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Exam 6: Selecting Employees and Placing Them in Jobs

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Question 31

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

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Question 32

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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) C) and D)
G) D) and E)

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Question 33

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What is true about medical examinations of job candidates?

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?

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

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

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

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

Identify the limitation of cognitive ability tests.

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.

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

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

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

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

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

What are the two broad categories of employment tests?

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

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?

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

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.