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The first step in developing a selection plan is to list relevant KSAOs associated with a
job.
There are no cases in which a predictor has high validity and high adverse impact.
In the absence of a discriminatory intent, virtually any seniority system is likely to be
bona fide, even if it causes adverse impact.
One study that showed there was a stronger correlation between two letters written by
one person for two different applicants than between two different people writing letters
for the same person.
The person/job match model states that it is more important to match job rewards to
individual motivations than to match job requirements to KSAOs.
The employee value proposition is the bundle or package of KSAOs that the employee
provides to the organization.
Although HRIS have increased data availability for human resources functions, they
has done little to fundamentally affect the way staffing activities are evaluated.
Utility decreases as the number of valid predictors used in the selection process
increases.
An independent contractor is legally considered an employee of the employer who
hired him/her.
The growth of Web-based recruiting means that many employers have found that open
recruiting yields too few applicants.
Biographical information is like application blanks, except ________.
A. biographical information is based on history, but application blanks are based on
current events
B. application blanks are more likely to be used for substantive selection decisions
C. biographical data is more likely to be accepted by applicants
D. biographical data can be more fruitfully used for substantive selection decisions
What is the job-analysis approach that involves collecting information from employees
on preferences and outcomes of jobs called?
A. Competency-based
B. Job requirements
C. Job rewards
D. all of these involve this process
Which of the following is not one of the major areas written into recruiting budgets?
A. website development and administration
B. costs of signing bonuses
C. time spent making personal contacts and following up with candidates
D. bringing candidates onsite
Which of the following is true regarding long-term variable pay?
A. Stock options have been shown to strongly affect employee performance.
B. The use of stock options has been accelerating over time.
C. After options have been exercised, they don't seem to impact motivation anymore.
D. None of these
Which of the following is an example of contamination error?
A. irrelevant material on the test
B. guessing by the test taker
C. different time limits for the same test
D. all of these
Which of the following statements about various methods of managerial sponsorship is
false? A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being
assisted.
D. A sponsor actively promotes the person being assisted for advancement
opportunities.
Regarding the use of tests in staffing, it can be said that _______.
A. they are permitted by law
B. they are illegal
C. they should be adjusted by protected characteristics to be fair
D. they should be "race normed" for fairness
What is the primary difference between mediation and arbitration?
A. Arbitration is generally more time consuming than mediation
B. Arbitrators only consult with both sides, whereas mediators issue a binding decision
C. Mediation typically involves at least four parties
D. Mediators only consult with both sides, whereas arbitrators issue a binding decision
The concept which refers to the idea that individuals rise to their lowest level of
incompetence is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
The issue of consistency of measurement with assessment methods is called _______.
A. validity
B. reliability
C. variability
D. central tendency
Which of the following is a component of a job requirements matrix?
A. Job tenure
B. Job pay
C. Job context
D. Job appraisal
In EEOC cases, a consent decree is _________.
A. mandated by law
B. court approved
C. limited to non-monetary relief
D. limited to affirmative action remedies
Plan-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
It is critical than when employees are interviewed about their reward preferences, the
content of the interviews is _____________.
A. made public so managers can match employee preferences immediately
B. kept confidential so employees can report honestly
C. developed through an informal process so employees feel comfortable
D. generally less important than the process used in asking questions
The correlation between structured interviews and cognitive ability tests is
_____________.
A. positive
B. zero
C. moderately negative
D. very negative
Applicant stock statistics for groups under analysis require calculation of percentages
for __________.
A. unemployed workers
B. measures of content validity
C. availability in the population
D. the reliability of a measure
The job context component of a job description does not ___________.
A. encompass both tasks and KSAOs
B. describe physical demands
C. describe environmental characteristics
D. address pay scales
Why is it important to know the time frame for strategic recruiting?
A. It helps to identify the applicant pool for legal purposes, and also informs the
techniques that will be used
B. It is mostly useful for legal purposes
C. It helps to deflect internal criticism for HR managers worried about time pressure
D. Although defining the time frame for strategic recruiting is done fairly often, it isn't
actually all that informative or useful
The most sensible approach for addressing the issue of applicant truthfulness would be
to _________.
A. receive applicant information in good faith since the majority of applicants will be
honest and it is not fair to inconvenience everyone with more verification because of a
few "bad apples"
B. treat applicants with trust and they will respond with honesty in most cases
C. have applicants provide independent, third-party documentation of all job
information provided on application blanks
D. verify the applicant information provided that is deemed most vital
