cannot be requested until a job has been conditionally offered.
c.
A drug test is considered a medical exam and cannot be administered unless a conditional
job offer has been made.
d.
Companies may ask questions about an applicant’s current medical condition but not
about past medical problems, even after a conditional job offer has been made.
67. Morgan, the best candidate for the position of director of marketing, has tested positive for the
presence of illegal drugs in a hair sample. Given this scenario, the HR manager should:
a.
notify Morgan that he was denied the job because of a positive drug test.
b.
inform Morgan that someone else has been hired.
c.
hire Morgan and inform him of the company’s Employee Assistance program.
d.
ask Morgan to submit to a second type of drug test at another laboratory.
1. Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to
Seattle, Washington. Solange Allure will be changing its occupational labor market.
2. The term “applicant population” refers to all individuals looking for a job in a particular geographic
area.
3. The group of applicants that an organization has available to it when using a particular recruiting
approach, such as Internet job boards, is the applicant population.
5. Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market.
6. Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given
number of employees.
7. Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion
of minorities in his company’s managerial ranks is too low. To solve the issue, Illumin Media should
consider recruiting methods that reach a larger applicant population of experienced managers, such as
contacting professional associations.
8. Job boards can be used for internal recruitment but not for external recruitment.
10. Internet recruiting generates high numbers of applicants and increases work for HR staff far beyond
traditional recruiting methods.
11. Recruiters have completely stopped using newspaper ads as a tool for external recruitment because job
seekers use the Internet almost exclusively even in smaller cities and towns.
12. Employment agencies typically have their own workforce, which they supply by contract to employers
with jobs.
13. An organization with a strong union may have a higher probability of having less flexibility than a
nonunion company in deciding who will be hired and where a newly hired person will be placed.
14. Résumé mining allows HR staff to use software to extract the most promising résumés from a large
database.
15. In selection, a predictor is a characteristic that a person must have to perform a job successfully.
16. “Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he
showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him and
give him some intense training on our desk procedures.” This is an example of the compensatory
approach to combining predictors of work performance.
17. Organizations can use honesty/integrity tests to communicate to applicants and employees alike that
dishonesty will not be tolerated.
18. The Employee Polygraph Protection Act prohibits employers, including federal, state, and local
government agencies, from using polygraphs for preemployment screening purposes.
19. In general, the more structured a type of selection interview, the more likely it is to be valid.
20. In a situational interview, applicants are required to give specific examples of how they have handled a
problem in the past.
21. It is legal for an employer to check a person’s Social Security number, motor vehicle records, and
military records when performing a background check on an applicant.
22. Negligent hiring occurs when an employer becomes aware that an employee may be unfit for
employment but continues to employ the person, and the person injures someone on the job.
23. The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has
been conditionally offered.
24. Hard skills include interpersonal, human behavior, and leadership skills.
1. What is the difference between continuous and intensive recruiting?
2. Define the term “employment brand.”
3. Write a short note on Internet job boards.
4. Briefly discuss six methods of making the recruiting process more effective.
5. What purposes do application forms serve?
1. It is a record of the applicant’s desire to obtain a position.
2. It provides the interviewer with an applicant profile that can be used during the interview.
3. It is a basic employee record for applicants who are hired.
4. It can be used for research on the effectiveness of the selection process.
6. Define situational judgment tests.
7. Identify the sources of background information for job applicants.
ESSAY
1. Define recruiting.
2. What are the major components of the labor market? Define them and describe how they are related.
3. Describe some of the common external recruiting sources.
4. Describe some of the flexible staffing alternatives available to employers.
5. What are the advantages and disadvantages of Internet recruiting?
6. Define the term “rerecruiting.” Explain how a firm can utilize this form of recruitment.
7. Why is it important to formally evaluate and measure recruiting? What are some methods that can be
used to evaluate recruiting?
8. Describe the relationship among job performance, selection criteria, and predictors in the employee
selection process.
9. What are the circumstances in which an employer needs to combine predictors? What are the two ways
of combining predictors?
10. What are the purposes of an application form?
11. What are the EEOC guidelines that need to be considered when planning the content of application
forms?
12. What selection tests would be appropriate to use for entry-level professional positions? Which tests
would clearly not be appropriate or even illegal?
13. Discuss the usefulness of honesty and integrity tests as selection tests.
14. What are some of the problems associated with employment interviews?
15. What is the purpose of conducting background investigations on job applicants? What are some of the
legal issues involved?
