Compared to discharge turnover, voluntary turnover is usually more costly.
Where assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than
managers causes validity to increase.
Having applicants sign release statements so the employer can do background
investigations is a legal means for minimizing the possibility of negligent hiring.
Non-compete agreements that would keep employees from indefinitely practicing their
trade or profession are not enforceable.
Details regarding knowledge, skills, and abilities in a job description are important
components of a legally defensible selection system.
The “Great Eight” competencies include leading, supporting, presenting, analyzing,
creating, organizing, adapting, and performing.
The standard deviation is a measure of the central tendency of a scale.
Avoidable turnover is that which could have been prevented by actions like a pay raise
or a new job assignment.
The use of standardized measurement eliminates the possibility of adverse impact
occurring.
The Civil Rights Act and Affirmative Action Programs Regulations require that private
employers with more than 100 employees (50 for federal contractors) are required to
file an annual report with the EEOC.
A correlation score of minus one between two sets of scores indicates an exceptionally
low association or relationship between the two sets.
One step an organization can take to shatter the “glass ceiling” would be to have greater
use of selection plans.
Which of the following functions are most likely to be outsourced?
A. recruiting creative talent for an advertising agency
B. screening registered nurses for a long-term care facility
C. recruiting and selecting individuals for teams
D. providing employee orientation
The information collected for an accomplishments record includes _______.
A. a written statement of the accomplishment
B. when the accomplishment took place
C. any recognition for the accomplishment
D. all of these
Which of the following statements regarding the development of a selection plan is
false?
A. The list of KSAOs used in the selection plan are derived from the job requirements
matrix
B. The process of developing a selection plan is usually straightforward and can be
done quickly
C. One reason KSAOs may be deemed unimportant for selection is because they will be
learned on the job
D. Possible methods for assessing every identified job-relevant KSAO need to be
developed
Which of the following is not a good way to manage the recruiting process for optimal
legal defense?
A. require a formal application from all who seek to be considered
B. require that the applicant indicate the precise position applied for
C. keep applications on hold or on file for future consideration
D. keep track of applicants who drop out of the process
The desirability of leaving an organization is often an outgrowth of __________.
A. poor person/organization match
B. favorable labor market conditions
C. general, transferable KSAOs
D. none of these
A competency is ______.
A. a type of behavior that is observed on the job
B. an underlying characteristic of an individual that contributes to job or role
performance
C. a latent component of the job characteristics matrix
D. a compilation of the tasks, duties, and responsibilities that make up a job
Which of the following are advantages of centralized recruitment?
A. duplications of effort are reduced
B. increased responsiveness to immediate needs
C. closer links to day-to-day operations
D. decreased costs in the centralized HR function
Nearly everyone who wishes to work in the United States is eligible for an H-1B visa.
One major problem with letters of recommendation is that they __________.
A. are too lengthy to be useful
B. are not structured or standardized
C. are too ambiguous to interpret
D. all of these are correct
Which of the following statements is a useful guideline for setting cutoff scores? A.
Cutoff scores should be consistent with normal expectations of acceptable proficiency
within the workforce.
B. The job relatedness of assessment procedures should not be correlated with validity.
C. A single “best” method of setting cutoff scores should be identified.
D. Cutoff scores should be set to maximize true positives.
In comparing internal selection with external selection, an advantage of internal
selection is that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external
selection
C. information about internal candidates tends to be more verifiable than information
about external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with
external candidates
Enforcement mechanisms used by the OFCCP _________.
A. rarely involve employer site visits
B. are identical to those used by the EEOC
C. are unrelated to specific AA plans
D. may involve conciliation agreements
Work samples and performance tests are useful for a broad range of jobs, although they
are difficult to use in __________ jobs.
A. customer service
B. assembly
C. bank teller
D. none of these
In ______________ a neutral person conducts formal hearing and issues a decision that
is binding on the parties.
A. mediation
B. arbitration
C. fact finding
D. peer review
The most appropriate measure of central tendency for nominal data is the ______.
A. mean
B. median
C. standard deviation
D. mode