There are some restrictions on employment-at-will, such as statutory requirements for
nondiscriminatory termination.
If an attribute of job performance is “planning and setting work priorities,” and the
raters fail to rate people on that dimension during their performance appraisal, then the
performance measure is contaminated.
According to the OFCCP, to be considered an internet applicant the person has to
submit an expression of interest, the employer has to consider the person, and the
person has basic qualifications for the position.
Closed internal recruitment systems are an ideal choice if there are issues about
perceived fairness and the organization want to make sure it isn’t missing out on hidden
talent.
When rejecting job applicants, most organizations do so with a rejection message to the
applicant that is short and vague in content.
One advantage of using review boards representing various constituencies for hiring is
that it means constituents will be less likely to voice objections once the candidate is
hired.
Research suggests that biodata does not provide incremental validity over personality
and cognitive ability.
80% of organizations use some sort of ability test in selection decisions.
Ongoing hiring is most common in organizations with very high turnover rates.
The “glass ceiling” refers to strong but invisible barriers for women and minorities to
promotion in organizations.
Surveys of employees clearly suggest that intrinsic rewards are seen as more important
for job satisfaction than extrinsic rewards.
Increased investment in training as a practice by itself is usually associated with
decreases in turnover rates.
Through replacement and succession planning the organization constructs internal
talent pipelines.
When job offer negotiating strategies are to be used as part of an aggressive EEO/AA
recruitment program, the strategy most appropriate to be used in such a situation is the
“market-matching strategy.”
Surveys suggest that only 25% of college students actually use Internet sources as an
important part of making their decision to find and apply for jobs.
When determining if an organization large enough to be covered by ADA law, only
full-time employees should be included in the employee count.
Performance appraisal ratings are subjective measures.
Competencies contribute to job performance, but not to organizational success.
If you are evaluating the usefulness of a given predictor in predicting job success, and
you are interested in the value the predictor adds to the prediction of job success, you
want to know the predictor’s _________.
A. validity coefficient
B. practical significance
C. sign
D. statistical significance
Noncompliance with the Immigration Reform and Control Act (1986) could result in
___________.
A. imprisonment for up to six months
B. fines equal to $50,000 for each unauthorized alien employed
C. summary closing of a business
D. imprisonment of the alien for up to five years
Which of the following is not a good reason for using an outside consultant for job
analysis?
A. Technical innovativeness is critical
B. Legal scrutiny of project output/processes is high
C. Knowledge of organization culture is critical
D. Data collection involves specialized statistical methods
An example of an assessment method which has relatively low reliability is _________.
A. biographical information
B. initial interviews
C. application blanks
D. resumes
Which of the following is not part of the process of measurement?
A. choosing an attribute of concern
B. assessing the attribute’s acceptability to applicants
C. using the measure to gauge the attribute
D. constructing a measure of the attribute
Which of the following is true regarding closed internal recruitment systems?
A. employees are made aware of all job openings.
B. they are very inefficient.
C. they are not costly to implement.
D. they are very time-consuming to implement.
Which of the following is a common tool to assess employee reasons for leaving?
A. Position analysis
B. Job rotation
C. Exit interview
D. Discharge notification
Which of the following is true regarding drug testing?
A. Applicants were twice as likely to be tested for alcohol use as drug use.
B. The rate of drug testing has declined slightly in recent years.
C. Upper-level employees are more likely to be tested than lower-level employees.
D. All of these are true.
When jobs are highly fluid, it is probably advisable for organizations to focus more on
A. person-job match.
B. person-organization match.
C. recruiter-recruit match.
D. dynamic equilibrium.
Effective orientation training should include ___________.
A. sources of influence in the organization
B. integrating the newcomer into the work unit and team
C. conducting active mentoring for the newcomer
D. all of these
Which of the following statements is false?
A. many employment sites now offer the ability to create and approve job requisitions
online
B. employment sites sometimes cross-list jobs with local newspapers
C. at any given time there are millions of resumes available on employment websites
D. none of these statements is false
Staffing members must coordinate their activities with ___________.
A. benefits staff
B. compensation staff
C. training and development staff
D. all of these are true
To reduce the likelihood of negligent hiring lawsuits organizations should ______.
A. emphasize characteristics like licensure requirements, criminal records, and
references
B. avoid gathering too much KSAO information because it can be used to demonstrate
that an organization ‘should have known” an employee would be a problem
C. refuse to fire individuals with a history of mental illnesses
D. none of these are useful to prevent negligent hiring suits
Which of the following statements about using employee referrals are true?
A. those recruited by employee referrals tend to be less committed
B. those recruited by referrals are more qualified and committed
C. referral programs may be effective, but few are hired in this way
D. over 80% of organizations provide incentives for referrals
Research has indicated that job applicants generally have a __________ view of biodata
inventories.
A. very positive
B. negative
C. positive
D. neutral
Which of the following cognitive abilities appear to reflect general intelligence?
A. verbal abilities
B. quantitative abilities
C. reasoning abilities
D. All of these are correct
Agencies that regulate fair employment practice exist at which level?
A. federal
B. state
C. local
D. all of these
Which of the following is true of recruiting messages in internal recruiting?
A. supervisors can describe mobility paths in detail to internal candidates
B. peers can give internal recruits a realistic idea of what happens in internal
promotions and transfers
C. word of mouth among internal employees can lead to inaccurate information
D. all of these are true
Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal
selection decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.