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The multiple hurdles method of setting a passing score for a job predictor would be a
cost efficient method for making decisions about hiring.
Tasks should be constructed using broadly applicable verbs, such as 'supports,"
"assists," and "handles."
With an open recruitment approach, organizations cast a wide net to identify potential
applicants for specific job openings.
An ideal arbitrator is a neutral individual and the arbitrator's findings should be
finalized as a written award letter.
Despite popular press to the contrary, there hasn't really been an increase in the number
of Latinos and Asians in the American workforce.
Perceived justice is related to concrete outcomes like employee desire to pursue a job,
increased intentions to accept a job, and decreased intention to turnover.
Employers are required to post notices to all employees advising them of their rights
under the laws EEOC enforces and their right to be free from retaliation.
When developing structured interviews, one or more questions must be constructed for
each KSAO targeted for assessment by the structured interview.
Decreasing numbers of staffing jobs are found in staffing firms.
Research shows that candidates prefer organizational Web sites that allow them to
customize the information that they receive.
Competency based job analysis seeks to identify and describe the specific tasks,
KSAOs, and job context for a particular job.
Personality tests are used to predict the success of employees in overseas assignments.
Some critics argue that because emotional intelligence (EI) is so closely related to
intelligence and personality, once you control for these factors, EI has nothing unique to
offer.
The Immigration Reform and Control Act prohibits employment discrimination on the
basis of national origin or citizenship status.
The most common person to be contacted in a reference check is the applicant's former
colleagues who worked in the same position.
In organizations with fewer than 100 employees, research suggests that staffing is most
likely to be conducted by the owner, president, or work unit manager.
Of the factors that influence an employee's desirability of leaving, job satisfaction is the
one that cannot be influenced to a significant degree by organizations.
The formula for the staffing cost ratio is total staffing cost ratio = total staffing
costs/total number recruited.
Which of the following is an attribute of a low value employee that an organization
would not want to prevent from leaving?
A. little intellectual capital
B. high seniority
C. high performance
D. all of these
Which of the following is a good definition of a job?
A. A grouping of elements to form an identifiable work activity that is a logical and
necessary step in the performance of a job
B. A grouping of jobs, usually according to function
C. A grouping of jobs according to generic job title or occupation
D. A grouping of positions that are similar in their tasks and task dimensions
The process of administering tests that place applicants in hypothetical, job-related
situations and asking them to choose a course of action among several alternatives is
called ______________.
A. situational judgment tests
B. behavioral implementation tests
C. work sample tests
D. job simulation tests
As a general rule concerning job offers, it can be said that __________.
A. "low ball" job offers are expensive to the organization
B. "market-matching" job offers have no important drawbacks
C. "market-matching" job offers tend to leave room to negotiate
D. "market-matching" offers usually stimulate the most positive reactions on the part of
offer recipients
Under which circumstances is "hiring success gain" likely to be optimal?
A. Low selection ratio, low base rate, high validity
B. High selection ratio, high base rate, high validity
C. High selection ratio, low base rate, high validity
D. High selection ratio, low base rate, low validity
Which of the following is true regarding temporary employees?
A. Temporary employees are considered to be employees of the organization which is
using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization
using their services.
C. Use of temporary workers can often raise issues of "co-employment."
D. All of these are correct.
Key metrics for evaluating an internal staffing system include:
A. cost
B. quantity
C. quality
D. all of these
Which of the following is a suggestion for conducting an appropriate exit interview?
A. the interviewer should be the employee's immediate supervisor.
B. there should be an unstructured interview format.
C. the interviewer should prepare for each interview by reviewing the interview format
and the interviewee's personnel file.
D. none of these
Comparative staffing process data can be obtained from the __________.
A. Society for Human Resource Management
B. HR Data Sources Corporation
C. Department of Labor
D. None of these
Which of the following is not covered by the Civil Rights Act?
A. race
B. sex
C. disability status
D. all of these are covered by the Civil Rights Act
The UGESP requires employers to _____.
A. keep records based on religion and marital status for all employees
B. perform a local validation study for every subgroup of employees
C. consider suitable alternative selection procedures if one of the selection techniques
has adverse impact
D. assess employee history of drug abuse
Skills contained in O*NET include ______________.
A. basic skills
B. cross-functional skills
C. sensory abilities
D. all of these
Employers protect themselves in the initial stages of contact with job applicants through
the use of ________.
A. labor contracts
B. employment clauses
C. disclaimers
D. discharge policies
Which of the following statements about reneging on job offers is false?
A. reneging is often caused by sudden changes in circumstances, such as a change in
health status
B. there are substantial legal concerns about reneging
C. most employers feel the level of reneging has increased dramatically in recent years
D. solid evidence on reneging and why it occurs is lacking
If the selection objective is to assess a candidate's ability to make a coherent. Persuasive
report about the organization's annual results before a group of top managers, the best
interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
In a ________ analysis, the target employee population is split in half, and the new HR
program is initiated with only one of these halves.
A. longitudinal
B. split-sample
C. LISREL
D. factor
The common law principle which states that, in the absence of any contract language to
the contrary, either the employer or employee may terminate the employment
relationship at any time is called _________.
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree
The most accurate description of the basic purpose of a selection plan is
_______________.
A. a selection plan determines the means for attracting qualified job applicants
B. a selection plan matches applicants to outcome criteria
C. a selection plan describes predictors to be used to assess KSAOs required to perform
the job
D. a selection plan consists of interview rating criteria
When assessing appropriate rewards, organizations can use information from
______________.
A. surveys conducted by the Department of Labor
B. surveys conducted by the Society for Human Resources Management
C. internal organizational sources
D. all of these
The contracting out of work to a vendor or third party administrator is called
_____________.
A. outsourcing
B. temping
C. contracting
D. boundary spanning
The Age Discrimination in Employment Act focuses on individuals over the age of
_________.
A. 40
B. 30
C. 20
D. 50
Background testing is concerned with the __________ of an applicant.
A. integrity
B. reliability
C. personal adjustments
D. all of these
