56. Use of an assessment center:
a) should allow only personnel from HR to observe candidates
b) should be used for all types of positions in all types of organizations
c) provides multiple work samples for complex jobs such as manager
d) involves very little cost for the organization
57. Application forms and resumes usually do NOT contain the following:
a) contact information such as address and phone number
b) education achieved
c) work experience
d) marital status
58. Application forms and resumes:
a) are expensive to use
b) collect data with no potential for adverse impact
c) are frequently used as early screening devices
d) cannot capture data to demonstrate potential or fit
59. Biographical data or biodata measures:
a) can be indicators of physical and mental ability
b) should not be used as indicators of interpersonal skill or leadership
c) have only been in use recently
d) are weak predictors of success in sales jobs
60. The work experience of candidates:
a) correlates negatively with compensation an employer must offer
b) correlates positively with performance of candidates selected
c) should be considered when using weighted selection criteria
d) primarily relates to job-fit
61. The use of biographical data (biodata) for selection is most effective when:
a) the data is reviewed by a supervisor
b) questions are verifiable and job related
c) Human Resources is the only level of review
d) a scoring key is not used
62. Reference checking:
a) is not used very frequently
b) is a highly reliable selection method
c) is not generally a valid selection method
d) is an easy means to learn important information about a candidate
63. Reference checking:
a) is not commonly used any longer
b) has high validity as a selection method
c) is fraught with legal issues for the reference and the prospective employer
d) should always be conducted by Human Resource Managers
64. Which of the following could constitute negligent hiring?
a) a school district’s hiring process includes reviewing applicants’ driving records. A driver is hired after it is disclosed that he had a number of recent unpaid parking tickets. The bus driver has an accident after a year of employment.
b) a sales person is hired after a background check, reference check, and credit check that discloses no negative information. After a year of employment the sales person misrepresents your product warranty resulting in the loss of a major customer.
c) a cashier is hastily hired to fill an unexpected vacancy. After 8 months his performance is satisfactory.
d) a warehouse supervisor is hired based only upon a resume and the recommendation of a high-level manager. After 6 months an employee contacts law enforcement with a charge of sexual assault against the supervisor. After a thorough investigation, the supervisor is found guilty and it is determined that he also sexually harassed a number of support personnel. A news article about the conviction describes the criminal record of the supervisor including a prior rape conviction.
65. Which of the following is NOT true of interviewing as a selection tool?
a) the interview is the most frequently used selection method
b) the interview is useful for assessing applicants and for providing information to applicants
c) the interview is useful for selling the organization to candidates
d) interviews are most effective for determining if an applicant has a good job-fit