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The process of selecting employees remains constant for all organizations and for all jobs.

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For what purpose do organizations typically review applicant résumés?


A) as a substitute for interviews
B) as a basis for deciding which candidates to investigate further
C) as a way to avoid the cost of administering tests related to job performance
D) as a way to control the content of the information and the way it is presented
E) as a way to obtain an objective source of information

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Which law requires employers to make "reasonable accommodation" to incapacitated individuals?


A) The Civil Rights Act of 1991
B) The Equal Employment Opportunity Act of 1988
C) The Americans with Disabilities Act of 1991
D) The Age Discrimination in Employment Act of 1967
E) The Fair Labor Standards Act of 1938

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Ross is being interviewed for an entry-level financial analyst position at a well-known asset management company. Ross is asked questions about the current state of the U.S. stock market, the current net worth of certain financial firms, and concepts such as IPOs and mergers from a set of predetermined questions that the interviewer has prepared. This is an example of a(n) ________ interview.


A) structured
B) in-basket
C) work-sample
D) exit
E) nondirective

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Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact personnel selection processes.

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The Civil Rights Act of 1991 places requ...

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Kate is the HR manager of Gunther Corp., a software company located in Chicago. She wants to establish the validity of a test designed for computer technicians using a predictive validation strategy. Accordingly, Kate must administer the test to


A) at least half the present computer technicians in Gunther Corp.
B) people doing similar jobs in other companies.
C) people applying for computer technician jobs in Gunther Corp.
D) only those computer technicians in Gunther Corp. who are performing at acceptable levels.
E) a random selection of computer technicians currently employed at Gunther Corp.

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Sarah, a manager at Energy Inc., conducts an interview with Matthew for a job as regional sales manager. During the course of the interview, she has Matthew take a test that assesses Matthew's integrity by asking him about his attitude toward shoplifting and his own experiences with shoplifting, if any. Which test is Sarah conducting?


A) exit test
B) paper-and-pencil honesty test
C) cognitive ability test
D) work sample test
E) in-basket test

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Lexie, a marketing manager, regularly interviews candidates for her team. Because Lexie is a people person, and her department is built on teamwork, when she interviews candidates for a job, she tries to get to know the candidates as people. She always begins by saying, "Tell me about yourself," and based on what the candidate says, she lets the conversation unfold for 30 to 60 minutes. How does this approach limit Lexie's effectiveness as an interviewer?


A) By always starting with the same question, she limits the creativity of the candidates.
B) By using this structured approach, she avoids asking the wrong questions.
C) This type of behavior description interview is too focused on behaviors, rather than teamwork.
D) Her method is a panel interview, which has a low validity for a department built on teamwork.
E) The wide latitude of these nondirective interviews can result in low reliability and often poor validity.

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Reliability answers the important question if one is measuring something that matters.

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Russell, the new human resource manager at RTL Inc., proposes using automated systems for screening résumés of applicants. Russell claims that automated systems are better than humans at picking the right profiles. Which statement weakens Russell's claim?


A) Automated systems might reject qualified people who didn't use the same keywords as the job description.
B) Automated systems reduce the pace of the selection process by a large margin.
C) Automated systems prevent candidates from knowing the status of their applications.
D) Automated systems do not help in matching résumés to the keywords in job requirements.
E) Automated systems refrain from replying to the candidates when their profiles are rejected.

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Sparkle Spin, a national appliance brand, recruited 15 people as brand managers. They all took a test as part of the recruitment process. Three months after the recruitment, their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors. Which method of research is exemplified in this scenario?


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

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What does a correlation of 0 mean?


A) a negative correlation
B) a positive correlation
C) a correlation where one number goes up and the other goes down
D) no correlation at all
E) an error in the correlation coefficients

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A correlation coefficient of -1.0 between two sets of numbers indicates


A) a complete lack of any correlation between the two sets.
B) that when one set of numbers goes up, so does the other set.
C) that when one set of numbers goes up, the other set goes down.
D) a positive correlation between the two sets.
E) an indefinite relationship between the two sets.

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A ________ interview allows interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience.


A) behavioral
B) situational
C) nondirective
D) structured
E) computerized

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The ________ of a type of measurement indicates how free that measurement is from random error.


A) reliability
B) validity
C) generalizability
D) utility
E) verifiability

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Christian is the HR manager of Pryor's Printing, a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. This scenario suggests that he wants to know if this test is a(n) ________ method.


A) substitutable
B) evaluative
C) practical
D) generalizable
E) nondirective

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In most organizations, the first step in the personnel selection process is


A) verifying the applicants' qualifications through reference and background checks.
B) negotiating with the employee regarding salary and benefits.
C) screening the applications to see which ones meet the basic requirements for the job.
D) administering tests and reviewing work samples to rate the candidates' abilities.
E) inviting candidates with the best abilities to the organization for one or more interviews.

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If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim ________, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.


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

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In general, the results of reference checks for job applicants will be most valid if employers


A) contact many references.
B) rely exclusively on the list provided by applicants.
C) avoid direct contact with references.
D) restrict contact with references through e-mails.
E) receive positive opinions about the applicants from their references.

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Which statement is true of selection decisions?


A) They should be a simple matter of whom the supervisor likes best.
B) They should be based on the amount of confidence observed in job candidates.
C) They should be based on which candidate best meets the requirements of the position.
D) They should be a simple matter of which candidate will take the lowest offer.
E) They should be based on motivation, not abilities.

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