Strategic Human Resource Management Gaining a Competitive Advantage 2nd Edition By Raymond Noe - Test Bank

Strategic Human Resource Management Gaining a Competitive Advantage 2nd Edition By Raymond Noe – Test Bank

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Sample Questions Are Posted Below

Student: ___________________________________________________________________________

The goal of recruiting is simply to generate large numbers of applicants.
True False

Image advertising is often effective because job applicants develop ideas about the general reputation of the firm and then spill over to influence their expectations about the nature of the specific jobs at the organization.
True False

Recruiting advertisements in newspapers and periodicals typically generate more desirable recruits than direct applications or referrals.
True False

Private employment agencies serve primarily blue-collar workers, while public employment agencies mostly deal with white-collar workers.
True False

Newspaper ads generate the largest number of recruits, but relatively few of these are qualified for the position.
True False

Recruiters tend to be viewed by job seekers as less credible when they are HRM specialists rather than subject matter experts in the job being filled.
True False

When applicants’ reactions to recruiters are examined, age and gender are the two traits that stand out the most.
True False

Research has demonstrated that the use of realistic job previews can help reduce future job turnover in the workforce.
True False

Much of the work in personnel selection involves measuring characteristics of people to determine who will be accepted for job openings.
True False

The degree to which a measure is free from random error refers to its reliability.
True False

A concurrent criterion-related validation strategy correlates job incumbents’ scores on a test with existing measures of their performance.
True False

Generalizability is defined as the degree to which the validity of a selection method established in one context extends to other contexts.
True False

There are two primary contexts over which you might like to generalize: different situations and different samples of people.
True False

In general, the more reliable, valid, and generalizable the selection method is, the more utility it will have.
True False

The situational interview is the most widespread selection method employed in organizations.
True False

Reference checks tend to have moderate reliability, moderate validity, and moderate utility.
True False

A physical ability test measures balance and coordination, among other things.
True False

Of the five major dimensions of personality inventories, “agreeableness” has generally been found to have the highest validity across a number of different job categories.
True False

By their very nature, work-sample tests are job specific and so their generalizability is high.
True False

The paper-and-pencil honesty testing industry was born because a lie detector test in many areas is now illegal and performing these tests did not eliminate the problem of theft by employees.
True False

The use of drug tests is controversial primarily because their results have low reliability and validity.
True False

The final standard that any recruitment and selection method should adhere to is compliance with a variety of federal and provincial laws.
True False

There are two major issues employers must pay attention to if they want to be sure they are complying with human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process, and making job offers to successful candidates.
True False

Manitario Co. is looking to fill a newly vacant senior administration position. To be compliant with the law, conduct good business and acquire a large pool of candidates they are best to rely on the word-of-mouth recruitment strategy.
True False

It is essential to clarify the terms of a verbal offer of employment in a confirmation letter to the new employee.
True False

The recruiting source that is likely to have the highest yield ratio is:
A. a college/university.
B. walk-ins.
C. a public employment agency.
D. an executive search firm.

Which of the following recruiter characteristics do applicants tend to respond to most positively?
A. Warmth
B. Race (same as applicant)
C. Age
D. Gender

Which personality dimension has generally been found to have the highest validity across a number of different job categories?
A. Extroversion
B. Adjustment
C. Agreeableness
D. Conscientiousness

Qualities like being courteous, trusting, good-natured, tolerant, cooperative, and forgiving are examples of this personality dimension.
A. Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment

Qualities like being curious, imaginative, artistically sensitive, broad-minded, and playful are examples of this personality dimension.
A. Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment

Which of the following best exemplifies the process of self-selection?
A. An applicant posts his/her resume on an online job bulletin board.
B. While at a job fair, an applicant decides to interview with the ABC Company.
C. An applicant is asked to return for a second interview with the ABC Company.
D. An applicant takes an online “job fitness” test before deciding to apply to the ABC Company.

The recruiting source that is likely to be least costly per recruit hired is:
A. a renowned university.
B. a newspaper ad.
C. an employee referral.
D. an executive search firm.

Recruiting advertisements in newspapers and periodicals:
A. are recruitment techniques of the past and not up to date with current technologies.
B. are most effective in attracting applicants who are currently employed.
C. are generally not needed.
D. typically generate less desirable recruits than direct applications or referrals.

Unlike predictive and concurrent validity, content validity is:
A. measured statistically.
B. more valid.
C. based on judgments.
D. not legally approved.

A test that differentiates individuals based on mental capacities is called a(n):
A. intellectual test.
B. concurrent reliability test.
C. cognitive ability test.
D. honesty test.

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?
A. Predictive criterion-related validation
B. Content validation
C. Concurrent criterion-related validation
D. Utility

Because current employees have learned many things on the job that job applicants have not yet learned:
A. all predictive methods are ineffective.
B. content validation is superior to predictive validation.
C. concurrent validation is superior to content validation.
D. predictive validation is superior to concurrent validation.

Which one of the following is not among “the Big Five?”
A. Intelligence
B. Adjustment
C. Conscientiousness
D. Inquisitiveness

Qualities like being sociable, gregarious, assertive, talkative, and expressive are examples of this personality dimension.
A. Extroversion
B. Agreeableness
C. Conscientiousness
D. Inquisitiveness

A firm is seeking to hire 15 electricians. It intends to hire only experienced electricians and, as a result, has no plans to train them. A test is developed that requires applicants to identify the mistakes in a miswired circuit and to then correct them by rewiring the circuit properly. What would be the most appropriate method to use in validating this test?
A. Concurrent criterion-related validation
B. Predictive criterion-related validation
C. Construct validation
D. Content validation

Which of the following validation strategies is most likely to be adversely affected by the “restriction of range” problem that results from current employees tending to be homogeneous?
A. Predictive criterion-related
B. Concurrent criterion-related
C. Content
D. Face

A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. It administers a construction-error recognition test, where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he/she is asked to record as many of these problems as can be detected. What type of validation would best be used for the test?
A. Concurrent criterion-related
B. Predictive criterion-related
C. Content
D. Standard error of the measurement

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?
A. Predictive criterion-related
B. Concurrent criterion-related
C. Content validation
D. Face validation

______ is performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.
A. Flexible validation
B. Predictive validation
C. Content validation
D. Concurrent validation

The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called:
A. criterion-related validation.
B. split-half estimate of validation.
C. content validation.
D. reliability of the measurement and validation.

Concerns about the large role that subjective judgments play should be greatest when using:
A. predictive criterion-related validation.
B. concurrent criterion-related validation.
C. content validation.
D. test-retest estimates of reliability.

To comply with Human Rights Legislation and other laws that apply to activities involved in conducting the selection process, employers should only use ________ and _______ selection applicant testing methods.
A. understandable and current
B. accurate and understandable
C. current and accurate
D. reliable and valid

Yield ratios express the:
A. output yielded by a new hire in relation to the cost of recruiting the new hire.
B. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
C. dollar costs per hire.
D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.

All but one of the following would enhance recruiter effectiveness. Name the exception.
A. Ensure recruiters provide applicants with timely feedback.
B. Conduct dual-purpose recruitment and selection interviews.
C. Ensure recruiters are knowledgeable about company policies and procedures and the characteristics of the position.
D. Do recruiting in teams rather than individually.

Employers must adhere to what law when collecting confidential personal and professional information about applicants?
A. Canadian Charter of Rights and Freedoms
B. Personal Information Protection Electronic Documents Act 2005 (PIPEDA)
C. Freedom of Information and Protection of Privacy Act (FIPPA)
D. Employment Equity Act

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method’s:
A. reliability.
B. validity.
C. generalizability.
D. utility.

Which of the following selection devices typically has the highest validity relative to the others?
A. Biographical information
B. Cognitive ability tests
C. Honesty tests
D. Personality inventories

Which of the following selection methods typically involves the least concern about the legality of its use?
A. Interviews
B. Personality inventories
C. Honesty tests
D. Work-sample tests

The Commissionaires “Trusted Every Day Everywhere” campaign is an example of:
A. general advertising.
B. reputation advertising.
C. image advertising.
D. proactive advertising.

Which of the following statements about background checks is FALSE?
A. Many firms that provide background checks are unreliable themselves.
B. Background checks offer no guarantee, because of the increased sophistication of those in the dishonesty business.
C. In the case of biographical data, because applicants who supply the information may be motivated to misrepresent themselves, background checks can help.
D. Few employers use methods for getting background information on applicants before interviews.

Most measurement in personnel selection deals with complex characteristics. Which one of the following is not one of them?
A. Intelligence
B. Dedication
C. Integrity
D. Leadership ability

The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help it achieve its goals is known as ____________.
A. recruitment
B. selection
C. interviews
D. ability testing

An approach that pays higher than current market wages is called a:
A. premium-wage approach.
B. lead-indicator approach.
C. lead-the-market approach.
D. first-mover approach.

Cost per hire is:
A. useful in establishing the efficiency of a recruiting source.
B. lower for private employment agencies than for public employment agencies.
C. lower for executive recruits than for clerical recruits.
D. a measure of applicant quality.

______ is an interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.
A. Expertise interview
B. Reference interview
C. Past-based interview
D. Situational interview

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. To do so, you must administer the test to:
A. at least half your present computer technicians.
B. people doing similar jobs in other companies.
C. people applying for computer technician jobs in your company.
D. only your current computer technicians who are performing at or above acceptable levels.

The lower validity associated with self-reports of personality can be traced to three factors. Which of the following is not one of them?
A. People are much better at “faking” their responses to intelligence tests.
B. People sometimes lack insight into what their own personalities are actually like.
C. People’s personalities sometimes vary across different contexts.
D. People are much better at “faking” their responses to personality items.

With few exceptions:
A. it is recommended that polygraph tests be routinely administered to managerial employees that have access to an organization’s financial records or accounts.
B. polygraph tests have been found to have high reliability, moderate validity, and moderate utility.
C. polygraph tests have been found to have high reliability, high validity, and high utility.
D. the use of polygraph tests are illegal in many places.

You are a brand new father and you will be taking 4 months of Paternity Leave. Before leaving, your supervisor has asked you to assist in the hiring process for your temporary replacement. Throughout this process, which one of the following is not required of you to consider to make sure you are complying with the human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process and making the job offer to the successful candidate?
A. Communicating hiring agreements clearly.
B. Ensuring internal candidates get preference.
C. Preventing discrimination against applicants.
D. Respecting the privacy of applicants.

To specifically increase accessibility during recruitment, employers should:
A. increase the word-of-mouth with employees.
B. host several information sessions about the company.
C. provide clear information about essential job duties in job ads.
D. increase their presence at university job fairs.

What type of ability is concerned with the speed and accuracy with which one can solve arithmetic problems of all kinds?
A. Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability

_____ refers to a person’s capacity to invent solutions to many diverse problems.
A. Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability

Which of the following types of interviews has the highest validity in terms of making effective screening decisions?
A. Focus groups
B. Highly structured interviews
C. Questionnaires
D. Highly unstructured interviews

Which of the following recruiter characteristics is most well-researched and has a degree of pressure to exaggerate the positive features of a vacancy?
A. Recruiter Perception
B. Recruiter’s Functional Area
C. Recruiter’s Traits
D. Recruiter’s Realism

O’Can Ada Inc., located in a small town 65 kilometers from Ottawa, is seeking to hire 10 production workers. The company also wants very much to improve the diversity of its presently all-white, male workforce. Which of the following combinations of recruitment sources would be the best for the company to use?
A. Referrals from current employees and walk-in applicants.
B. A job search firm and an advertisement in the local newspaper.
C. Referrals from current employees and an advertisement in the local newspaper.
D. Advertisement in a metropolitan Ottawa newspaper and Ontario’s public employment service.

Which of the following is not one of the five generic standards that should be met in any selection process?
A. Utility
B. Validity
C. Reliability
D. Flexibility

______ is defined as the degree to which the validity of a selection method established in one context extends to other contexts.
A. Utility
B. Generalizability
C. Reliability
D. Legality

You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on a cognitive ability test if:
A. a content validation design had been used.
B. a concurrent criterion-related design had been used.
C. reliability of the test was known.
D. it was shown that the validity of the test was “situationally specific.”

_____ is the ability to keep disruptive emotions in check.
A. Self-motivation
B. Self-esteem
C. Self-awareness
D. Self-regulation

Emotional intelligence is traditionally conceived of having five aspects. Which of the following is not one of them?
A. Self-awareness
B. Self-regulation
C. Self-esteem
D. Self-motivation

_____ is the ability to sense and read emotions in others.
A. Social skills
B. Empathy
C. Self-regulation
D. Sympathy

During an interview for a sales position, you are asked the following question: “Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?” What type of interview question is this?
A. Job-skill
B. Job knowledge
C. Situational experience-based
D. Situational future-oriented

_____ tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs in the simulated job.
A. Critical reasoning
B. Self-motivation
C. Stress management
D. Work-sample

The recruitment process is complete when:
A. the successful candidate is hired.
B. an adequate pool of qualified candidates have applied for the vacant position(s).
C. the candidates have been interviewed by the hiring manager.
D. the hiring manager has received the names of a few people who would be good candidates from the employees.

Recruitment activities are designed to affect all of the following except:
A. the number of people who apply for vacancies.
B. the type of people who apply for vacancies.
C. the likelihood that those applying for vacancies will accept positions if offered.
D. the evaluation of employees once hired.

Which of the following tends to have the most positive influence on job choice decisions?
A. The kind of recruiters used
B. The recruitment sources
C. The use of realistic job previews
D. Job vacancy characteristics

The most effective source for recruiters is:
A. referrals.
B. job fairs.
C. the Web.
D. local newspapers.

Which of the following is an advantage of relying on internal recruitment sources?
A. They are likely to increase diversity.
B. They minimize the impact of political considerations in the hiring decision.
C. They are generally cheaper and faster than other means.
D. They will increase innovation within an organization.

The goals of personnel recruitment include all but one of the following. Name the exception.
A. To increase the number of people who apply for vacancies.
B. To control the type of people who apply for vacancies.
C. To finely discriminate among reasonably qualified applicants.
D. To inflate the number of applicants for statistical purposes.

The sources from which companies recruit potential employees are:
A. dictated largely by legal constraints.
B. determined by demographic patterns.
C. typically regulated by industry standards.
D. a critical aspect of its overall recruitment strategy.

Executive search firms (ESFs):
A. serve as an important confidentiality buffer between the employer and the recruit.
B. work almost exclusively with high-level, unemployed executives.
C. typically require the person being placed to make the initial contact with the prospective employer directly.
D. are not an effective means of recruitment.

The utility of cognitive ability tests are rated higher than work-sample tests, despite the latter’s higher criterion-related validity due to:
A. flexibility.
B. cost-effectiveness.
C. user friendliness.
D. durability.

An assessment center:
A. is a place where job applicants undergo mental and physical analysis.
B. is relatively inexpensive.
C. uses multiple selection methods to rate either applicants or job incumbents on their managerial potential.
D. is a selection method used for all types of positions.

Major controversies surrounding drug tests include all but one of the following. Name the exception.
A. Whether they are invasive and violate a person’s right to privacy.
B. Whether they represent unreasonable search and seizure.
C. Whether they are reliable and valid.
D. Whether they are a violation of due process.

A typing test for an administrative assistant job is an example of a:
A. spatial abilities test.
B. perceptual accuracy test.
C. work-sample test.
D. mechanical test.

According to Patrick Sullivan, CEO of Workopolis in Toronto, what are the three steps an organization needs to take to build an employment brand? What are the benefits of having a positive and strong employment brand?

Discuss the relative merit of internal versus external recruiting.

In the next six months, your company needs to hire 35 external new hires for production assembly and machine shop positions. In the past, your company has had difficulty in meeting its affirmative action goals in terms of percentage of minorities among new hires. For each of the following recruitment sources, state whether you would use the source in your recruitment program and explain why or why not: (1) referrals from current employees, (2) public employment agencies, and (3) executive search firms.

Compare and contrast the following recruiting sources-executive search firms, employee referrals, newspaper advertising, and colleges/universities-in terms of efficiency (cost per hire) and quality (yield ratio).

Examine the recruiter’s functional areas, traits and realism. In these three areas what is more effective and what to applicants’ prefer when dealing with recruiters? How do many applicants view or approach recruiters?

Define what is meant by reliability and validity in the employment selection context, and discuss the relationship of reliability to validity.

Define utility and then identify and discuss at least three factors likely to affect the utility of any test.

Traditional job interviews have demonstrated low validity in terms of predicting job performance. Describe how job interviews should be conducted in order to maximize their validity.

Explain what an assessment center is, comment on its reliability and validity (generally), and identify a class of jobs for which assessment centers are a particularly useful selection method.

There are at least four issues employers must pay attention to if they want to be sure they are complying with human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process, and making job offers to successful candidates. What are these four issues?

c5 Key

The goal of recruiting is simply to generate large numbers of applicants.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #1
Topic: 05-02 The Human Resource Recruitment Process

Image advertising is often effective because job applicants develop ideas about the general reputation of the firm and then spill over to influence their expectations about the nature of the specific jobs at the organization.
TRUE

Recruiting advertisements in newspapers and periodicals typically generate more desirable recruits than direct applications or referrals.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #3
Topic: 05-04 Recruitment Sources

Private employment agencies serve primarily blue-collar workers, while public employment agencies mostly deal with white-collar workers.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #4
Topic: 05-04 Recruitment Sources

Newspaper ads generate the largest number of recruits, but relatively few of these are qualified for the position.
TRUE

Recruiters tend to be viewed by job seekers as less credible when they are HRM specialists rather than subject matter experts in the job being filled.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-03 Explain the recruiters role in the recruitment process, challenges the recruiter faces, and the opportunities available.
Noe – Chapter 05 #6
Topic: 05-05 Recruiters

When applicants’ reactions to recruiters are examined, age and gender are the two traits that stand out the most.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-03 Explain the recruiters role in the recruitment process, challenges the recruiter faces, and the opportunities available.
Noe – Chapter 05 #7
Topic: 05-05 Recruiters

Research has demonstrated that the use of realistic job previews can help reduce future job turnover in the workforce.
TRUE

Much of the work in personnel selection involves measuring characteristics of people to determine who will be accepted for job openings.
TRUE

The degree to which a measure is free from random error refers to its reliability.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #10
Topic: 05-07 Selection Method Standards

A concurrent criterion-related validation strategy correlates job incumbents’ scores on a test with existing measures of their performance.
TRUE

Generalizability is defined as the degree to which the validity of a selection method established in one context extends to other contexts.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #12
Topic: 05-09 Generalizability

There are two primary contexts over which you might like to generalize: different situations and different samples of people.
FALSE

In general, the more reliable, valid, and generalizable the selection method is, the more utility it will have.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-05 Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test.
Noe – Chapter 05 #14
Topic: 05-10 Utility

The situational interview is the most widespread selection method employed in organizations.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #15
Topic: 05-12 Interviews

Reference checks tend to have moderate reliability, moderate validity, and moderate utility.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #16
Topic: 05-13 Reference Checking, Biographical Data, and Application Blanks

A physical ability test measures balance and coordination, among other things.
TRUE

Of the five major dimensions of personality inventories, “agreeableness” has generally been found to have the highest validity across a number of different job categories.
FALSE

By their very nature, work-sample tests are job specific and so their generalizability is high.
FALSE

The paper-and-pencil honesty testing industry was born because a lie detector test in many areas is now illegal and performing these tests did not eliminate the problem of theft by employees.
TRUE

The use of drug tests is controversial primarily because their results have low reliability and validity.
FALSE

The final standard that any recruitment and selection method should adhere to is compliance with a variety of federal and provincial laws.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #22
Topic: 05-19 Compliance with the Law During Recruitment and Selection

There are two major issues employers must pay attention to if they want to be sure they are complying with human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process, and making job offers to successful candidates.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #23
Topic: 05-19 Compliance with the Law During Recruitment and Selection

Manitario Co. is looking to fill a newly vacant senior administration position. To be compliant with the law, conduct good business and acquire a large pool of candidates they are best to rely on the word-of-mouth recruitment strategy.
FALSE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #24
Topic: 05-19 Compliance with the Law During Recruitment and Selection

It is essential to clarify the terms of a verbal offer of employment in a confirmation letter to the new employee.
TRUE

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #25
Topic: 05-19 Compliance with the Law During Recruitment and Selection

The recruiting source that is likely to have the highest yield ratio is:
A.a college/university.
B. walk-ins.
C. a public employment agency.
D. an executive search firm.

Which of the following recruiter characteristics do applicants tend to respond to most positively?
A.Warmth
B. Race (same as applicant)
C. Age
D. Gender

Which personality dimension has generally been found to have the highest validity across a number of different job categories?
A.Extroversion
B. Adjustment
C. Agreeableness
D. Conscientiousness

Qualities like being courteous, trusting, good-natured, tolerant, cooperative, and forgiving are examples of this personality dimension.
A.Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment

Qualities like being curious, imaginative, artistically sensitive, broad-minded, and playful are examples of this personality dimension.
A.Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment

Which of the following best exemplifies the process of self-selection?
A.An applicant posts his/her resume on an online job bulletin board.
B. While at a job fair, an applicant decides to interview with the ABC Company.
C. An applicant is asked to return for a second interview with the ABC Company.
D. An applicant takes an online “job fitness” test before deciding to apply to the ABC Company.

Accessibility: Keyboard Navigation
Blooms: Application
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #31
Topic: 05-04 Recruitment Sources

The recruiting source that is likely to be least costly per recruit hired is:
A.a renowned university.
B. a newspaper ad.
C. an employee referral.
D. an executive search firm.

Recruiting advertisements in newspapers and periodicals:
A.are recruitment techniques of the past and not up to date with current technologies.
B. are most effective in attracting applicants who are currently employed.
C. are generally not needed.
D. typically generate less desirable recruits than direct applications or referrals.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #33
Topic: 05-04 Recruitment Sources

Unlike predictive and concurrent validity, content validity is:
A.measured statistically.
B. more valid.
C. based on judgments.
D. not legally approved.

A test that differentiates individuals based on mental capacities is called a(n):
A.intellectual test.
B. concurrent reliability test.
C. cognitive ability test.
D. honesty test.

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?
A.Predictive criterion-related validation
B. Content validation
C. Concurrent criterion-related validation
D. Utility

Accessibility: Keyboard Navigation
Blooms: Application
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #36
Topic: 05-08 Validity

Because current employees have learned many things on the job that job applicants have not yet learned:
A.all predictive methods are ineffective.
B. content validation is superior to predictive validation.
C. concurrent validation is superior to content validation.
D. predictive validation is superior to concurrent validation.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #37
Topic: 05-08 Validity

Which one of the following is not among “the Big Five?”
A.Intelligence
B. Adjustment
C. Conscientiousness
D. Inquisitiveness

Qualities like being sociable, gregarious, assertive, talkative, and expressive are examples of this personality dimension.
A.Extroversion
B. Agreeableness
C. Conscientiousness
D. Inquisitiveness

A firm is seeking to hire 15 electricians. It intends to hire only experienced electricians and, as a result, has no plans to train them. A test is developed that requires applicants to identify the mistakes in a miswired circuit and to then correct them by rewiring the circuit properly. What would be the most appropriate method to use in validating this test?
A.Concurrent criterion-related validation
B. Predictive criterion-related validation
C. Construct validation
D. Content validation

Accessibility: Keyboard Navigation
Blooms: Application
Difficulty: Difficult
Gradable: automatic
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #40
Topic: 05-08 Validity

Which of the following validation strategies is most likely to be adversely affected by the “restriction of range” problem that results from current employees tending to be homogeneous?
A.Predictive criterion-related
B. Concurrent criterion-related
C. Content
D. Face

A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. It administers a construction-error recognition test, where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he/she is asked to record as many of these problems as can be detected. What type of validation would best be used for the test?
A.Concurrent criterion-related
B. Predictive criterion-related
C. Content
D. Standard error of the measurement

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?
A.Predictive criterion-related
B. Concurrent criterion-related
C. Content validation
D. Face validation

______ is performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.
A.Flexible validation
B. Predictive validation
C. Content validation
D. Concurrent validation

The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called:
A.criterion-related validation.
B. split-half estimate of validation.
C. content validation.
D. reliability of the measurement and validation.

Concerns about the large role that subjective judgments play should be greatest when using:
A.predictive criterion-related validation.
B. concurrent criterion-related validation.
C. content validation.
D. test-retest estimates of reliability.

To comply with Human Rights Legislation and other laws that apply to activities involved in conducting the selection process, employers should only use ________ and _______ selection applicant testing methods.
A.understandable and current
B. accurate and understandable
C. current and accurate
D. reliable and valid

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #47
Topic: 05-19 Compliance with the Law During Recruitment and Selection

Yield ratios express the:
A.output yielded by a new hire in relation to the cost of recruiting the new hire.
B. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
C. dollar costs per hire.
D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.

All but one of the following would enhance recruiter effectiveness. Name the exception.
A.Ensure recruiters provide applicants with timely feedback.
B. Conduct dual-purpose recruitment and selection interviews.
C. Ensure recruiters are knowledgeable about company policies and procedures and the characteristics of the position.
D. Do recruiting in teams rather than individually.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-03 Explain the recruiters role in the recruitment process, challenges the recruiter faces, and the opportunities available.
Noe – Chapter 05 #49
Topic: 05-05 Recruiters

Employers must adhere to what law when collecting confidential personal and professional information about applicants?
A.Canadian Charter of Rights and Freedoms
B. Personal Information Protection Electronic Documents Act 2005 (PIPEDA)
C. Freedom of Information and Protection of Privacy Act (FIPPA)
D. Employment Equity Act

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #50
Topic: 05-19 Compliance with the Law During Recruitment and Selection

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method’s:
A.reliability.
B. validity.
C. generalizability.
D. utility.

Which of the following selection devices typically has the highest validity relative to the others?
A.Biographical information
B. Cognitive ability tests
C. Honesty tests
D. Personality inventories

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #52
Topic: 05-13 Reference Checking, Biographical Data, and Application Blanks

Which of the following selection methods typically involves the least concern about the legality of its use?
A.Interviews
B. Personality inventories
C. Honesty tests
D. Work-sample tests

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Difficult
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #53
Topic: 05-19 Compliance with the Law During Recruitment and Selection

The Commissionaires “Trusted Every Day Everywhere” campaign is an example of:
A.general advertising.
B. reputation advertising.
C. image advertising.
D. proactive advertising.

Accessibility: Keyboard Navigation
Blooms: Application
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #54
Topic: 05-03 Human Resource Policies

Which of the following statements about background checks is FALSE?
A.Many firms that provide background checks are unreliable themselves.
B. Background checks offer no guarantee, because of the increased sophistication of those in the dishonesty business.
C. In the case of biographical data, because applicants who supply the information may be motivated to misrepresent themselves, background checks can help.
D. Few employers use methods for getting background information on applicants before interviews.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #55
Topic: 05-13 Reference Checking, Biographical Data, and Application Blanks

Most measurement in personnel selection deals with complex characteristics. Which one of the following is not one of them?
A.Intelligence
B. Dedication
C. Integrity
D. Leadership ability

The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help it achieve its goals is known as ____________.
A.recruitment
B. selection
C. interviews
D. ability testing

An approach that pays higher than current market wages is called a:
A.premium-wage approach.
B. lead-indicator approach.
C. lead-the-market approach.
D. first-mover approach.

Cost per hire is:
A.useful in establishing the efficiency of a recruiting source.
B. lower for private employment agencies than for public employment agencies.
C. lower for executive recruits than for clerical recruits.
D. a measure of applicant quality.

______ is an interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.
A.Expertise interview
B. Reference interview
C. Past-based interview
D. Situational interview

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. To do so, you must administer the test to:
A.at least half your present computer technicians.
B. people doing similar jobs in other companies.
C. people applying for computer technician jobs in your company.
D. only your current computer technicians who are performing at or above acceptable levels.

The lower validity associated with self-reports of personality can be traced to three factors. Which of the following is not one of them?
A.People are much better at “faking” their responses to intelligence tests.
B. People sometimes lack insight into what their own personalities are actually like.
C. People’s personalities sometimes vary across different contexts.
D. People are much better at “faking” their responses to personality items.

With few exceptions:
A.it is recommended that polygraph tests be routinely administered to managerial employees that have access to an organization’s financial records or accounts.
B. polygraph tests have been found to have high reliability, moderate validity, and moderate utility.
C. polygraph tests have been found to have high reliability, high validity, and high utility.
D. the use of polygraph tests are illegal in many places.

You are a brand new father and you will be taking 4 months of Paternity Leave. Before leaving, your supervisor has asked you to assist in the hiring process for your temporary replacement. Throughout this process, which one of the following is not required of you to consider to make sure you are complying with the human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process and making the job offer to the successful candidate?
A.Communicating hiring agreements clearly.
B. Ensuring internal candidates get preference.
C. Preventing discrimination against applicants.
D. Respecting the privacy of applicants.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #64
Topic: 05-19 Compliance with the Law During Recruitment and Selection

To specifically increase accessibility during recruitment, employers should:
A.increase the word-of-mouth with employees.
B. host several information sessions about the company.
C. provide clear information about essential job duties in job ads.
D. increase their presence at university job fairs.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #65
Topic: 05-19 Compliance with the Law During Recruitment and Selection

What type of ability is concerned with the speed and accuracy with which one can solve arithmetic problems of all kinds?
A.Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability

_____ refers to a person’s capacity to invent solutions to many diverse problems.
A.Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability

Which of the following types of interviews has the highest validity in terms of making effective screening decisions?
A.Focus groups
B. Highly structured interviews
C. Questionnaires
D. Highly unstructured interviews

Which of the following recruiter characteristics is most well-researched and has a degree of pressure to exaggerate the positive features of a vacancy?
A.Recruiter Perception
B. Recruiter’s Functional Area
C. Recruiter’s Traits
D. Recruiter’s Realism

O’Can Ada Inc., located in a small town 65 kilometers from Ottawa, is seeking to hire 10 production workers. The company also wants very much to improve the diversity of its presently all-white, male workforce. Which of the following combinations of recruitment sources would be the best for the company to use?
A.Referrals from current employees and walk-in applicants.
B. A job search firm and an advertisement in the local newspaper.
C. Referrals from current employees and an advertisement in the local newspaper.
D. Advertisement in a metropolitan Ottawa newspaper and Ontario’s public employment service.

Which of the following is not one of the five generic standards that should be met in any selection process?
A.Utility
B. Validity
C. Reliability
D. Flexibility

______ is defined as the degree to which the validity of a selection method established in one context extends to other contexts.
A.Utility
B. Generalizability
C. Reliability
D. Legality

You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on a cognitive ability test if:
A.a content validation design had been used.
B. a concurrent criterion-related design had been used.
C. reliability of the test was known.
D. it was shown that the validity of the test was “situationally specific.”

_____ is the ability to keep disruptive emotions in check.
A.Self-motivation
B. Self-esteem
C. Self-awareness
D. Self-regulation

Emotional intelligence is traditionally conceived of having five aspects. Which of the following is not one of them?
A.Self-awareness
B. Self-regulation
C. Self-esteem
D. Self-motivation

_____ is the ability to sense and read emotions in others.
A.Social skills
B. Empathy
C. Self-regulation
D. Sympathy

During an interview for a sales position, you are asked the following question: “Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?” What type of interview question is this?
A.Job-skill
B. Job knowledge
C. Situational experience-based
D. Situational future-oriented

Accessibility: Keyboard Navigation
Blooms: Application
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #77
Topic: 05-12 Interviews

_____ tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs in the simulated job.
A.Critical reasoning
B. Self-motivation
C. Stress management
D. Work-sample

The recruitment process is complete when:
A.the successful candidate is hired.
B. an adequate pool of qualified candidates have applied for the vacant position(s).
C. the candidates have been interviewed by the hiring manager.
D. the hiring manager has received the names of a few people who would be good candidates from the employees.

Recruitment activities are designed to affect all of the following except:
A.the number of people who apply for vacancies.
B. the type of people who apply for vacancies.
C. the likelihood that those applying for vacancies will accept positions if offered.
D. the evaluation of employees once hired.

Accessibility: Keyboard Navigation
Blooms: Comprehension
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #80
Topic: 05-02 The Human Resource Recruitment Process

Which of the following tends to have the most positive influence on job choice decisions?
A.The kind of recruiters used
B. The recruitment sources
C. The use of realistic job previews
D. Job vacancy characteristics

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Easy
Gradable: automatic
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #81
Topic: 05-03 Human Resource Policies

The most effective source for recruiters is:
A.referrals.
B. job fairs.
C. the Web.
D. local newspapers.

Which of the following is an advantage of relying on internal recruitment sources?
A.They are likely to increase diversity.
B. They minimize the impact of political considerations in the hiring decision.
C. They are generally cheaper and faster than other means.
D. They will increase innovation within an organization.

The goals of personnel recruitment include all but one of the following. Name the exception.
A.To increase the number of people who apply for vacancies.
B. To control the type of people who apply for vacancies.
C. To finely discriminate among reasonably qualified applicants.
D. To inflate the number of applicants for statistical purposes.

Accessibility: Keyboard Navigation
Blooms: Knowledge
Difficulty: Moderate
Gradable: automatic
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #84
Topic: 05-02 The Human Resource Recruitment Process

The sources from which companies recruit potential employees are:
A.dictated largely by legal constraints.
B. determined by demographic patterns.
C. typically regulated by industry standards.
D. a critical aspect of its overall recruitment strategy.

Executive search firms (ESFs):
A.serve as an important confidentiality buffer between the employer and the recruit.
B. work almost exclusively with high-level, unemployed executives.
C. typically require the person being placed to make the initial contact with the prospective employer directly.
D. are not an effective means of recruitment.

The utility of cognitive ability tests are rated higher than work-sample tests, despite the latter’s higher criterion-related validity due to:
A.flexibility.
B. cost-effectiveness.
C. user friendliness.
D. durability.

An assessment center:
A.is a place where job applicants undergo mental and physical analysis.
B. is relatively inexpensive.
C. uses multiple selection methods to rate either applicants or job incumbents on their managerial potential.
D. is a selection method used for all types of positions.

Major controversies surrounding drug tests include all but one of the following. Name the exception.
A.Whether they are invasive and violate a person’s right to privacy.
B. Whether they represent unreasonable search and seizure.
C. Whether they are reliable and valid.
D. Whether they are a violation of due process.

A typing test for an administrative assistant job is an example of a:
A.spatial abilities test.
B. perceptual accuracy test.
C. work-sample test.
D. mechanical test.

According to Patrick Sullivan, CEO of Workopolis in Toronto, what are the three steps an organization needs to take to build an employment brand? What are the benefits of having a positive and strong employment brand?

Answers may vary

(1) Define the target audience; (2) Develop a set of reasons why the organization is more attractive to that audience than other organizations, and: (3) incorporate those reasons into all recruitment efforts and the organization’s career website.
Employer branding, or image advertising, is particularly important for companies in highly competitive labour markets as the stronger and more positive the branding the more likely qualified and successful individuals will apply.

Blooms: Knowledge
Difficulty: Easy
Gradable: manual
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #91
Topic: 05-03 Human Resource Policies

Discuss the relative merit of internal versus external recruiting.

Answers may vary

Internal recruiting

Advantages:
Provides an opportunity for employee advancement within the company.
Generates a sample of applicants who are well known to the company.
Applicants are relatively knowledgeable about the company’s vacancy, which minimizes the problem of inflated expectations.
It is generally cheaper and faster to fill vacancies internally.
External recruiting

Advantages:
For entry-level positions and some specialized upper-level positions, there may not be any internal recruits available.
Bringing in outsiders may expose the organization to new ideas.
It is a good way to strengthen one’s own company and weaken one’s competitors at the same time.

Blooms: Analysis
Difficulty: Moderate
Gradable: manual
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.
Noe – Chapter 05 #92
Topic: 05-03 Human Resource Policies

In the next six months, your company needs to hire 35 external new hires for production assembly and machine shop positions. In the past, your company has had difficulty in meeting its affirmative action goals in terms of percentage of minorities among new hires. For each of the following recruitment sources, state whether you would use the source in your recruitment program and explain why or why not: (1) referrals from current employees, (2) public employment agencies, and (3) executive search firms.

Answers may vary

Referrals from employees-A decision to use a referral can be supported by advantages of referrals (lower turnover, etc.) provided that:

The student recognizes that referrals tend to be relatively homogenous, and that if the company is underutilizing minority workers, using referrals from current employees may only exacerbate the problem.
The student also uses the public employment agency to address underutilization concerns.
A decision not to use referrals can be supported by concerns regarding homogeneity of referrals (mentioned above).
Public employment agencies-A decision to use public employment agencies can be supported because specialized “desks” for minorities make them an excellent source for employers who feel that they are underutilizing minority groups. A decision not to use them can be supported by concern some employers have regarding the motivation and quality of workers referred by public employment agencies.
Executive search firms-A decision not to use such firms is supported by the fact that they may not have a viable business model, given the recent changes in the economy and in technology.

Blooms: Application
Difficulty: Difficult
Gradable: manual
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #93
Topic: 05-04 Recruitment Sources

Compare and contrast the following recruiting sources-executive search firms, employee referrals, newspaper advertising, and colleges/universities-in terms of efficiency (cost per hire) and quality (yield ratio).

Answers may vary

Employee referrals and executive search firms generally have higher yields than the other sources. The latter (search firms) cost more per hire largely due to the higher-quality applicants at executive levels. Employee referrals combine for low-cost/high-quality hires, but have a disadvantage of offering a less diverse pool.

Blooms: Analysis
Difficulty: Difficult
Gradable: manual
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.
Noe – Chapter 05 #94
Topic: 05-04 Recruitment Sources

Examine the recruiter’s functional areas, traits and realism. In these three areas what is more effective and what to applicants’ prefer when dealing with recruiters? How do many applicants view or approach recruiters?

Answers may vary

Recruiter’s Functional Area: Some studies indicate that applicants find a job less attractive and the recruiter less credible when s/he is an HRM specialist.

Recruiter’s Traits: Two traits stand out when applicants’ reaction to recruiters are examined, “warmth” and “informativeness.”
Recruiter’s Realism: Since the recruiter’s job is to attract candidates, there is some pressure to exaggerate the positive features of the vacancy while downplaying the negative features. Applicants are highly sensitive to negative information. On the other hand, if the recruiter goes too far in a positive direction, the candidate can be misled and lured into taking the job under false pretences. This can lead to a serious case of unmet expectations and a high turnover rate. One way employers have tried to get around this is to provide realistic job previews.
Moreover, many applicants approach the recruiter with some degree of scepticism. Knowing that it is the recruiter’s job to sell them on a vacancy, some applicants may discount what the recruiter says relative to what they have heard from other sources (like friends, magazine articles, and professors).

Blooms: Comprehension
Difficulty: Easy
Gradable: manual
Learning Objective: 05-03 Explain the recruiters role in the recruitment process, challenges the recruiter faces, and the opportunities available.
Noe – Chapter 05 #95
Topic: 05-05 Recruiters

Define what is meant by reliability and validity in the employment selection context, and discuss the relationship of reliability to validity.

Answers may vary

Reliability is the degree to which a measure (i.e., a selection device) is free from random error.

Validity is the extent to which performance on a measure is associated with performance on the job.
The relationship is that a measure that must be reliable should be valid; but a reliable measure is not necessarily a valid one.

Blooms: Analysis
Difficulty: Easy
Gradable: manual
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.
Noe – Chapter 05 #96
Topic: 05-07 Selection Method Standards
Topic: 05-08 Validity

Define utility and then identify and discuss at least three factors likely to affect the utility of any test.

Answers may vary

Utility is the degree to which the information provided by a selection method enhances the effectiveness of selecting personnel in real organizations. Factors likely to affect the utility of a test include:

Reliability
Validity
Generalizability
The number of people selected or tested
The cost of the testing
The degree of difficulty of performing well on the job
The value of the product or service produced

Blooms: Analysis
Difficulty: Moderate
Gradable: manual
Learning Objective: 05-05 Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test.
Noe – Chapter 05 #97
Topic: 05-10 Utility

Traditional job interviews have demonstrated low validity in terms of predicting job performance. Describe how job interviews should be conducted in order to maximize their validity.

Answers may vary

The validity of job interviews can be maximized by:

Keeping the interview structures standardized and focused on accomplishing a small number of goals
Asking questions that force the applicant to display required knowledge or ability (e.g., situational interview questions)
Using multiple interviewers who are trained

Blooms: Analysis
Difficulty: Easy
Gradable: manual
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.
Noe – Chapter 05 #98
Topic: 05-12 Interviews

Explain what an assessment center is, comment on its reliability and validity (generally), and identify a class of jobs for which assessment centers are a particularly useful selection method.

Answers may vary

An assessment center is a selection program that employs multiple selection methods (e.g., work-sample test, in-basket exercise) to rate either applicants or job incumbents on their managerial potential.

High reliability
High validity
Particularly useful for managers

There are at least four issues employers must pay attention to if they want to be sure they are complying with human rights legislation and other laws that apply to activities involved in recruiting job applicants, conducting the selection process, and making job offers to successful candidates. What are these four issues?

Answers may vary

(1) preventing discrimination against applicants, (2) respecting the privacy of applicants, (3) increasing accessibility to the position for all potential applicants and accommodating individuals with disabilities, and (4) communicating hiring agreements clearly. Such considerations apply from the moment a job vacancy becomes known and the firm decides how to advertise the job opening, right through to the moment when a job offer is extended to the individual chosen for hire.

Blooms: Knowledge
Difficulty: Easy
Gradable: manual
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.
Noe – Chapter 05 #100
Topic: 05-19 Compliance with the Law During Recruitment and Selection

c5 Summary

Category	# of Questions
Accessibility: Keyboard Navigation	90
Blooms: Analysis	6
Blooms: Application	10
Blooms: Comprehension	15
Blooms: Knowledge	69
Difficulty: Difficult	6
Difficulty: Easy	40
Difficulty: Moderate	54
Gradable: automatic	90
Gradable: manual	10
Learning Objective: 05-01 Describe the various recruitment policies that organizations adopt to make job vacancies more attractive.	10
Learning Objective: 05-02 List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.	16
Learning Objective: 05-03 Explain the recruiters role in the recruitment process, challenges the recruiter faces, and the opportunities available.	10
Learning Objective: 05-04 Establish the basic standards of selection methods, including reliability, validity, and generalizability.	20
Learning Objective: 05-05 Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test.	3
Learning Objective: 05-06 List the common methods used in selecting human resources and the degree to which each method meets selection method standards.	31
Learning Objective: 05-07 Describe the various legal requirements in recruitment processes and selection decisions.	10
Noe – Chapter 05	100
Topic: 05-02 The Human Resource Recruitment Process	3
Topic: 05-03 Human Resource Policies	7
Topic: 05-04 Recruitment Sources	16
Topic: 05-05 Recruiters	7
Topic: 05-06 The Selection Process	3
Topic: 05-07 Selection Method Standards	4
Topic: 05-08 Validity	14
Topic: 05-09 Generalizability	3
Topic: 05-10 Utility	3
Topic: 05-12 Interviews	4
Topic: 05-13 Reference Checking, Biographical Data, and Application Blanks	3
Topic: 05-14 Physical Ability Tests	1
Topic: 05-15 Cognitive Ability Tests	3
Topic: 05-16 Personality Inventories	10
Topic: 05-17 Work-Sample Tests	6
Topic: 05-18 Honesty Tests and Drug Tests	4
Topic: 05-19 Compliance with the Law During Recruitment and Selection	10

Strategic Human Resource Management Gaining a Competitive Advantage 2nd Edition By Raymond Noe - Test Bank

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Strategic Human Resource Management Gaining a Competitive Advantage 2nd Edition By Raymond Noe - Test Bank

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