Human Resource Management V2.0 by Laura Portolese - Test Bank

Human Resource Management V2.0 by Laura Portolese – Test Bank

 

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Sample Questions Are Posted Below

 

Chapter 05

Selection

 

True/False Questions

 

Section One

 

1. The role of HRM is to define and guide managers in the selection process.

True; Easy

 

1. The first step of the selection process involves interviewing recruited candidates.

False; Easy

 

1. Some organizations perform drug tests in the stage of testing.

True; Easy

 

Section Two

 

1. In human resources, KSAOs refers to the knowledge, skills, abilities, and other personal characteristics that make a person successful on the job.

True; Easy

 

1. The reliability of a tool refers to how useful the tool is to measure a person’s attributes for a specific job opening.

False; Easy

 

1. A bidding process is undertaken to notify external candidates of open positions.

False; Easy

 

1. While recruiting, managers have to evaluate if a candidate is suited to the organization in terms of company culture and team culture.

True; Easy

 

1. Looking at the names of individuals before interviewing—which could have a negative impact on an interviewer’s perception about their age, race, or gender—is an example of disparate impact.

False; Moderate

 

Section Three

 

1. A meal interview is an unstructured interview.

True; Easy

 

1. A type of interview where the candidate is asked questions about what he or she actually did in a variety of given situations is a behavior description interview.

True; Easy

 

1. Cultural noise bias occurs when a candidate thinks he or she knows what the interviewer wants to hear, and answers the interview questions based on that assumption.

True; Easy

 

1. Interviewers do not require training on the interviewing process.

False; Easy

 

1. Interviewers are recommended to go beyond the criteria developed for the interview to understand the employee better.

False; Easy

 

Section Four

 

1. An aptitude test measures someone’s current knowledge.

False; Easy

 

1. Physical ability tests need to show direct correlation with the job duties.

True; Easy

 

1. Social networking sites are an effective method to see the kind of image the candidate portrays in his or her personal time.

True; Easy

 

1. A clinical selection approach involves all those who will be making the decision to hire a candidate.

True; Easy

 

1. The clinical approach provides more objectivity when compared to the statistical approach.

False; Easy

 

1. Under the compensatory model, only candidates with high (preset) scores go to the next stages of the selection process.

False; Easy

 

Section Five

 

1. It is recommended that no questions related to the candidate’s salary expectations be asked during the interview.

False; Easy

 

Multiple Choice Questions

 

Section One

 

1. The _____ process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.

1. orientation
2. recruitment
3. selection
4. training
5. retention

c; Easy

 

1. Which of the following is the first step in the selection process?

1. Making the offer
2. Application and resume review
3. Test administration
4. Interviewing
5. Criteria development

e; Easy

 

1. _____ is the process of determining the sources of information that will be used and how they will be scored during the interview.

1. Review of resumes
2. Criteria development
3. Testing
4. Reference checking
5. Behavior description

b; Easy

 

1. Which of the following steps precedes the final stage of making an offer in a selection process?

1. Test administration
2. Bidding for internal candidates
3. Interviewing
4. Criteria development
5. Application and resume review

a; Easy

 

Section Two

 

1. _____ software is readily available to scan all received résumés and select the ones that contain the keywords.

1. Résumé creating
2. Behavior sampling
3. Résumé parsing
4. Body language assessment
5. Work sampling

c; Easy

 

1. _____ refers to how useful the tool is to measure a person’s attributes for a specific job opening.

1. Reliability
2. Specificity
3. Objectivity
4. Validity
5. Replicability

d; Easy

 

1. A series of questions about a person’s history that may have shaped his or her behavior make up the _____.

1. weighted application form
2. personal data sheet
3. biographical information blanks
4. work sample report
5. job knowledge form

c; Easy

 

1. A _____ involves selecting an employee characteristic to be measured and then identifying which questions on the application predict the desired behavior.

1. weighted application form
2. personal data sheet
3. job knowledge form
4. work sample report
5. biographical information blanks

a; Easy

 

1. _____ refers to the degree in which other selection techniques yield similar data over time.

1. Validity
2. Reliability
3. Objectivity
4. Ambiguity
5. Sensitivity

b; Easy

 

1. Which of the following measures of a candidate’s skills and abilities is least reliable?

1. Cognitive tests
2. Weighted application forms
3. Aptitude tests
4. References
5. Biographical information blanks

d; Easy

 

1. Looking at graduation dates to guess an applicant’s age, when it is no direct relation to the job, is an example of _____.

1. disparate impact
2. adverse action
3. retaliatory action
4. affirmative action
5. disparate treatment

e; Easy

 

1. Which of the following is a disadvantage of using the bidding system?

1. Loss of diversity and different perspectives
2. Expensive recruitment strategy
3. Long and detailed training and orientation program
4. Drop in morale of internal candidates
5. Time-consuming recruitment strategy

a; Easy

 

1. Hiring of external candidates, as opposed to internal ones, can:

1. reward contributions of current staff.
2. prove to be highly cost effective.
3. simplify matching performance with criteria.
4. help meet the company’s diversity goals.
5. reduce the time span of the hiring process.

d; Easy

 

Section Three

 

1. Which of the following is a feature of an unstructured interview?

1. It focuses exclusively on questions around the specific job for which the candidate is interviewing.
2. It uses a set of standardized questions which are based on the job analysis.
3. The expected or desired answers to the questions being asked are determined ahead of time.
4. It allows the interviewer to rate responses as the candidate provides answers.
5. Specific questions about the candidate’s background in relation to their résumé might be used.

e; Easy

 

1. Which of the following is a feature of a structured interview?

1. A set of standardized questions based on the job analysis
2. A set of open-ended questions with no clearly defined answers
3. A set of questions changed to match the specific applicant
4. A set of general questions for the candidate who leads the discussion
5. A set of questions chosen by the interviewee to learn about the job profile

a; Easy

 

1. Amanda Hall has to review the details of over 10 applicants she has recruited in a short period time. She wants to narrow the list of candidates who will receive a traditional interview by eliminating those whose salary requirements or other data are not compatible with her company’s requirements. Which of the following types of interviews would best suit her present needs?

1. Panel interview
2. Informational interview
3. Nondirective interview
4. Telephonic interview
5. Meal interview

d; Moderate

 

1. A(n) _____ occurs when several people are interviewing one candidate at the same time.

1. informational interview
2. panel interview
3. telephonic interview
4. video interview
5. group interview

b; Easy

 

1. A(n) _____ is a type of interview that takes place when there is no specific job opening, but the candidate is exploring possibilities in a given career field.

1. Traditional interview
2. Panel interview
3. Informational interview
4. Group interview
5. Nondirective interview

c; Easy

 

1. Which of the following is true regarding nondirective interviews?

1. A set of standardized questions based on job analysis are used in these interviews.
2. The candidate essentially leads the discussion though the interviewer may provide some general questions.
3. These interviews are used when there is no specific job opening.
4. It consists of the interviewer and the candidate and involves a series of questions being asked and answered.
5. It is typically used to narrow the list of people receiving a traditional interview.

b; Easy

 

1. A(n) _____ is one where the candidate is given a sample scenario and is asked how he or she might deal with the situation.

1. situational interview
2. informational interview
3. behavior description interview
4. telephonic interview
5. exit interview

a; Easy

 

1. A behavior description interview is one where the candidate is asked questions about the:

1. manner in which he or she might deal with a given sample situation.
2. nature of his or her personal preferences, opinions, and views.
3. manner in which he or she actually performed in a variety of given situations.
4. extent of his or her theoretical knowledge of the subjects relevant to the field.
5. manner in which the person’s history may have shaped his or her behavior.

c; Easy

 

1. A _____ occurs when an interviewer becomes biased because of one positive or negative trait a candidate possesses.

1. cultural noise bias
2. nonverbal behavior bias
3. recency bias
4. halo/reversed halo effect
5. contrast bias

d; Easy

 

1. _____ is a type of bias that occurs when comparing one candidate to others.

1. Cultural noise bias
2. Contrast bias
3. Nonverbal behavior bias
4. Recency bias
5. Gut feeling bias

b; Easy

 

1. A _____ occurs when an interviewer relies on an intuitive feeling about a candidate.

1. nonverbal behavior bias
2. recency bias
3. contrast bias
4. cultural noise bias
5. gut feeling bias

e; Easy

 

1. Generalization bias can occur when:

1. an interviewer assumes that how someone behaves in an interview is how they always behave.
2. a candidate thinks he or she knows what the interviewer wants to hear, and answers the questions based on that assumption.
3. an interviewer becomes biased because of one positive or negative trait a candidate possesses.
4. an interviewer relies on an intuitive feeling about a candidate.
5. the interviewer remembers candidates interviewed most recently.

a; Easy

 

1. Gerald Lewis conducted a nondirective interview for the position of a junior production manager. One of the candidates, Ray Moreno, struck him as being particularly impressive. During the interview, Ray spoke smoothly about the obstacles a production manager faces daily. He spoke of how the designation requires that one must plan ahead to meet timelines and ensure that quality is never compromised. Gerald, who had himself joined the company as a junior production manager, was reminded of his own values and ways of work and decided to hire him for the position. This is an example of the _____ bias.

1. cultural noise
2. contrast
3. nonverbal behavior
4. recently
5. similar to me

e; Moderate

 

1. Derek Pierce, the hiring manager, was collating the scores of the twelve candidates who were interviewed a week earlier. He put together their interview ratings, scores on preemployment tests as well as the details of their background checks and sent it to be reviewed by the managers and supervisors. When the list of selected candidates was sent back, he felt that some promising candidates had been left out. Consulting the list, he realized that those who were chosen were interviewed in the last two days of a weeklong interview schedule. Derek decided that this biased selection had to be reworked. Which of the following bias is reflected here?

1. Generalization bias
2. Recency bias
3. Similar to me bias
4. Cultural noise bias
5. Contrast bias

b; Moderate

 

Section Four

 

1. _____ tests measure intelligences, such as numerical ability and reasoning skills, math skills, or verbal skills.

1. Personality
2. Cognitive ability
3. Aptitude
4. Projective
5. Direct observation

b; Easy

 

1. _____ tests measure a person’s ability to learn new skills.

1. Personality
2. Cognitive ability
3. Projective
4. Achievement
5. Aptitude

e; Easy

 

1. Achievement tests measure a candidate’s:

1. ability to learn new skills.
2. current knowledge.
3. level of understanding of the job.
4. personality traits.
5. past experience on the job.

b; Easy

 

1. The _____ looks at extroversion, agreeableness, conscientious, neuroticism, and openness as the basic dimensions of personality.

1. Meyers-Briggs Type Indicator
2. Eysenck Personality Questionnaire
3. 16PF Questionnaire
4. Personal Style Indicator
5. Big Five personality test

e; Easy

 

1. Which of the following is true with regard to the use of physical ability tests in the hiring process?

1. No established minimum standards or expectations are required with physical ability tests.
2. Physical ability tests exempt women candidates as it is illegal according to the EEOC.
3. The physical tests used must be specifically related to the requirements of the job.
4. Physical ability tests fail to measure a person’s attributes for a specific job opening.
5. Physical tests are redundant as they do not measure the requisite skills adequately.

c; Easy

 

1. A job knowledge test measures the candidate’s:

1. personality traits.
2. current knowledge.
3. ability to learn new skills.
4. past experience on the job.
5. level of understanding of the job.

e; Easy

 

1. Candidates are asked to show examples of work they have already done when a(n) _____ test is being used.

1. aptitude
2. achievement
3. work sample
4. job knowledge
5. cognitive ability

c; Easy

 

1. Bernard Mills has been asked to take a portfolio of the projects he has worked on earlier to his interview, for the post of a senior architect at Palmer Developers Inc. This is an example of a(n) _____.

1. job knowledge test
2. cognitive ability test
3. achievement test
4. work sample test
5. aptitude test

d; Moderate

 

1. Which of the following is true with regard to the clinical selection approach?

1. This selection model assigns scores and gives more weight to specific factors, if necessary.
2. The data is reviewed on candidates and on the basis of job understanding, and a hiring decision is made.
3. It involves rating candidates on different criteria and comparing ratings between hiring managers.
4. This model requires that a candidate has a minimum score level on all selection criteria.
5. This approach only selects candidates with high (preset) scores, and selected candidates go to the next round of the selection process.

b; Easy

 

1. Which of the following selection methods permits a high score by a candidate in an important area to make up for a lower score in another area?

1. Multiple cutoff model
2. Compensatory model
3. Work sample model
4. Multiple hurdle model
5. Job knowledge model

b; Easy

 

1. A selection model that requires that a candidate has a minimum score level on all selection criteria is the _____.

1. multiple cutoff model
2. compensatory model
3. work sample model
4. multiple hurdle model
5. job knowledge model

a; Easy

 

1. In which of the following selection models must a candidate score high on all preset scores to go to the next stages of the selection process?

1. Multiple hurdle model
2. Multiple cutoff model
3. Compensatory model
4. Work sample model
5. Job knowledge model

a; Easy

 

Section Five

 

1. Which of the following is a desirable action for managers when making an offer to a selected candidate?

1. Making the offer two weeks after the interview
2. Avoiding any negotiation on salary package
3. Trading between salary and other benefits to arrive at an agreement
4. Waiting until the offer is made before asking salary-related questions
5. Giving the candidate a reasonable amount of time to accept the offer

e; Easy

 

Short Answer/ Essay Questions

 

Section One

 

1. Describe the selection process in terms of its stages.

 

The selection process refers to the steps involved in choosing someone who has the right qualifications to fill a current or future job opening. There are five main steps in the selection process. First, criteria should be developed to determine how the person will be chosen. Second is review of the applications and résumés, often done via a computer program that can find keywords. The next step is to interview the employee. The last steps involve testing, such as a personality test or drug test, and then finally, making the offer to the right candidate.

Easy

 

Section Two

 

1. What are the fit issues that hiring managers keep in mind while selecting employees?

 

Fit does not just include the right fit based on technical, education, and experience, but fit in company culture and team culture. Different companies have different needs based on their culture. One company might consider risk-taking ability as vital in its candidates, while another company culture focused on customer service will select candidates on the basis of their willingness to provide the best customer service in all aspects of the business. In today’s organizations, most people are required to work within teams. As a result, it is important to look not only for company culture fit, but also fit within a team.

Easy

 

Section Three

 

1. What is a nondirective interview? What are its advantages and disadvantages?

 

In a nondirective interview, the candidate essentially leads the discussion. Some very general questions planned ahead of time may be asked, but the candidate spends more time talking than the interviewer. The advantage to this type of interview is that it can give candidates a good chance to show their abilities; however, the downside is that it may be hard to compare potential candidates, since direct questions are not set in advance. It relies on more of a “gut feeling” approach, which is a type of interview error based on intuitive feelings.

Easy

 

1. What are the two types of interview questions that interviewers generally use?

 

Most interviews usually lean toward situational interviews or behavior description interview styles. A situational interview style is one where the candidate is given a sample situation and is asked how he or she might deal with the situation. A behavior description interview is one where the candidate is asked questions about what he or she actually did in a variety of given situations. The assumption in this type of interview is that someone’s past experience or actions are an indicator of future behavior. These types of questions, as opposed to the old traditional questions, tend to assist the interviewer in knowing how a person would handle or has handled situation and provide a better basis for decision making.

Easy

 

1. What are the areas of interview questions that would be considered illegal?

 

Questions in the following areas must not be presented to candidates unless they directly relate to the job.

• National origin
• Age
• Marital status
• Religion
• Disabilities
• Criminal record
• Personal questions

Easy

 

Section Four

 

1. Differentiate between cognitive tests and aptitude tests.

 

A cognitive ability test can measure reasoning skills, math skills, or verbal skills. A cognitive ability test measures intelligences, such as numerical ability and reasoning. The SAT test is an example of a cognitive ability test. Aptitude tests measure a person’s ability to learn new skills. Aptitude tests can measure things such as mechanical aptitude, clerical aptitude, such as speed of typing or ability to use a particular computer program. Usually, an aptitude test asks specific questions related to the job requirements.

Easy

 

1. What are the advantages of work sample tests?

 

Usage of work sample tests asks candidates to show examples of work they have already done. In the advertising business, this may include a portfolio of designs or for a project manager, can include past project plans or budgets. Work sample tests can be a useful way to test for KSAOs. These work samples can often be a good indicator of someone’s abilities in a specific area. As always, before looking at samples, the interviewer should have specific criteria or expectations developed so each candidate can be measured fairly.

Easy

 

1. What is reference checking? What are the various ways in which it may be conducted?

 

Reference checking is essential to verify a candidate’s background. It is an added assurance that the candidate’s abilities are parallel with what you were told in the interview. While verification of employment dates and job titles can be gathered from previous employers, many will not verify more than what can be verified in the employment record due to privacy laws. Criminal background checks may also be used, if the position will include interaction with the public. If the position requires handling of money, a credit check may be required, although a written notice is required to be given to the candidate before the credit check is carried out. Some companies require drug testing.

Easy

 

1. What are the three models under the statistical approach?

 

Statistical approaches include three models: compensatory model, multiple cutoff model, and multiple hurdle model.

• In the compensatory model, the method of scoring is like the weighted model but it permits a high score in an important area to make up for a lower score in another area.
• A multiple cutoff model requires that a candidate has a minimum score level on all selection criteria.
• The multiple hurdle model selects only those candidates who have high (preset) scores go to the next stages of the selection process.

Easy

 

Section Five

 

1. What are some guidelines that HR professionals will benefit from, when making an offer to a selected candidate?

 

Once the selection is made, the next step is to actually make the offer. This step is important because if it isn’t done right, you could lose the candidate or have ill-feelings from the onset of the employment relationship. Once you have made the decision to hire someone, make the offer right away. In a tight labor market, waiting a week or two may impact your ability to hire your first choice. It is not unusual for someone to negotiate salary or benefits. Being aware of how far you can negotiate and the impact it will have on your current employees, if you offer a selected candidate a higher salary, is vital. If you are having trouble coming to an agreement, be creative in what you can offer; for example, flextime instead of higher pay.

Easy

 

Fill in the Blanks

 

Section One

 

1. The _____ refers to the steps involved in choosing someone who has the right qualifications to fill a current or future job opening.

selection process; Easy

 

1. The first aspect of the selection process is _____.

criteria development; Easy

 

Section Two

 

1. _____ refers to the degree in which selection techniques yield similar data over time.

Reliability; Easy

 

Section Three

 

1. A _____ is a type of interview with a set of standardized questions that are based on the job analysis, not on individual candidates’ résumés.

structured interview; Easy

 

1. A _____ is a type of interview where the candidate is asked questions about what he or she actually did in a variety of given situations.

behavior description interview; Easy

 

1. A _____ bias occurs when comparing one candidate to others.

contrast; Easy

 

1. When a candidate thinks he or she knows what the interviewer wants to hear, and answers the questions based on that assumption, he/she has an interview bias called the _____ bias.

cultural noise; Easy

 

Section Four

 

1. A _____ test measures intelligences, such as numerical ability and reasoning.

cognitive ability; Easy

 

1. In the _____, a selection model is developed which assigns scores and gives more weight to specific factors, if necessary.

statistical method; Easy

 

1. A _____ requires that a candidate has a minimum score level on all selection criteria.

multiple cutoff model; Easy