Q&A Hero

Q: A selection model is compensatory if it requires applicants to achieve some minimum level of proficiency on all selection dimensions. a. True b. False

Q: The statistical approach to decision making is less objective than the clinical approach. a. True b. False

Q: The clinical approach to selection eliminates personal biases and stereotypes. a. True b. False

Q: In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses. a. True b. False

Q: It is much easier to measure what individuals can do than what they will do. a. True b. False

Q: Police, firefighting, and teaching areas appear to be more prone to discrimination litigation. a. True b. False

Q: Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions. a. True b. False

Q: Video interviews have the advantages of speed and cost effectiveness. a. True b. False

Q: HRM specialists have found that panel interviews lead to higher reliability andshorter decision-making periodthan one-to-one interviews. a. True b. False

Q: Behavioral description interviews appear to be more effective than situational interviews, especially for higher-level positions. a. True b. False

Q: Behavioral description interviews are based on hypothetical situations. a. True b. False

Q: Situational interviews ask the applicant how they would respond, while behavioral description interviews ask the applicant how they did respond. a. True b. False

Q: A situational interview asks the applicant what they actually did in a given situation. a. True b. False

Q: Data obtained from nondirective interviews are difficult to validate. a. True b. False

Q: "Tell me more about your experiences on your last job" is an example of a nondirective interview question. a. True b. False

Q: Employment interviews can serve as a public relations tool for employers. a. True b. False

Q: If a work sample test includes major job functions and predicts job success, it has construct validity. a. True b. False

Q: If a work sample test includes major job functions and predicts job success, it has content validity. a. True b. False

Q: Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis of the essential functions of the job. a. True b. False

Q: Physical ability tests tend to predict performance, accidents, and injuries. a. True b. False

Q: Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively. a. True b. False

Q: Openness to experience refers to the degree to which someone is insightful, creative, artistic, and curious. a. True b. False

Q: Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible. a. True b. False

Q: Personality tests measure such things as agreeableness, extroversion, and openness to experience. a. True b. False

Q: Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious. a. True b. False

Q: Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance across a variety of jobs. a. True b. False

Q: Based on the Privacy Act of 1974, individuals have a legal right to examine reference documentation about them. a. True b. False

Q: A pre-employment test is a subjective measure of behavior. a. True b. False

Q: It is inappropriate for an interviewer to ask men if they are married or have children. a. True b. False

Q: The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use. a. True b. False

Q: Legally, medical examinations can beadministered to an applicant before he or she has been made a conditional employment offer. a. True b. False

Q: Federal courts have significantly expanded the areas of questioning permitted during an interview. a. True b. False

Q: Most interviews take place in person. a. True b. False

Q: Sequential interviews are very common. a. True b. False

Q: Because of legislation prohibiting their use except in special occupations, use of lie detectors in private firms is extremely low. a. True b. False

Q: "Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices. a. True b. False

Q: In most instances, employers can legally use polygraph tests to screen applicants. a. True b. False

Q: Organizations should try to avoid using telephone reference checks because they are less reliable than written references. a. True b. False

Q: A behavioral description interview focuses on hypothetical situations. a. True b. False

Q: Structured interviews are less likely than nondirective interviews to be attacked in court. a. True b. False

Q: In highly structured interviews, the interviewer determines the course that the interview will follow as each question is asked. a. True b. False

Q: To protect themselves from hiring potentially bad employees, organizations are encouraged to ask job applicants about past arrests on biographical information blanks. a. True b. False

Q: A key advantage of accepting applicationsonline is that companies can recruit candidates and fill their job openings much faster. a. True b. False

Q: Most large companies accept applications online. a. True b. False

Q: Firms that operate in more than one state can easily develop one form to use in all locations. a. True b. False

Q: On application forms, questions about arrests are not permissible. a. True b. False

Q: Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant. a. True b. False

Q: Construct validity refers to the extent to which a selection tool measures a trait, such as intelligence and anxiety. a. True b. False

Q: Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity. a. True b. False

Q: Content validity is the most complicated type of validity to assess. a. True b. False

Q: The closer the content of the selection instrument is to actual work samples or behaviors, the greater its content validity. a. True b. False

Q: Interviewers should steer clear of issues such as age, race, marital status, and sexual orientation. a. True b. False

Q: According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes. a. True b. False

Q: The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers. a. True b. False

Q: A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data. a. True b. False

Q: Correlation (validity) coefficients range from 0.00 to 1.00. a. True b. False

Q: Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings. a. True b. False

Q: Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees. a. True b. False

Q: Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period. a. True b. False

Q: Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior. a. True b. False

Q: Validity refers to what a selection procedure measures and how well it measures it. a. True b. False

Q: If an organization's selection procedures yield comparable data over a period of time, the procedures are valid. a. True b. False

Q: Reliability refers to the extent to which two methods yield similar results but are not consistent with one another. a. True b. False

Q: Reliability refers to what a test or other selection procedure measures and how well it measures it. a. True b. False

Q: A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable. a. True b. False

Q: As more steps are generally required when filling positions externally, companies often try to hire within and advertise externally only as a last resort. a. True b. False

Q: The number of steps in the selection process and their sequence will vary, not only with the organization, but also with the type and level of jobs to be filled. a. True b. False

Q: While the overall selection process is the responsibility of the HR department, line managers often make the final decision about hiring personnel into their unit. a. True b. False

Q: Describe the first two stages of career development, and briefly describe what stages three through five have in common.

Q: Describe the basic conditions that must be present if a career development program has to be successful.

Q: A ____ occurs when a person has learned a job too well and is bored with day-to-day activities. a. life plateau b. content plateau c. structural plateau d. sabbatical plateau

Q: €According to the Attraction-Selection-Attrition (ASA) model, which of the following is NOT a reason for organizational inbreeding to occur? a. Attraction b. Appraisal c. Selection d. Attrition

Q: Private employment agencies: a. commonly recruit candidates for vacanies on a temporary basis. b. commonly charge the employer a fee. c. commonly specialize in providing services for a specific occupational area. d. commonly provide services only to college students.

Q: It is the responsibility of employees to identify their knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans. a. True b. False

Q: Most American clothing makers have outsourced or off-shored work because the quality of the items produced is much greater when manufactured outside the United States. a. True b. False

Q: What are common difficulties faced by dual-career couples?

Q: How can retirees participate in the work force? How can employers accommodate them?

Q: Career development programs often contain segments designed to further the advancement of special groups within an organization. Briefly discuss some of the ways employers can facilitate the career development of women.

Q: What are some of the guidelines to an employee seeking a mentor?

Q: Discuss some of the characteristics of a good mentor.