Which of the following is not one of the four steps in selecting the right candidate for the job?

To help parties involved trust a mediator, the mediator should:

A. dominate the conversation.

B. stay neutral and not pick sides.

C. schedule considerably long meetings.

D. maintain a low reputation on task.

E. follow the parties' words and actions.

D

In a four-step selection process, which of the following is the immediate next step after establishing a process for making decisions?

A. Familiarizing with the law concerning the job.

B. Recruiting talented applicants.

C. Deciding on methods beyond the interview.

D. Familiarizing with the job.

E. Assessing selection methods.

B

Which of the following involves collecting information about the actual work and knowledge, skills, and abilities required for the job?

A. Job matching

B. Job redesign

C. Job inventory

D. Job design

E. Job analysis

E

Which of the following NOT true about a good job description?

A. It should contain information about the working conditions.

B. It should spell out the physical demands of the job.

C. It should be exhaustive.

D. It should convey the essential job duties and tasks.

E. It should contain information on the educational requirements.

C

Which of the following is true about employment law?

A. Not adhering to the law will have serious inference over an organization's reputation.

B. The law hinders recruitment and selection practices.

C. Abiding by employment law does not involve an organization's exposure to financial risk.

D. The law requires managers to focus solely on information that is employee-related.

E. The presence of the employment law removes all worries about potential discrimination suits tied to evaluating performance.

A

Julia is a manager at Hutkon & Co., a company that manufactures and sells consumer electrical products. She is looking to recruit a candidate for a key executive position. She hires Rihanna who is new to the industry, over Fred who is a qualified candidate with over six years of experience. Julia justifies this by claiming that she feels more comfortable working with women. According to employment law, which act of discrimination is illustrated here?

A. Adverse impact

B. Failure to accommodate

C. Disparate impact

D. Disparate treatment

E. Retaliation discrimination

D

Which of the following is an example of adverse impact?

A. A company isolating an employee because of his sexual orientation.

B. A company rejecting applications from people with disabilities on the assumption that they cannot adequately do the job.

C. Evaluating an employee less favorably because the recruiter disapproves of his cultural beliefs.

D. Singling out an employee as spokesperson based on his race.

E. Failing to make reasonable accommodation for an employee based on his gender.

B

Which of the following is true about establishing a process before deciding to hire an employee?

A. The company will have a tendency to stray from the procedure if followed uniformly.

B. Such a process will not work when there is an urgency to fill the position.

C. In employment law, courts rule that in the face of a crisis, companies can hire employees without establishing a process.

D. The process will result in a poor selection decision.

E. It helps create a good impression on potential candidates.

E

The overall purpose of recruitment is to:

A. determine the capabilities of current employees.

B. advertise in a bigger and better manner.

C. increase the pool of qualified applicants and decrease the pool of unqualified applicants.

D. find a potential employee even during a no-vacancy period.

E. attract all possible employees for achieving the turnover targets.
The overall purpose of recruitment is to increase the pool of qualified applicants and decrease the pool of unqualified applicants.

C

Which of the following is an example of a solid employee referral program?

A. Nails & Hammer Inc., honors one employee with "The best employee-recruiter" tag every three months.

B. Fish & Foods Co. has a standardized referral program to fit all jobs.

C. Alpha & Beta Inc., maintains its referral program discretely and employees are let in only when necessary.

D. Marie Foods Co. tracks from where and whom the best referrals come, thus identifying employees who are natural recruiters and offering them special payments.

E. Derb & Len LLC approaches its employees for referrals only when there is a staff shortage.

D

Fred, a manager at Marbles and Co., one of the fastest growing toy manufacturers, is looking to recruit a new operations manager via the Internet. He uses Facebook, a social networking Website, to recruit Rebecca who is a friend of Fred's sister, Linda, on Facebook. This is an example of a(n):

A. weak tie.

B. referral.

C. structured interview.

D. involuntary turnover.

E. unstructured interview.

A

Which of the following statements is true about recruiters in an organization?

A. They are very familiar with the job as they work in the future job incumbent's immediate environment.

B. They fulfill an important role by sourcing candidates and saving managers' time and efforts.

C. They are not relied upon by applicants because applicants do not consider recruiters' information as valid in determining the job fit.

D. They make inferences about the candidates' abilities solely from résumés, which are always right.

E. They reduce future turnover by providing applicants more accurate information than managers.

B

Which of the following statements is true about realistic job previews (RJPs)?

A. RJPs presented to applicants after hiring are associated with low turnover.

B. Applicants who do not receive RJPs always drop out of the selection process.

C. Pre-hire RJPs are associated with increased job performance.

D. Handing applicants RJPs in a brochure form with job description are more effective than verbal RJPs.

E. RJPs increase the job acceptance rate among applicants with no prior exposure to the job.

E

Which of the following statements is true about the guidelines concerning methods and assessment in an effective selection process?

A. Firstly, the manager should define what not to do in the job.

B. The manager must identify the one method that is appropriate for all jobs and use it.

C. Reliable and valid methods must be employed to predict future job success.

D. Form a strong, immediate opinion and take prompt action.

E. The manager must go along with conventional wisdom.

C

_____ is the degree to which a selection method avoids adverse impact.

A. Fairness

B. Feasibility

C. Face validity

D. Validity

E. Reliability

A

_____ is the degree to which the selection method can reasonably be employed in different situations, and its overall cost.

A. Fairness

B. Feasibility

C. Face validity

D. Validity

E. Reliability

B

Which of the following statements is true about interviews?

A. Unstructured interviews are the most valid predictors of performance.

B. Interviews do not measure interpersonal skills.

C. Structured interviews involve the interviewer and applicant having an unscripted conversation.

D. Interviews can be effective tools for predicting future job success.

E. All interviews are a single standardized process and they do not distinguish between types.

D

(n) _____ interview involves the interviewer following a script specifically designed to target certain KSAs required for the job.

A. screening

B. nondirective

C. panel

D. unstructured

E. structured

E

Maria, a manager at Forum Inc., is expecting a candidate for a face-to-face interview. Maria has some general topics in mind that she wishes to cover with the candidate, but there is no predetermined order to the questions. What interview method is Maria using?

A. Panel

B. Sequential

C. Unstructured

D. Screening

E. Structured

C

John is having a face-to-face interview with Rebecca, the candidate. He gives her a hypothetical scenario and asks her how she would likely behave under those circumstances. What interview method is John using?

A. Behavioral

B. Nondirective

C. Psychological

D. Situational

E. Panel

D

____________ interviews include questions that ask candidates to recount actual instances from their past work or relevant experiences relative to the job at hand.

A. Behavioral

B. Nondirective

C. Psychological

D. Situational

E. Unstructured

A

Which of the following statements is true about performance tests?

A. It measures a person's ability to learn and acquire intellectual skills.

B. It is one in which applicants must demonstrate their capabilities for the job by doing something.

C. It attempts to objectively measure aspects of the candidate's physical ability or personality.

D. It detects and predicts deviant behaviors on the job.

E. It is one in which aspects like leadership, teamwork skills, extraversion, and creativity are tested.

B

Which of the following is an example of a performance test?

A. Cognitive ability test

B. Overt integrity test

C. Work sample

D. Personality-based integrity test

E. Psychometric test

C

Gerald, a manager at Lift & Drop Inc., wants to test an applicant's capability for a job by creating a work sample. Gerald picks out two essential tasks from the job description and defines what results the tasks have to yield. Which of the following is the next step?

A. Using information from the job description.

B. Combining an overt integrity test into the work sample.

C. Merging the work sample with a cognitive ability test.

D. Supervising the applicant's performance in the work sample.

E. Providing the applicant with a practical setting to perform the work sample.

E

Defining performance is:

A. picking essential job tasks from the job description.

B. providing the candidate with the most practical setting to perform the tasks.

C. collecting work samples that mimic a day in the life of the manager.

D. determining what results a candidate needs to obtain on the job tasks.

E. judging the candidate on the basis of subtle biases like gender, race, and other similarities.

D

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

A. general mental ability

B. overt integrity

C. work sample

D. personality-based integrity

E. psychometric
Cognitive ability or General Mental Ability tests measure a person's ability to learn and acquire cognitive skills, including verbal, mathematical, spatial, and logical reasoning. It is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

A

Integrity tests are those that:

A. measure a person's ability to learn and acquire intellectual skills.

B. detect and predict deviant behaviors of candidates on the job.

C. test the applicant's capability for doing a particular job.

D. attempt to objectively measure aspects of the candidate's physical ability or personality.

E. test aspects like leadership, teamwork skills, extraversion, and creativity.

B

During an interview, Graham asks the applicant, Jack, "Do you believe you are too honest to steal at work?" What test is Graham using?

A. Personality-based integrity test

B. General mental ability test

C. Psychometric test

D. Overt integrity test

E. Simulation test

D

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

A. Dysfunctional

B. Unavoidable

C. Involuntary

D. Functional

E. Avoidable

C

With regard to the relationship between satisfaction and job aspects for different performance levels, _____ are least satisfied compared to other categories of performers with respect to learning new skills.

A. high-performing quitters

B. low-performing quitters

C. high-performing stayers

D. low-performing stayers

E. average performers

A

What are the 4 steps of selecting the right candidates?

What are the 4 steps in the recruitment process?

What are the steps in selecting employee?

What are the criteria for selecting the right candidate?