Test Bank with Answers – Chapter 4 Testing and Selecting Employees 6e

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A Framework for Human Resource Management, 6e (Dessler)

Chapter 4 Testing and Selecting Employees

1) Hiring workers who have criminal backgrounds without proper safeguards is considered ________.

A) improper hiring

B) negligent hiring

C) appropriate depending upon the job

D) negligent intent

Diff: 2 Page Ref: 111

Objective: Chapter objective 1

2) By some estimates ________ percent of employees have stolen form their employers.

A) 75

B) 80

C) 26

D) 49

Diff: 1 Page Ref: 122

Objective: Chapter objective 1

3) Careful testing and screening leads to ________.

A) improved employee performance

B) improved organizational performance

C) improved motivation among all including those who were not hired

D) A and B only

Diff: 1 Page Ref: 122

Objective: Chapter objective 1

4) Which of the following is not a type of personnel test?

A) ACO

B) cognitive abilities

C) motor and physical abilities

D) interest inventories

Diff: 2 Page Ref: 111

Objective: Chapter objective 2

5) XWZ company uses a projective personality test on James. Subsequently James is denied employment. James can ________.

A) be angry but nothing else

B) claim the results were false

C) claim the results violate the ADA

D) B and C only

Diff: 1 Page Ref: 110-111

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

6) Which of the following is not a "big five" personality dimension?

A) inwardness

B) extroversion

C) agreeableness

D) conscientiousness

Diff: 2 Page Ref: 114

Objective: Chapter objective 2

7) Which of the following is not an aspect of intercultural adaptability?

A) supervisory management

B) perception management

C) relationship management

D) self management

Diff: 2 Page Ref: 115

Objective: Chapter objective 2

8) The leaderless group discussion is part of the ________.

A) management assessment center

B) personality test battery

C) Wonderlic test

D) none of the above

Diff: 2 Page Ref: 117

Objective: Chapter objective 2

9) A(n) ________ is a procedure designed to solicit information from a person's oral responses to oral inquiries.

A) interview

B) presentation

C) prospectus

D) invigilation

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

10) Which of the following is not a common interviewing mistake?

A) snap judgments

B) negative emphasis

C) attractiveness of candidate

D) all of the above

Diff: 2 Page Ref: 123-124

Objective: Chapter objective 3

11) Which of the following is a question that disabled persons would like interviewers to ask during the interview?

A) Is there any kind of setting or special equipment that would facilitate the interview process for you?

B) Provide an example of how you would use technology to carry out your job duties?

C) Other than technology, what other kind of support did you have in previous jobs?

D) all of the above

Diff: 2 Page Ref: 125

Objective: Chapter objective 3

12) Interviews should begin by ________.

A) establishing rapport

B) jumping right into the heart of the matter

C) highlighting what the interview will be doing

D) explaining the qualifications of the interviewer

Diff: 2 Page Ref: 126

Objective: Chapter objective 3

13) Which of the following is recommended regarding interviewing questions?

A) ask open-ended questions

B) ask questions that can be answered yes or no

C) put words into the applicant's mouth to try to trip them up

D) B and C only

Diff: 2 Page Ref: 126-127

Objective: Chapter objective 3

14) What percentage of HR managers report checking applicants' background?

A) 82

B) 80

C) 75

D) 68

Diff: 1 Page Ref: 128

Objective: Chapter objective 4

15) Which of the following is a commonly verified background area?

A) legal eligibility for employment

B) dates of prior employment

C) military service

D) all of the above

Diff: 1 Page Ref: 129

Objective: Chapter objective 4

16) What is the first thing you should do to make reference checking more productive?

A) have the candidate sign a release authorizing the background check

B) get two forms of identification and make applicants fill out job applications

C) use a structured reference checking form

D) use references provided by the applicant as a source of other references

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

17) What is the second thing you should do to make reference checking more productive?

A) have the candidate sign a release authorizing the background check

B) get two forms of identification and make applicants fill out job applications

C) use a structured reference checking form

D) use references provided by the applicant as a source of other references

Diff: 2 Page Ref: 130

Objective: Chapter objective 4

18) What is the third thing you should do to make reference checking more productive?

A) have the candidate sign a release authorizing the background check

B) get two forms of identification and make applicants fill out job applications

C) use a structured reference checking form

D) use references provided by the applicant as a source of other references

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

19) Which assessment method has a high content validity?

A) cognitive ability tests

B) personality tests

C) structured interviews

D) job knowledge tests

Diff: 3 Page Ref: 108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 4

20) Which assessment method that Dial Corp. used was shown to have a high adverse impact?

A) cognitive ability tests

B) job knowledge tests

C) structured interviews

D) strength tests

Diff: 3 Page Ref: 110

Skill: AACSB: Analytical Skills

Objective: Chapter objective 4

21) Which assessment method can be conducted one-on-one or with a panel?

A) cognitive ability tests

B) job knowledge tests

C) structured interviews

D) all of the above

Diff: 3 Page Ref: 121

Skill: AACSB: Analytical Skills

Objective: Chapter objective 4

22) What is the fourth thing you should do to make reference checking more productive?

A) have the candidate sign a release authorizing the background check

B) get two forms of identification and make applicants fill out job applications

C) use a structured reference checking form

D) use references provided by the applicant as a source of other references

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

23) Which of the following is an example of a reliable test?

A) one that yields consistent scores when a person takes two alternate forms of the test

B) one that yields one score on a test and a different, but better score on the same test taken on a different occasion

C) one that yields different scores from two different people taking the test on different occasions

D) one that includes questions that are not repetitive in any way

Diff: 3 Page Ref: 107-108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

24) If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is ________.

A) valid

B) reliable

C) unreliable

D) inconsistent

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

25) If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is ________.

A) valid

B) invalid

C) reliable

D) unreliable

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

26) ________ is used as an estimate of reliability when one administers the same test to the same people at two different points in time and then compares the test scores at time 2 with the scores at time 1.

A) Equivalent form estimate

B) Retest estimate

C) Internal consistency

D) Criterion validity

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

27) Which of the following describes using a retest estimate to assess reliability?

A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1

B) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

C) administer different tests to different people and compare test scores of the different people

D) administer a test with content based on what a person actually needs to know to do the job in question well

Diff: 3 Page Ref: 108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

28) ________ is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

A) Equivalent form estimate

B) Retest estimate

C) Internal comparison estimate

D) Criterion validity

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

29) ________ is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together.

A) Equivalent form estimate

B) Retest estimate

C) Internal consistency

D) Internal comparison estimate

Diff: 3 Page Ref: 108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

30) When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

A) retest estimate

B) internal consistency

C) equivalent form

D) criterion validity

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

31) Which of the following describes using an equivalent form estimate to assess reliability?

A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1

B) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

C) administer two tests deemed the same by experts and then compare participants' test scores for test one and test two

D) different tests to different people and compare test scores of the different people

Diff: 3 Page Ref: 108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

32) Which of the following describes using an internal comparison estimate to assess reliability?

A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1

B) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

C) administer different tests to different people and compare test scores of the different people

D) administer a test with content based on what a person actually needs to know to do the job in question well

Diff: 3 Page Ref: 108

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

33) Which of the following is not a reason that a test might be unreliable?

A) questions may not represent material

B) testing conditions could vary

C) the test may not predict actual performance

D) all are reasons for unreliable tests

Diff: 3 Page Ref: 107-108

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 1

34) The first step in the validation process is to ________.

A) choose the tests to measure attributes of job

B) analyze the job

C) administer tests

D) cross-validate

Diff: 1 Page Ref: 110

Objective: Chapter objective 1

35) The second step in the validation process is to ________.

A) choose the tests to measure attributes of job

B) analyze the job

C) relate test scores and job criteria

D) cross-validate

Diff: 1 Page Ref: 110

Objective: Chapter objective 1

36) The final step in the validation process is to ________.

A) choose the tests to measure attributes of job

B) analyze the job

C) relate test scores and job criteria

D) cross-validate

Diff: 1 Page Ref: 110

Objective: Chapter objective 1

37) Which of the following tasks is not part of demonstrating content validity?

A) demonstrating that the tasks a person performs on the test are represent the tasks performed on the job

B) demonstrating that the tasks on the test are a random sample of tasks performed on the job

C) demonstrating the conditions under which the person takes the test resemble the work situation

D) demonstrating that the scores on the test are a good predictor of criterion like job performance

Diff: 3 Page Ref: 108

Objective: Chapter objective 1

38) Which of the following rights do test takers have under the American Psychological Association's standard for educational and psychological tests?

A) the right to confidentiality of test results

B) the right to informed consent

C) the right to expect that only qualified people will have access to the scores

D) all of the above

Diff: 2 Page Ref: 111

Objective: Chapter objective 2

39) ________ tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

A) Personality

B) Achievement

C) Cognitive

D) Physical ability

Diff: 1 Page Ref: 112

Objective: Chapter objective 2

40) Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called ________.

A) aptitude tests

B) intelligence tests

C) achievement tests

D) comprehensive tests

Diff: 1 Page Ref: 112

Objective: Chapter objective 2

41) Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using ________ tests.

A) personality

B) motor and physical abilities

C) achievement

D) comprehensive

Diff: 2 Page Ref: 113

Objective: Chapter objective 2

42) ________ tests include tests like finger dexterity, manual dexterity, and reaction time.

A) Motor ability

B) Personality

C) Achievement

D) Interest

Diff: 1 Page Ref: 113

Objective: Chapter objective 2

43) ________ tests measure a person's level of introversion, stability, and motivation.

A) Motor ability

B) Personality

C) Achievement

D) Cognitive

Diff: 1 Page Ref: 114

Objective: Chapter objective 2

44) A ________ is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.

A) work sampling event

B) video-based situational testing

C) management assessment center

D) retreat

Diff: 2 Page Ref: 117

Objective: Chapter objective 2

45) Typical simulated exercises used in management assessment centers include all of the following except

A) the in basket

B) leaderless group discussion

C) tests of motor abilities

D) interviews

Diff: 2 Page Ref: 117

Objective: Chapter objective 2

46) Employers may conduct background investigations and reference checks to verify a candidate's ________.

A) age

B) marital status

C) legal eligibility

D) all of the above

Diff: 2 Page Ref: 128

Objective: Chapter objective 4

47) Which of the following is not usually verified by an employer prior to hiring a job candidate?

A) legal eligibility for employment

B) age

C) credit ratings

D) motor vehicle record

Diff: 2 Page Ref: 129

Objective: Chapter objective 4

48) What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

A) personality tests

B) interest inventories

C) honesty tests

D) graphology

Diff: 2 Page Ref: 132

Objective: Chapter objective 4

49) Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except

A) polygraph tests

B) credit checks

C) background checks

D) honesty tests

Diff: 3 Page Ref: 132

Objective: Chapter objective 4

50) Graphology, a tool for assessing basic personality traits, is also called ________.

A) numerology

B) astrology

C) handwriting analysis

D) polygraph output assessment

Diff: 2 Page Ref: 132

Objective: Chapter objective 4

51) The ________ is considered by many to be the most important screening tool.

A) telephone reference

B) reference letter

C) selection interview

D) management assessment center

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

52) A(n) ________ is a procedure designed to obtain information from a person through oral responses to oral inquiries.

A) writing test

B) work sample simulation

C) interview

D) reference check

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

53) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a(n) ________ interview.

A) selection

B) appraisal

C) exit

D) structured

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

54) What type of question is "Tell me about a time when you worked successfully in a team environment"?

A) situational

B) behavioral

C) stress

D) puzzle

Diff: 2 Page Ref: 118

Objective: Chapter objective 3

55) Which of the following statements is an example of a situational question?

A) "Tell me about a time you showed leadership in a difficult situation."

B) "How have you handled ethical dilemmas in the past?"

C) "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?"

D) "In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Tell me how you handled the situation."

Diff: 2 Page Ref: 118

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

56) What type of question is "Imagine that you have just been assigned the task of winning the business of our competition's biggest client. How would you proceed?"

A) situational

B) behavioral

C) puzzle

D) directive

Diff: 2 Page Ref: 118

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

57) In a mass interview, a team of interviewers interviews the candidate in a ________ fashion.

A) serial

B) sequential

C) panel

D) systematic

Diff: 2 Page Ref: 121

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

58) Dr. Ross is interviewing for a position as Assistant Professor of Human Resource Management. His interview is conducted by a team of other faculty members in the department who interview him simultaneously and then combine their ratings into one score. This is an example of a ________ interview.

A) serial

B) panel

C) sequential

D) mass

Diff: 2 Page Ref: 121

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

59) The team holding the interviews for new auditors is behind in its recruiting quota. The team is most likely to rate the applicants ________ in this situation.

A) positively

B) neutrally

C) unacceptable

D) There is not enough information to determine.

Diff: 3 Page Ref: 123

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

60) Based on interviewer assessments of attractiveness and gender, which of the following would most likely receive the highest rating for an executive level position?

A) an attractive woman

B) an attractive man

C) an unattractive woman

D) There are no such biases based on attractiveness and gender.

Diff: 3 Page Ref: 124

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

61) Consider the question: "Suppose you saw a co-worker who was not following standard work procedures. The co-worker claimed that the new procedure was better. What would you do?" What type of question is this?

A) background question

B) past behavior question

C) situational question

D) job knowledge question

Diff: 2 Page Ref: 118

Objective: Chapter objective 3

62) Consider the question: "Can you provide an example of a specific instance where you provided leadership in a difficult situation?" What type of question is this?

A) background question

B) behavioral question

C) situational question

D) structured question

Diff: 2 Page Ref: 118

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

63) Consider the question: "What work experience do you have in marketing and sales?" What type of question is this?

A) background question

B) behavioral question

C) situational question

D) job knowledge question

Diff: 2 Page Ref: 118

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

64) Consider the question: "What factors should be considered when developing a customer database?" What type of question is this?

A) background question

B) past behavior question

C) situational question

D) job knowledge question

Diff: 2 Page Ref: 118

Objective: Chapter objective 3

65) The interview is the most widely used personnel selection procedure.

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

66) Most interviews are one-on-one.

Diff: 1 Page Ref: 121

Objective: Chapter objective 3

67) Effective selection depends to a large degree on the concept of validity but not reliability.

Diff: 2 Page Ref: 107

Objective: Chapter objective 1

68) A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

Diff: 1 Page Ref: 108

Objective: Chapter objective 1

69) An internal comparison estimate measures internal consistency.

Diff: 1 Page Ref: 108

Objective: Chapter objective 1

70) Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

71) Test validity answers the question, "Does this test measure what it's supposed to measure?"

Diff: 1 Page Ref: 108

Objective: Chapter objective 1

72) Reliability confirms that one is measuring what one intends to measure.

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

73) Validity confirms that one is measuring something consistently.

Diff: 2 Page Ref: 108

Objective: Chapter objective 1

74) There are six steps in the validation process beginning with analyze the job and concluding with revalidation.

Diff: 1 Page Ref: 110

Objective: Chapter objective 1

75) Criterion validity emphasizes judgment.

Diff: 1 Page Ref: 108

Objective: Chapter objective 1

76) Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Diff: 2 Page Ref: 109

Objective: Chapter objective 1

77) Avoiding negligent hiring claims requires taking every single precaution possible.

Diff: 1 Page Ref: 111

Objective: Chapter objective 1

78) Lower level workers such as clerks are cheap to hire.

Diff: 1 Page Ref: 107

Objective: Chapter objective 1

79) A minority of HR managers check applicants' backgrounds.

Diff: 1 Page Ref: 128

Objective: Chapter objective 4

80) Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.

Diff: 2 Page Ref: 114

Objective: Chapter objective 2

81) Rejected applicants who receive bad references could sue the source of a reference for defamation of character.

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

82) First impressions created from candidate application forms and personal appearance can affect interviewer ratings of candidates.

Diff: 1 Page Ref: 123

Objective: Chapter objective 3

83) Reliability is not a concern regarding a test's validity.

Diff: 1 Page Ref: 107-108

Objective: Chapter objective 1

84) Interest inventories compare one's interests with those of people in various occupations.

Diff: 1 Page Ref: 115

Objective: Chapter objective 2

85) Industrial psychologists often study the "big seven" personality dimensions.

Diff: 2 Page Ref: 114

Objective: Chapter objective 2

86) Although personality tests are used quite frequently they are not reliable.

Diff: 2 Page Ref: 114

Objective: Chapter objective 2

87) Achievement tests measures what a person has learned.

Diff: 2 Page Ref: 115

Objective: Chapter objective 2

88) Computerized and online testing can only be done with esoteric-non-conventional tests.

Diff: 2 Page Ref: 115

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

89) The in-basket exercise is a personality test exercise.

Diff: 2 Page Ref: 117

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

90) Projective personality tests allow for rejected candidates to claim the results violate the American with Disabilities Act.

Diff: 1 Page Ref: 114

Objective: Chapter objective 2

91) A structured interview is the only kind that is allowed organizations.

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

92) Structured interviews are more reliable than unstructured ones.

Diff: 1 Page Ref: 122

Objective: Chapter objective 3

93) In an interview, according to one researcher, you have lots of time to make an impression on the interviewer.

Diff: 1 Page Ref: 123

Objective: Chapter objective 3

94) Behavioral interview questions focus on future behavior.

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

95) Interview panels that have racially balanced composition rated white applicants higher across all panel members.

Diff: 3 Page Ref: 124

Objective: Chapter objective 3

96) In an interview it is recommend that you begin the interview by jumping right in to the crux of the matter.

Diff: 3 Page Ref: 126

Objective: Chapter objective 3

97) Jane follows John in an interview session. John is a particularly inept individual who is nervous and comes across poorly. Jane is more likely to be perceived in a positive light.

Diff: 1 Page Ref: 123

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

98) The position that you are looking to fill should guide the depth of background checks that you do.

Diff: 1 Page Ref: 129

Objective: Chapter objective 4

99) The polygraph is the only honesty test available to employers.

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

100) What problems are associated with drug testing?

Diff: 1 Page Ref: 133

Skill: AACSB: Communication

Objective: Chapter objective 4

101) Graphology's validity is undeniable.

Diff: 2 Page Ref: 132

Objective: Chapter objective 4

102) Drug tests always correlate closely with impairment levels.

Diff: 2 Page Ref: 133

Objective: Chapter objective 4

103) Handwriting analysis is used to predict personality traits.

Diff: 1 Page Ref: 132

Objective: Chapter objective 4

104) A polygraph measures physiological changes in the human body and is used to detect lies.

Diff: 1 Page Ref: 130

Objective: Chapter objective 4

105) You should not have the candidate sign a release for background checking so as not to alert him/her that you will be checking.

Diff: 2 Page Ref: 130

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

106) Nonverbal behavior can affect applicant's rating in an interview.

Diff: 1 Page Ref: 124

Objective: Chapter objective 3

107) Behavioral interview questions focus on past situations.

Diff: 1 Page Ref: 118

Objective: Chapter objective 3

108) Why is careful selection important?

Diff: 1 Page Ref: 107

Skill: AACSB: Communication

Objective: Chapter objective 1

109) What is an achievement Test? Give an example.

Diff: 2 Page Ref: 115

Objective: Chapter objective 2

110) What is a management assessment center?

Diff: 1 Page Ref: 117

Objective: Chapter objective 2

111) Explain two basic types of interviews.

Diff: 1 Page Ref: 118

Skill: AACSB: Communication

Objective: Chapter objective 3

112) List and explain two basic interview types. Explain which one might be better.

Diff: 2 Page Ref: 118

Skill: AACSB: Communication

Objective: Chapter objective 3

113) List 3 dos for interviews.

Diff: 1 Page Ref: 125-126

Skill: AACSB: Communication

Objective: Chapter objective 3

114) List and describe two types of validity.

Diff: 1 Page Ref: 108-109

Skill: AACSB: Communication

Objective: Chapter objective 1

115) What is reliability?

Diff: 1 Page Ref: 107-108

Skill: AACSB: Communication

Objective: Chapter objective 1

116) List the steps needed to validate a test.

Diff: 1 Page Ref: 110

Objective: Chapter objective 1

117) Once a candidate allows a company to use a test the test taker gives up all rights.

Diff: 1 Page Ref: 111

Objective: Chapter objective 1

118) What is negligent hiring?

Diff: 1 Page Ref: 107

Skill: AACSB: Communication

Objective: Chapter objective 1

119) Screening can help dysfunctional behaviors at work.

Diff: 1 Page Ref: 107

Objective: Chapter objective 1

120) How do nonverbal behaviors and impression management affect interviewer ratings of candidates?

Diff: 2 Page Ref: 124

Skill: AACSB: Communication

Objective: Chapter objective 3

121) Why is it important to select the right employees for a position?

Diff: 1 Page Ref: 107

Skill: AACSB: Communication

Objective: Chapter objective 1

122) How can employers protect themselves against claims of negligent hiring?

Employers can take the following steps to protect themselves against claims of negligent hiring.

• Carefully scrutinize all information supplied by the applicant on the employment application.

• Get the applicant's written authorization for reference checks and check those references carefully.

• Save all records and information you obtain about the applicant.

• Reject applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question.

• Keep in mind the need to balance the applicant's privacy rights with others' "need to know" when damaging information is discovered.

• Take immediate disciplinary action if problems develop.

Diff: 2 Page Ref: 107

Objective: Chapter objective 1

123) Describe the two main ways to demonstrate a test's validity in employment testing.

Diff: 2 Page Ref: 108-109

Objective: Chapter objective 1

124) Explain the five steps in the validation process.

Diff: 2 Page Ref: 110

Objective: Chapter objective 1

125) What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Diff: 1 Page Ref: 117

Objective: Chapter objective 2