Filters
Question type
Study Flashcards

Kevin had a great résumé and a glowing recommendation from his previous employer. Impressed by his qualifications and expertise, Electron Co. hired him for the position of quality analyst. However, he engaged in blatant sexual harassment at Electron after a couple of weeks on the job. During its investigation of the harassment, Electron learned that Kevin had been fired for sexual harassment at his previous employer. If the management of Electron wanted to hold Kevin's previous employer accountable, they could sue the company for


A) misrepresentation.
B) fraud.
C) defamation.
D) negligence.
E) embezzlement.

F) All of the above
G) B) and C)

Correct Answer

verifed

verified

Interviewing is considered the most accurate basis for making a selection decision.

A) True
B) False

Correct Answer

verifed

verified

Robin is a human resource manager at Techtronic, a software company. She receives a call from an HR manager at another software company asking about Megan, a software engineer who used to work at Techtronic and has applied for a job at the caller's company. Robin checks the company's records and sees that a coworker had accused Megan of racial discrimination, but an investigation did not turn up any evidence to support the charge. Megan left the company two months later, saying she was no longer comfortable there. Robin is concerned about sharing the details of this situation with the caller. If telling the information to the caller leads to the other company not hiring Megan, what potentially unlawful behavior could Megan accuse Techtronic of engaging in?


A) misappropriation
B) fraud
C) misrepresentation
D) defamation
E) negligence

F) C) and E)
G) A) and B)

Correct Answer

verifed

verified

Which of the following exemplifies the best use of utility for a selection procedure?


A) Tina's Treats, a suburban diner, spends a lot of time and money recruiting a server.
B) A local gas station has a recruitment procedure that spans four months for the position of a cashier.
C) Fritter Corp., an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO.
D) Car Care, a local car wash, employs a three-month-long selection procedure for hiring one of its operators.
E) Buffington High School conducts several rounds of interviews to recruit a maintenance worker.

F) C) and D)
G) A) and D)

Correct Answer

verifed

verified

Parton Co. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) ________ interview.


A) behavior description
B) in-basket
C) situational
D) exit
E) panel

F) A) and E)
G) B) and E)

Correct Answer

verifed

verified

During interviews for a sales position at Greggor Corp., the interviewer asks each candidate to imagine a situation where a customer e-mails to report that products were damaged during delivery from Greggor Corp. The interviewer then asks each candidate what he or she would do to handle this situation. This is an example of a(n) ________ interview.


A) behavior description
B) situational
C) computerized
D) exit
E) in-basket

F) A) and B)
G) C) and E)

Correct Answer

verifed

verified

To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic?


A) predictive validation
B) concurrent validation
C) content validation
D) construct validation
E) diagnostic validation

F) C) and E)
G) A) and B)

Correct Answer

verifed

verified

Which measure of validity is based on showing a substantial correlation between test scores and job performance scores?


A) criterion-related validity
B) diagnostic validity
C) content validity
D) convergent validity
E) construct validity

F) A) and C)
G) B) and E)

Correct Answer

verifed

verified

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.

A) True
B) False

Correct Answer

verifed

verified

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

A) True
B) False

Correct Answer

verifed

verified

What is a requirement under the Immigration Reform and Control Act of 1986?


A) Employers must verify and maintain records on the legal rights of applicants to work in the United States.
B) Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years.
C) Employers must pay lower wages to immigrant workers.
D) Employers must verify the legal age of employees who do not hold American citizenship.
E) Employers must ask a potential employee's religion.

F) D) and E)
G) A) and D)

Correct Answer

verifed

verified

Identify the detail that can be asked in an application form to gather information about suitable candidates.


A) marital status
B) history of disabilities
C) number of children
D) educational background
E) applicant's race

F) C) and D)
G) B) and E)

Correct Answer

verifed

verified

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

A) True
B) False

Correct Answer

verifed

verified

Identify the limitation of cognitive ability tests.


A) lack of validity of the tests for complex jobs
B) lack of reliable and commercially available tests
C) legal issues related to administering the tests
D) lack of validity of the tests for those jobs that require adaptability
E) relatively high cost of the tests

F) B) and C)
G) A) and E)

Correct Answer

verifed

verified

Aptitude tests assess a person's existing knowledge and skills.

A) True
B) False

Correct Answer

verifed

verified

What is true about medical examinations of job candidates?


A) Medical examinations may not be related to job requirements.
B) Medical examinations are conducted upon the receipt of a candidate's résumé.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after a candidate has been given a job offer.

F) A) and E)
G) None of the above

Correct Answer

verifed

verified

Automated systems always ensure that all highly qualified candidates are included in the selection process.

A) True
B) False

Correct Answer

verifed

verified

Identify the correct statement regarding predictive validation.


A) It is the least effective method of measuring validity.
B) It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C) It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance.
D) It is the quickest and easiest method compared to other ways of measuring validity.
E) Its scores are influenced by applicants' job experiences.

F) A) and B)
G) D) and E)

Correct Answer

verifed

verified

What are the two broad categories of employment tests?

Correct Answer

verifed

verified

1. Aptitude tests: These assess how well...

View Answer

Under equal employment opportunity laws, if an employer uses an interview process that eliminates most candidates who are black or Hispanic, the employer must show that the method is necessary for selecting candidates who project the right brand image.

A) True
B) False

Correct Answer

verifed

verified

Showing 41 - 60 of 105

Related Exams

Exam 1

Managing Human Resources

107 Questions

Exam 2

Trends in Human Resource Management

110 Questions

Exam 3

Providing Equal Employment Opportunity and a Safe Workplace

108 Questions

Exam 4

Analyzing Work and Designing Jobs

105 Questions

Exam 5

Planning for and Recruiting Human Resources

109 Questions

Exam 7

Training Employees

120 Questions

Exam 8

Developing Employees for Future Success

105 Questions

Exam 9

Creating and Maintaining High-Performance Organizations

122 Questions

Exam 10

Managing Employees Performance

105 Questions

Exam 11

Separating and Retaining Employees

125 Questions

Exam 12

Establishing a Pay Structure

107 Questions

Exam 13

Recognizing Employee Contributions With Pay

118 Questions

Exam 14

Providing Employee Benefits

109 Questions

Exam 15

Collective Bargaining and Labor Relations

106 Questions

Exam 16

Managing Human Resources Globally

104 Questions

Show Answer