Recruitment and Selection in Canada, 8th Edition By Victor Catano, Rick D. Hackett, Willi H. Wiesner

TEST BANK Recruitment and Selection in Canada, 8th Edition Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin, and Monica Belcourt

TABLE OF CONTENTS CHAPTER1: An Introduction to Recruitment and Selection CHAPTER 2: Foundations of Recruitment and Selection I: Reliability and Validity CHAPTER 3: Foundations of Recruitment and Selection II: Legal Issues CHAPTER 4: Job Analysis and Competency Models CHAPTER 5: Job Performance CHAPTER 6: Recruitment: The First Step in the Selection Process CHAPTER 7: Selection I: Applicant Screening CHAPTER 8: Selection II: Testing and Other Assessments CHAPTER 9: Selection III: Interviewing CHAPTER 10: Making Selection Decisions

Chapter1: An Introduction to Recruitment and Selection 1. ch01-001 The chapter opening article, “Signs That You Made a Bad Hire” suggests that the costs of bad hires can be reducedif the employer does what? a. discharges the new hire with a penalty b. trains the new hire to adapt to the company’s

formal and informal requirements *c. transfers the new hire to another position forwhich he or she is better suited d. recruits a better qualified candidate and buddy thenew hires up during their probationary period 2. ch01-002 Which of the following practices would NOT lead to animprovement in the hiring system of an organization? a. communicating to the hiring managers about theirannoying

interview habits b. using scientific methods and efficient selectionmethods c. determining the motivations of job seekers *d. knowing the going rates of pay and offeringslightly more 3. ch01-003 What is the definition of recruitment? *a. generating an applicant pool b. choosing job candidates c. finding and hiring the best person for the job d. finding and screening job applicants 4. ch01-004 What is the definition of selection? a. generating an applicant pool b. finding and screening job applicants

*c. choosing job candidates d. matching an applicant’s competencies with a job position

5. ch01-005 In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate towork environment? a. complaint resolution b. leadership c. health and safety

*d. vision and mission 7. ch01-007 In the Human Resources System model outlined in the textbook, within which environment does human rightsbelong? a. social b. economic c. political

*d. legislative 8. ch01-008 What can effective recruitment and selection practices dofor an organization? *a. improve the knowledge, skills, and abilities ofits employees b. offer a limited impact on employee motivation c. encourage expensive high performers to leave the organization d. discourage poor performers from leaving an organization 9. ch01-009 What two important principles ensure a human resourcessystem functions properly? a. Enhance communication between human resource

functions and ensure ethical compliance. b. Assess the impact of legislative requirements andscan the socioeconomic environment for trends. c. Emphasize the roles of recruitment and selectionand apply them to organizational strategy.

*d. Think in systems terms and coordinate human resource activities with all organizational units andpeople.

10. ch01-010 Which of the following elements are part of the socioeconomic external environment that affects recruitmentand selection? a. national and international organization policies b. human resources information systems and management

*c. globalization and demographics d. cost containment and marketplace 11. ch01-011 Why must Canadian organizations be cognizant of the influences of globalization when considering recruitmentand selection? a. Globalization affects the pricing strategies forgoods and

services. b. Globalization creates higher trade barriers forentry. *c. Globalization demonstrates that best practices forstaffing are necessary. d. Globalization threatens the survival of domesticretailers.

12. ch01-012 Which of the following is NOT a benefit of e-recruiting,according to the Government of Canada? *a. higher tracking costs b. lower recruiting costs c. lower printing costs d. larger pool of candidates

13. ch01-013 Given the fact that technology reduces the need for labour,what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?

a. Employers have reduced their need to advertise withtraditional

media sources like newspapers. b. Employers have focused their search on younger andtech-savvy applicants. c. Employers have limited their early-retirementincentives to managers only. *d. Employers have implemented layoffs that are notage-related.

14. ch01-014 Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies? a. establishing employee trust *b. increasing the firm’s market price c. reducing employee turnover d. encouraging poor performers to leave 15. ch01-015 Given the application of progressive human resources practices, what might an organization expect from itsemployees? a. higher compensation costs *b. less dysfunctional behaviour c. higher operating costs d. lower unionization 16. ch01-016 According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentageof investment in human resources will produce an approximate increase of $2800 of profit per employee? a. 1 percent b. 5 percent

*c. 10 percent d. 50 percent 17. ch01-017 Which of the following organizations establishes nationalcore standards for the HR profession in Canada?

a. CSIOP *b. CPHR c. CPA d. CHRP 18. ch01-018 Why do growing numbers of employers require their human resources professionals to have professional designations? *a. Certified human resources professionals must adhere to a code of ethics that dictates standards ofperformance. b. Certified human resources professionals clearlyunderstand all legislation. c. Certified human resources professionals can enforce organizational conflict-of-interest policies and ethical codes of conduct. d. Certified human resources professionals are certified in their HR field of expertise, whichrequires less postsecondary education.

19. ch01-019 Why might you consider acquiring a professional designationin human resources? a. Ethical standards are defined, which will allow youto easily

resolve workplace ethical dilemmas. b. It will certify you to provide advice concerninglegal and ethical behaviour. *c. It will identify you as someone possessing HRknowledge, skills and abilities, and ethical behaviour. d. It is recognition of achievement of all the HR competencies, meaning that you will require minimalpost-secondary education.

20. ch01-020 The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that it places unnecessary constraintsand limited flexibility on management decisions, such as recruitment and selection. With what might the HRM be mostconcerned?

a. organizational culture *b. legal requirements and equitable practices c. conflict of interest d. poor leadership 21. ch01-021 Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition ofethics? *a. knowing what is good from what is bad b. determining what is moral from what is immoral c. identifying what may be done from what may not bedone d. distinguishing what is right from what is wrong 22. ch01-022 The CEO of your company asks you to hire an older woman to avoid the significant family-related challenges and high turnover rate that comes with hiring younger administrationemployees. What is this is an example of? a. streamlining internal company staffing policies b. recruitment and retention constraints c. balancing the rights and interests of employees andmanagement

*d. the need for written codes and standards ofconduct

Scenario 1-1 You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining employees forseveral of its office administration positions. The

CEO wants hard evidence to back up your staffingcosts.

23. ch01-023 Refer to Scenario 1-1. Upon what would you initially wantto concentrate your efforts? a. understanding the external organizational factorsaffecting recruitment and selection *b. ensuring that human resource planning is integrated with the strategic planning of theorganization c. determining which recruitment and retention processes are economically and technically feasible d. ensuring that organizational information contained in the human resource information systems is current,secure, and confidential 24. ch01-024 Refer to Scenario 1-1. What is a current internal factor that may have an impact on Scribe Engineering’s recruitmentand selection practices? a. human rights legislation *b. organization values, mission, and strategic goals c. knowledge, skills, and abilities available in thelabour market d. industry and organization type and size 25. ch01-025 Refer to Scenario 1-1. What is a current economic challengethat may have an impact on the recruitment and selection practices at Scribe Engineering? a. human rights and total compensation issues *b. global competition c. rapid advances in information technology d. changing work force demographics

Scenario 1-2 You have recently been hired as the human resources manager for a small Canadian aviation company. The president of the company has asked you to review thestaffing function to determine how ready the organization is to use technology in its recruitmentand selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.

26. ch01-026 Refer to Scenario 1-2. What is TS Inc.’s goal for recruitment? a. to find and screen job applicants b. to hire job candidates

*c. to generate an applicant pool d. to find and hire the best aviation employees 27. ch01-027 Refer to Scenario 1-2. What is TS Inc.’s goal for selection? *a. to choose aviation candidates from an applicantpool b. to find the best possible aviation professionals tohire c. to find and hire the best person for each aviationposition d. to generate and build a large aviation applicantpool 28. ch01-028 Refer to Scenario 1-2. What would indicate that the recruitment and selection process has been successful at TSInc.? *a. the process is valid and reliable b. the continued use of effective but unprovenpractices c. the use of technology to facilitate and improverecruitment and selection

d. a significantly large number of applications forjob positions

29. ch01-029 Refer to Scenario 1-2. What two important principles shouldbe followed if TS Inc.’s human resource system is to function properly? a. Build a sustainable staffing strategy and use Web- based technology. *b. Coordinate human resources activities with other parts of the organization and use a systems-thinkingapproach. c. Systematically integrate diversity and manage humanresource information systems. d. Build a strong culture and enhance communicationsystems.

30. ch01-030 Refer to Scenario 1-2. What would be a critical initialquestion you would want to ask to assess TS Inc.’s recruitment and selection practices? a. What are the personnel needs of TS Inc.? *b. What are the external factors affecting the humanresource and organizational strategies? c. What are the human resource information systemneeds of TS Inc.? d. How ready and committed is TS Inc. to moving beyondtraditional practices to a more technical approach?

31. ch01-031 Refer to Scenario 1-2. What does TS Inc. accomplish by using technology in its recruitment and selection process? a. It provides access to a wide pool of candidates *b. It coordinates human resource activities with other parts of the organization by using a systems-thinking approach. c. It determines which recruitment and retention processes are economically and technically feasible. d. It guarantees that organizational information contained in human resource information systems iscurrent, secure, and confidential.

32. ch01-032 Refer to Scenario 1-2. What current legislative requirementchallenge may have an impact on TS Inc.’s recruitment and selection practices? *a. human rights, privacy, and security issues b. rapid advances in information technology c. changing work force demographics d. total compensation and reward strategy

33. ch01-033 Refer to Scenario 1-2. Why might TS Inc. state that aprofessional HR designation is required? *a. HRM professional associations define the competencies and ethical guidelines for humanresources professionals. b. HR professionals clearly understand and can overseeemployment legislation. c. The certification sets a high standard that requires less training and the costs associated withcontinuing education. d. Professional ethical standards are defined, allowing HR professionals to easily resolve workplaceethical dilemmas.

[[insert c01-fo01-rsc8e, Figure 1.1 here]]34. ch01034 Refer to Figure 1.1. Which of the following are externalfactors that affect the HR system? *a. legal and socioeconomic environments b. vision, values, and mission c. strategic objectives and organizational requirements d. personnel competence, commitment, and effectiveness

35. ch01-035 Recruitment and selection, training and development, succession planning, and compensation are all functionswithin what process? a. performance management b. rewards management

*c. talent management d. career management 36. ch01-036 What is an HRIS? a. a computerized version of an HR system b. a payroll and benefits processing method c. a method of identifying new recruits

*d. a computer-based system that tracks and managesemployee data 37. ch01-037 What important principles underlying Figure 1.1 arecritical for the human resource system to function properly? a. two-way communication between human resource

functions and business units b. assessment of the strengths and weaknesses of theexternal and internal environment *c. thinking in systems terms and coordinating human resource activities with all organizational units andpeople d. a focus on productivity and profitability throughrecruitment and selection processes 38. ch01-038 Which of the following best defines the awareness of the changing factors within and outside of an organization thatcould impact an organization’s effectiveness in serving their strategic objectives? a. competitive scan *b. environmental scan

c. political, economic, social, and technological scan d. strengths, weaknesses, opportunities, and threatsscan 39. ch01-039 What percentage of the work force between the ages of 25 and 65 has achieved post-secondary educational credentialsin Canada? a. 25.5 percent b. 38.3 percent

*c. 64.8 percent d. 73.9 percent 40. ch01-040 Most collective agreements require the employer to do whichof the following? a. Hire only union members. b. Ensure diversity in the workplace. c. Use seniority as the only requirement for candidateconsideration.

*d. Use selection procedures defined in the collectiveagreement.

41. ch01-041 Which of the following is a step that must be completed inthe Recruitment and Selection Action Plan? a. Conduct short screening interviews. *b. Develop selection criteria. c. Conduct valid and reliable employment tests. d. Advertise vacancy to current employees.

42. ch01-042 Which of the following is NOT a principle for the CanadianCode of Ethics for Psychologists? *a. support for diversity b. responsibility to society c. integrity in relationships d. respect for dignity of persons

43. ch01-043 Psychologists must follow ethical standards when carryingout employment tests. What type of issue are they NOT involved with in applying ethical standards? a. confidentiality of the test results *b. strategic contribution of tests to organizationeffectiveness c. informed consent of the test taker d. competence of test administrators and evaluators

True/False 44. ch01-044 Recruitment refers to the choice of job candidates from apreviously generated pool of candidates. a. True

*b. False 45. ch01-045 Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills,abilities, and other requirements needed for successful performance in a job and organization. *a. True b. False 46. ch01-046 Human resources management is an independent function within an organization and generally acts in isolation tomeet the human resource needs of the organization. a. True *b. False

47. ch01-047 Recruitment and selection are the most important talentmanagement functions. a. True

*b. False 48. ch01-048 HRM must coordinate human resource activities with allparts of the organization and its people. *a. True b. False 49. ch01-049 Bad hires may cost an organization as much as 30 percent of a new hire’s potential earnings. *a. True b. False 50. ch01-050 Talent management comprises the training and development ofcurrent employees. a. True

*b. False 51. ch01-051 Empirical studies demonstrate that organizations usingeffective recruitment and selection practices gain a competitive advantage in the marketplace. *a. True b. False 52. ch01-052 Recruitment and selection decisions must be coordinatedwith all parts of the organization, although final decisions must remain with HRM. a. True

*b. False 53. ch01-053 Effective human resource managers are strategic thinkers. *a. True b. False 54. ch01-054 An environmental scan follows the development of theorganization strategy. a. True

*b. False 55. ch01-055 Two external factors that are elements of an environmentalscan are the economic climate and work force demographics *a. True b. False

56. ch01-056 The Chartered Professionals in Human Resources (CPHR)designation is used in all Canadian provinces. a. True *b. False 57. ch01-057 Ethical decision-making is always clear-cut. a. True *b. False 58. ch01-058 Law is the means by which we distinguish what is right fromwhat is wrong, what is moral from what is immoral, and what may be done and what may not be done in a profession. a. True

*b. False 59. ch01-059 Ethical codes place constraints on what members may and maynot do when practising human resources management, including recruitment and selection. *a. True b. False

60. ch01-060 Define and describe the differences between human resourceplanning, recruitment, and selection.

61. ch01-061 List several ways that recruitment and selection areimportant to organizations.

62. ch01-062 What factors can be assessed in order to measure the impactof effective human resources management practices?

63. ch01-063 Describe two examples of the current socioeconomic anddemographic composition of the Canadian work force.

Identify how these factors may affect human resources recruitment and selection. (You may expand this question toincorporate “employer of choice.”)

64. ch01-064 Define strategy, and then explain how HR activities can support organizational strategy. To measure the value of recruitment and selection to the organization, refer to anyorganization’s strategy and show how HR supports the strategy. It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value oftheir staffing processes. This can be done by measuring specific criteria and analyzing the bottom-line costs and benefits. Describe three potential costs and benefits of aneffective recruitment and selection process. Reflect on an organization you have worked for (or are familiar with),

and explain how you might measure the value of recruitment and selection to the organization’s bottom line.

65. ch01-065 Describe how mission, vision, and value statements affectrecruitment and selection.

66. ch01-066 Describe five socioeconomic factors that influence Canadianorganizations and that may comprise elements of an environmental scan.

67. ch01-067 What are the advantages of obtaining a professionaldesignation, such as the CHRP? 69. ch01-069 What are ethics and how do they relate to recruitment andselection?

Chapter 2: Foundations of Recruitment and Selection I: Reliability and Validity 1. ch02-001 What is the first step in an organization’s selection process? a. reviewing the candidate pool for the job position b. identifying knowledge, skills, abilities, and otherattributes for the

job position *c. acquiring job analysis information for the jobposition d. developing performance indicators and jobdimensions for the job position 2. ch02-002 Which of the following statements applies to a test by theUK Department of Work and Pensions (DWP), as described in the “Sham Psychometric Test” controversy? a. The test was appropriate because it had a validgoal: to help

people find jobs. b. The test was appropriate because it came from alarger test that had been validated by the DWP. c. The test was inappropriate because it showedstrengths but not weaknesses. *d. The test was inappropriate because it had not beenvalidated for use by the DWP. 3. ch02-003 For what is job analysis information used? a. to ensure reliability throughout the selectionprocess *b. to identify both the performance domain and theknowledge, skills, abilities, and other attributes linked to job performance c. to ensure the selection process is fair, equitable,and unbiased d. to ensure utility throughout the recruitment andselection process 4. ch02-004 What is the best way for HR professionals to ensure that their selection decisions meet the standards set by courtsand tribunals?

a. completely eliminating factors such as age, gender,and disability when considering candidates *b. thoroughly analyzing required KSAOs for eachposition to be filled c. avoiding making hiring decisions d. using intuitive and face-valid BFORs 5. ch02-005 What important step is used to validate the selectionprocess? a. developing performance indicators for the

individuals who were hired with the process b. gathering feedback from the individuals who werehired with the process *c. demonstrating that hiring decisions based on theselection system have utility d. demonstrating that hiring decisions based on theselection system are reliable 6. ch02-006 The Toronto Police Service requires candidates to show thatthey are Canadian citizens or permanent residents, are at least 18 years of age, have a valid driver’s licence with no more than six accumulated demerit points, and no record of criminal convictions for which a pardon has not been granted. What would these requirements be classified as? a. valid qualifications *b. screening criteria c. performance dimensions d. reliable qualifications 7. ch02-007 Which of the following is NOT a selection criterion for theToronto Police Service? a. The applicant must meet the vision standard for theToronto Police Service. *b. The applicant must have successfully completedfour years of secondary school education. c. The applicant must be a Canadian citizen orpermanent resident of Canada.

d. The applicant must not have a criminal record forwhich a pardon has not been granted.

8. ch02-008 Which of the following is NOT a reason to use non-evidence-based selection approaches? a. fit with organizational culture b. comfort with the process

*c. consistency of the process d. flexibility and speed 9. ch02-009 What is a potential outcome of a science-based selectionprocess? a. a significant number of qualified applicants *b. a defensible system with effective employees c. a flexible, quick process that fits the organization’s culture d. a process that is comfortable and flexible for allemployees 10. ch02-010 What is a potential outcome of a non-evidence-basedselection process? a. the effective use of structured and consistentprocedures b. a defensible system with effective employees c. increased productivity and competitiveness

*d. human rights litigation and marginal employees 11. ch02-011 What is a defining characteristic of a non-evidence-basedselection process? a. It is defensible. *b. It is intuitive. c. It is system-wide. d. It is structured.

12. ch02-012 What is a defining characteristic of a science-basedselection process? a. It is flexible. b. It is intuitive.

*c. It is rational. d. It is subjective.

13. ch02-013 Which of the following terms refers to relationshipsbetween observations? a. a variance *b. a construct c. a concept d. a validation 14. ch02-014 Which of the following is NOT a statement aboutreliability? a. Reliability is an indication of the stability ofmeasurements. b. Reliability is the degree that observed scores arefree from

random errors. *c. Reliability is the amount of systemic errorrelative to the true score. d. Reliability is the consistency of a set ofmeasurements over time.

15. ch02-015 What concept is defined as the degree to which observedscores are free from random measurement errors? a. validity b. fairness c. error score

*d. reliability 16. ch02-016 What do you get when you square the reliabilitycoefficient?

a. the proportion of consistency in the true scoresattributed to

true differences on the measured characteristic b. the proportion of error in the error scores attributed to true differences on the measuredcharacteristic c. the proportion of measurement error in the observedscores attributed to true differences on the measured characteristic *d. the proportion of variance in the observed scoresattributed to true differences on the measured characteristic 17. ch02-017 Which of the following concepts is defined as the hypothetical difference between an individual’s observedscore on any particular measurement and the individual’strue score? *a. measurement error b. standard deviation c. lack of standardization d. test and retest 18. ch02-018 Which of the following is NOT a broad category of factorsthat affect reliability? a. lack of standardization b. temporary individual characteristics

*c. seasonality d. chance 19. ch02-019 Which of the following is NOT a technical quality of atesting procedure? a. standardized test administration b. test reliability

*c. validity evidence d. careful test development

20. ch02-020 To estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures.Which of the following is NOT such a strategy? a. internal consistency b. test and retest

*c. intra-rater agreement d. alternate forms 21. ch02-021 An HR manager used the identical measurement procedure toassess the same characteristic over the same group of people on different occasions.

What method of estimating reliability was used? *a. test and retest b. alternate forms c. internal consistency d. inter-rater reliability 22. ch02-022 Employers who are concerned about an applicant’s opinionabout the usefulness of a test or certain questions on atest are considering what element in the proper use of tests? a. content validity b. validity generalization

*c. face validity d. construct validity 24. ch02-024 In their mid-1970s research, what procedure did researchersSchmidt and Hunter use to challenge the idea that a validity coefficient is specific to the context in which itis measured? a. validity generalization *b. meta-analysis c. range restriction d. attenuation

25. ch02-025 What could an employer do to establish concurrent validity? *a. compare test results with performance ratings ofexisting employees b. compare test results with employee performanceratings after one year on the job c. compare test results with results of previouslyvalidated tests d. have experts determine whether the test accuratelymeasures the current content of the job 26. ch02-026 What two strategies are typical methods that a researcher uses to acquire evidence for test-criterion relationships? a. criterion-related and correlation b. inference and intuition c. differential and selective

*d. predictive and concurrent 27. ch02-027 The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position. If she wants to follow science-based methods in selection, but is unwilling to run a validation study, whatapproach should she use to test validation? a. use of intuitive best practices b. comparison of test results of high-performing andlow-

performing employees c. comparison of test questions with job content

*d. use of validity generalization 28. ch02-028 Which of the following is correct? *a. A test can be reliable but not valid. b. Construct validity is another term for contentvalidity. c. Bias refers to the reaction of test takers to aparticular test. d. A test can be valid but not reliable.

29. ch02-029 What concept is defined as follows: the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both? a. sampling error b. regression

*c. attenuation d. differential prediction 30. ch02-030 Which of the following statements is true? a. Validity concepts in selection apply only to testscores. *b. U.S. Labor Department guidelines suggest that tests with validity coefficients above .35 are verybeneficial. c. U.S. Labor Department guidelines suggest that onlytests with reliability coefficients above .55 should be used in selection. d. Employment tests have been shown to have no adverseimpact on applicants.

32. ch02-032 Which of the following concepts refers to the use of different selection rules for different identifiablesubgroups? a. subgroup differential b. subgroup bias

*c. subgroup norming d. subgroup fairness 33. ch02-033 Which employment test has been identified as being biasedin favour of males? *a. Bennett Mechanical Comprehension test b. Wonderlic Personnel test c. Toronto Police Service physical abilities test d. cognitive ability test

34. ch02-034 What concept is defined as the predicted averageperformance score of a subgroup? a. subgroup prediction *b. differential prediction c. systematic prediction d. performance prediction 35. ch02-035 Refer to Figure 2.1. What occurs if the selection systemdoes not have utility? *a. The job should be reanalyzed. b. The selection system should be reviewed. c. The selection system should be implemented. d. The selection system should be validated.

36. ch02-036 Refer to Figure 2.1. What relationship does line Arepresent? a. the relationship among job analysis, KSAOs, andperformance management *b. the relationship between the performance domain and the KSAOs that contribute to the job performance c. the relationship between the KSAOs and performancecompetencies d. the relationship among job analysis, KSAOs, andperformance criteria and dimensions 37. ch02-037 Refer to Figure 2.1. What process does line D represent? a. validating the job analysis and identifyingperformance

criteria b. clarifying the performance domain and utilizing theknowledge, skills, abilities, and other attributes’ constructs *c. defining the performance domain and developingrelated criterion measurements d. validating the selection system

38. ch02-038 Refer to Figure 2.1. What process does line C represent? a. validating the job analysis, knowledge, skills,abilities, and

other attributes, and performance domain b. utilizing the knowledge, skills, abilities, andother attributes’ constructs to clarify the performance dimensions *c. translating the knowledge, skills, abilities, andother attributes’ constructs into valid measurable predictors d. establishing criterion-related validity 39. ch02-039 Refer to Figure 2.1. What process does line E represent? a. validating the job analysis, knowledge, skills, abilities, and other attributes and performance domain *b. predicting which applicants will be successful intheir position c. utilizing the knowledge, skills, abilities, and other attributes constructs to clarify the performancedimensions d. translating the knowledge, skills, abilities, andother attributes constructs into valid measurable predictors

True/False 40. ch02-040 Employers must know the legal and professional standards inorder to increase the likelihood that their selection processes are compliant. *a. True b. False

41. ch02-041 The employer’s goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities,and other attributes to perform the job being filled. *a. True b. False 42. ch02-042 The goal of selection is to identify job candidates whohave those attributes required for success on the job. *a. True b. False 43. ch02-043 The HR manager focuses on one variable, usually jobperformance, in the selection process. a. True

*b. False 44. ch02-044 If an employer does not have a reliable and valid selectionprocess, it can still make a correct guess about an applicant that will have positive benefits for the organization. *a. True b. False 45. ch02-045 An employer’s employment decisions must be rational and intuitive. a. True

*b. False 46. ch02-046 An employer’s recruitment and selection process goal is to attract and hire an applicant who possesses the knowledge,

skills, abilities, and other attributes to successfullyperform the job. *a. True b. False 48. ch02-048 The reliability coefficient is the degree that true scorescorrelate with one another. a. True

*b. False 49. ch02-049 Measurement error can be thought of as the hypothetical difference between an individual’s observed score on anyparticular measurement and the individual’s true score. *a. True b. False 50. ch02-050 When candidates are asked different questions from oneinterview to the other, validity is reduced. a. True *b. False 52. ch02-052 The principle that every test-taker should be assessed inan equitable manner is known as equity. a. True *b. False 53. ch02-053 Issues of fairness need to be determined statistically. a. True

*b. False

54. ch02-054 Achieving fairness often requires compromise betweenconflicting interests. *a. True b. False

55. ch02-055 Choose a specific job you are familiar with and choose onecharacteristic that you think is critical to successfully performing that job. If you were the HR manager hiring forthis position, what would you consider in measuring the characteristic and job performance to ensure reliability and validity?

56. ch02-056 How does science affect the selection process?

57. ch02-057 Describe the process and components of selection model inFigure 2.1.

58. ch02-058 What is reliability? Identify three factors affectingreliability.

59. ch02-059 What is validity in selection? Describe the three differentvalidation strategies.

60. ch02-060 Discuss face validity and explain whether it is based onthe perceptions of the test taker or of experts.

62. ch02-062 Since TS Inc. is a small, growing aviation company, the CEOmakes the hiring decisions based on his years of experienceas well as his gut feeling.

He started the business 10 years ago with 10 employees, and the company has grown to over 30 employees. The CEO has asked you, the HRM, to explain some of the differences between the use of his

practice-based selection approach and an empirical-based process and also to explain what challenges you anticipatehe would face in using validation techniques.

63. ch02-063 What is bias in selection?

64. ch02-064 What is fairness? Why is it an important concept inselection?

Chapter 3: Foundations of Recruitment and Selection II: Legal Issues 1. ch03-001 What are the four legal means that affect employmentpractices in recruitment and selection? *a. constitutional law, human rights law, employmentequity, and labour law b. constitutional law, criminal law, civil law, andlabour law c. criminal law, labour law, employment equity, andfederal law d. human rights law, employment equity, labour law,and civil law 2. ch03-002 Which of the following laws do NOT regulate recruitment andselection within an organization? a. Canadian Charter of Rights and Freedoms b. human rights legislation c. constitutional law

*d. criminal law 3. ch03-003 With respect to recruitment and selection, what legislationhas precedence over all other legislation? *a. constitutional law b. human rights law c. Canada labour law d. employment equity legislation 4. ch03-004 Which of the following is/are NOT covered by the CanadianHuman Rights Act? a. crown corporations b. banks c. Canada Post

*d. BC labour laws 5. ch03-005 Which of the following is responsible for the enforcementof the Canadian Human Rights Act?

a. Canadian Human Rights Tribunal *b. Canadian Human Rights Commission c. Canadian Human Rights Labour Board d. Employment and Social Development Canada 6. ch03-006 A school teacher has HIV, and the parents of many of the students have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is notin contact with the children. Which statement applies to this situation? a. It is not discrimination because there is a safetyconcern for

employees and students. b. It is not discrimination because the teacher wouldnot be able to do his job. *c. It is a violation of human rights legislation,based on physical disability. d. It is a violation of human rights legislation,based on sex.

7. ch03-007 Which of the following statements best definesdiscrimination in employment? a. the duty of an employer to put in place modifications to

discriminatory employment practicesso as not to adversely affect the employment conditions of any current employee, based on that individual’s membership in a protected group b. any employment rule, practice, or policy that has anegative effect on the employment conditions of any current employee, based on that individual’s membership in a protected group *c. any refusal to employ, or to continue to employ,any person, or to adversely affect the employment conditions of any current employee, based on that individual’s membership in a protected group d. any unwelcome conduct or consequences that maydetrimentally affect the work environment of any current employee, based on that individual’s membership in a protected group

8. ch03-008 What is the intent of the federal Employment Equity Act? a. to promote equal pay for male and female employees *b. to remove employment barriers for designatedgroups c. to ensure employees are able to join a union oftheir choice d. to prohibit discrimination on prohibited grounds 9. ch03-009 A clothing store is recruiting seasonal employees. It is October, and the successful candidates will be offered three months’ work for the store’s busiest season. One applicant with a solid background in retail sales appearsto be pregnant. The supervisor decides not to hire her.

What protection does the job applicant have under humanrights law in this situation? *a. She is protected on the grounds of sex. b. She is protected on the grounds of family status. c. She is protected on the grounds of age. d. She is protected on the grounds of marital status.

10. ch03-010 The Canadian Human Rights Commission received 1,203 complaints in 2019. What percentage of these complaintswere related to discrimination related to disabilities? a. 18 percent b. 28 percent c. 35 percent

*d. 52 percent 11. ch03-011 Ann, who is four feet five inches tall, met with the manager of a liquor store to discuss employment as a cashier. The manager seemed receptive, and Ann left the store with the impression that the manager would call to arrange training. However, the manager hired someone else.When Ann asked, the manager said Ann was too short to do the job. What protection does Ann have under human rights law in this situation?

a. She is protected on the grounds of sex. *b. She is protected on the grounds of physicaldisability. c. She is protected on the grounds of national origin. d. She is protected on the grounds of source ofincome.

12. ch03-012 Which of the following is prohibited discrimination? a. education b. tattoos c. weight

*d. colour 13. ch03-013 Which of the following is NOT prohibited discrimination? *a. work experience b. race c. age d. religion

14. ch03-014 Within all Canadian jurisdictions, which of the followingis prohibited employment discrimination? a. criminal conviction *b. religion c. dependence on alcohol or drugs d. language 15. ch03-015 To which of the following designated groups does employmentequity apply? *a. women, visible minorities, Aboriginal peoples, andpeople with disabilities b. visible minorities, Aboriginal peoples, and peoplewith disabilities c. immigrants, First Nations people, and people withphysical handicaps

d. Aboriginal peoples, people with disabilities, andinternational

students 16. ch03-016 According to the textbook, what is the purpose ofemployment equity? *a. to achieve equality in the workplace b. to generate equal opportunity employers c. to encourage diversity management d. to promote unbiased and fair hiring practices 17. ch03-017 Which of the following situations characterizes employersthat are subject to the Federal Contractors Program? a. companies with more than 10 employees and more than

$200 000 of business with the federal government b. companies with more than 50 employees and more than

$500 000 of business with the federal government *c. companies with more than 100 employees and morethan $1 000 000 of business with the federal government d. companies with more than 200 employees and morethan $3 000 000 of business with the federal government 18. ch03-018 Which of the following is NOT a step in developing andimplementing an employment equity plan? a. Monitor the changing composition of the internalwork force over time. *b. Obtain government support for the employmentequity effort. c. Set representative targets for designated groupsbased on availability of qualified workers. d. Make necessary changes to the employment equity intervention to bring designated groups up to futuretargets.

20. ch03-020 Which one of the following questions can be asked of apotential candidate? a. Were you born in Canada? *b. Are you legally entitled to work in Canada? c. What is your name on your birth certificate? d. Is French your first language?

21. ch03-021 What would cause the selection rate for a protected groupto be lower than that for the relevant comparison group? a. indirect discrimination *b. adverse impact c. negative impact d. direct discrimination 22. ch03-022 What best describes the four-fifths rule? a. Outreach recruiting must result in four-fifths ofapplications

from target groups. b. Employment equity candidates must be hired if theymeet fourfifths of the minimum job requirements. *c. The selection rate for the protected group is lessthan four-fifths that of the comparison group. d. Four-fifths of discrimination situations areunintentional.

23. ch03-023 What legal term states that there is a justifiable reason for a discriminatory employment practice or policy based onthe necessity for business operations? a. sufficient risk b. employment equity

*c. bona fide occupational requirement d. affirmative action 24. ch03-024 Which of the following is an example of indirectdiscrimination?

*a. an unsubstantiated requirement for local marketexperience

b. a requirement that an attendant in a women’s locker

room must be female c. a minimum score on certain employment tests d. a minimum height or weight requirement for policeforces

25. ch03-025 Which of the following is an example of effective practicesfor nondiscriminatory recruiting? a. posting job advertisements in-house only b. relying solely on seniority when promotingemployees c. relying on word-of-mouth advertising

*d. using outreach recruiting

Scenario 3.1 Marek, who has an arthritic condition, applied for aposition as a private bus driver. He met all the conditions of the selection process but was rejectedfor employment by the company on the advice of the medical doctor who performed the mandatory medical examination.

26. ch03-026 Refer to Scenario 3.1. What protection does Marek haveunder human rights law in this situation? a. Marek is not being discriminated against becausepublic safety requires a high standard of driving skills. *b. Marek is protected on the grounds of physicaldisability. c. Marek is protected by employment equitylegislation. d. Marek is not being discriminated against as drivingrequires quick response of his hands and feet.

27. ch03-027 Refer to Scenario 3.1. In order NOT to be accused of discrimination, what should the employer have establishedprior to conducting medical exams on bus drivers? *a. that the absence of arthritis was a bona fideoccupational requirement for private bus drivers b. that the medical examination was well establishedand valid as a screening and selection tool c. that the medical examination was consistent andreliable as a screening and selection tool d. that physical ability was a bona fide occupationalrequirement for a private bus driver

Scenario 3.2 Mr. Smith, a public elementary school custodian, is a Seventh Day Adventist. His religious beliefs prevent him from working from sundown Friday to sundown Saturday. The work schedule, which requires him to work a Friday shift from 3 p.m. to 11 p.m., is set out in the collective agreement between his employer and his union.

Accommodating Mr. Smith’s religious beliefswould require allowing him to work hours different from those specified. The employer and the union can’tagree on a means of accommodating Mr. Smith. As a result, he is dismissed from his job.

28. ch03-028 Refer to Scenario 3.2. What legislation applies in thiscase? a. the Canada Labour Code b. the Employment Equity Act

*c. provincial human rights law d. the Canadian Human Rights Act

29. ch03-029 Refer to Scenario 3.2. What legally protected ground may beviolated in this situation? a. sex b. ethnic origin

*c. religion d. race 31. ch03-031 Refer to Scenario 3.3. What are the four legal sources that affect KM Contracting’s employment practices in recruitmentand selection? *a. constitutional law, human rights law, employmentequity legislation, labour law b. constitutional law, criminal law, civil law, labourlaw c. criminal law, labour law, employment equity legislation, federal law d. human rights law, employment equity legislation,labour law, civil law 32. ch03-032 Refer to Scenario 3.3. As the HR manager, how would youbest define discrimination to the managers? a. any employment rule, practice, or policy that has anegative effect

on employees b. the duty of an employer to put in place modifications to discriminatory employment practices *c. the denial of opportunity to a person or class ofpeople based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability d. any unwelcome conduct or consequences that maydetrimentally affect the work environment 33. ch03-033 Refer to Scenario 3.3. As the HR manager, how would you describe Ms. Ramos’s situation? *a. She is being sexually harassed, a form ofdiscrimination.

b. She is not being discriminated against because obesity is not

one of the human rights prohibitions(unless it is diagnosed as a disability). c. It is not a problem because a formal complaint hasnot been made over this 11-year period. d. She is being discriminated against based on age,sex, and family status.

34. ch03-034 Refer to Scenario 3.3. Who might be liable in thissituation? a. the employer b. the employee c. the manager

*d. the employer and manager 36. ch03-036 Which of the following statements would apply to arequirement that a hospital nurse be female? *a. The requirement is a violation of the CanadianHuman Rights Act. b. The requirement is a bona fide occupational requirement. c. The requirement is justified if the nurse works atthe maternity ward of a hospital. d. The requirement is mandatory if determined by thePay Equity Act. 37. ch03-037 What is the intent of the federal Employment Equity Act? a. to promote equal pay for male and female employees *b. to remove employment barriers for women, Aboriginal peoples, persons with disabilities, andvisible minorities c. to ensure employees are able to join a union oftheir choice d. to prohibit discrimination on the grounds of race,colour, religion, age, gender, marital status, disability, or sexual orientation

38. ch03-038 Which of the following terms refers to the equal application of hiring policies or practices that result ina disproportionate number of a certain gender, racial group, or religious group being excluded? *a. systemic discrimination b. reasonable accommodation c. undue hardship d. bona fide hiring practices REFERENCES Employment Equity Legislation

Scenario 3.4 You are the HR manager for a Canadian university located in Ontario. An Asian university business professor has worked at that Canadian university for 15 years. He was denied a tenure position on several occasions.

Three other faculty (all white) with less education and experience received tenured positions inthe past two years.

39. ch03-039 Refer to Scenario 3.4. Under which jurisdiction does thisuniversity fall? a. federal *b. provincial c. national d. international 40. ch03-040 Refer to Scenario 3.4. What legislation applies in thiscase? a. the Employment Standards Act and labour law b. the Employment Equity Act and Canadian Human RightsAct

*c. provincial human rights law and labour law d. the Canadian Human Rights Act and the CanadianCharter of Rights and Freedoms

41. ch03-041 Refer to Scenario 3.4. What legally protected ground seemsto be violated in this situation? a. age *b. race c. religion d. language 42. ch03-042 Refer to Scenario 3.4. What human rights legal concept hasemerged in this situation? a. reasonable accommodation b. protected groups c. employment equity

*d. racial discrimination 43. ch03-043 Refer to Scenario 3.4. There are many actions the HR manager can take.

What would be an important initial stepto deal with this situation? a. Adopt employment equity policies and practices. *b. Ensure valid and reliable job-related criteria areused to assess applicants. c. Educate management on harassment preventionpolicies and practices. d. Initiate problem solving through a formal internalcomplaint process.

Scenario 3.5 TS Inc. is a small Canadian aviation company located in Sydney, BC. The company has more than 30 employees,primarily pilots and aircraft maintenance engineers.

The CEO informs you that you should come up with a recruitment and selection system that will screen out

pro-union attitudes and also to keep this information confidential.

Hanif, a practising Muslim, applied in person for an aircraft maintenance engineer position in response to a newspaper advertisement that listed two years of experience and industry certification. Hewas not contacted by TS Inc., even though he had more than eight years of experience. His ex-wife, who was close friends with the CEO, told Hanif that she had been contacted for a reference. Four months later he learned that the recent hirees had less than two yearsof experience.

44. ch03-044 Refer to Scenario 3.5. Under which jurisdiction does TSInc. fall? *a. federal b. provincial c. national d. international 45. ch03-045 Refer to Scenario 3.5. What legal sources are relevant tothis situation? a. the Employment Standards Act and labour law b. the Employment Equity Act and privacy legislation c. provincial human rights law and the CanadianCharter of

Rights and Freedoms *d. the Canadian Human Rights Act 47. ch03-047 Refer to Scenario 3.5. What human rights legal conceptsemerged in this situation? a. individual accommodation and indirect

discrimination b. direct discrimination and ethical challenges c. employment equity and labour rights *d. adverse impact and reasonable accommodation 48. ch03-048 Which of the following is NOT included in the three-part

Meiorin test under which all workplace practices arescreened? a. The standard is rationally connected to job

performance. b. The standard was adopted in good faith. c. The standard is reasonably necessary. *d. The standard is applied over a long period oftime.

49. ch03-049 An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups? a. additional costs *b. undue hardship c. negative reaction from other employees d. administrative difficulties 50. ch03-050 Why is the Renaud case from the Supreme Court of Canadaimportant? a. It established that the employer was responsible toaccommodate

employees. b. It established that undue hardship was related toemployee morale. *c. It established that the union could be found tohave discriminated against its employees. d. It established that sufficient risk needs to incorporate both financial and nonfinancial aspects.

True/False 51. ch03-051 Constitutional law becomes an issue only when recruitmentor selection practices are challenged in a human rights tribunal or court.

*a. True b. False 52. ch03-052 Since the aviation industry is a federally regulated industry in Canada, airline company operations fall underthe jurisdiction of federal law. *a. True b. False 53. ch03-053 In an employment interview, it is acceptable (legal) to askcandidates if they are prepared to travel or be transferredif those are requirements of the job. *a. True b. False 54. ch03-054 It is never acceptable to ask job candidates if they have acriminal record. a. True

*b. False 55. ch03-055 During the interview process, inquiries about the applicant’s religion may be justified if the interviewerseeks to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values). *a. True b. False 56. ch03-056 Recruitment and selection practices that have an impact oncareers or entry to occupations must be defensible with respect to legal requirements.

*a. True b. False 57. ch03-057 Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training. *a. True b. False 58. ch03-058 Labour law regulates the minimum age of employment, hoursof work, minimum wages, statutory holidays, and so forth. a. True *b. False 59. ch03-059 Collective agreements have little or no effect on personnelselection processes. a. True

*b. False 60. ch03-060 Direct discrimination occurs when an employer adopts apractice or rule that on its face discriminates on a prohibited ground. *a. True b. False 61. ch03-061 It is appropriate to ask potential employees for a list ofall their disabilities, limitations, or health problems. a. True

*b. False

62. ch03-062 A situation in which an employer, in good faith, adopts apolicy or practice that has an unintended negative impacton members of a selected group is referred to as adverse effect discrimination. *a. True b. False

63. ch03-063 When a manufacturer decides not to hire women in areas requiring heavy lifting, this is an example of indirectdiscrimination or adverse impact discrimination. a. True

*b. False 64. ch03-064 Reasonable accommodation refers to the duty of an employerto put in place modifications to discriminatory employmentpractices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure. *a. True b. False

65. ch03-065 Accommodation is always applied to a group as opposed toindividuals. a. True

*b. False 66. ch03-066 What are the four legal means that affect employment practices in Canada? Identify and briefly describe eachone.

67. ch03-067 Define discrimination in employment and describe some of

the areas in recruitment and selection that can bediscriminatory.

68. ch03-068 Define and give an example of three discriminatory groundsthat are prohibited in all Canadian jurisdictions.

69. ch03-069 Every province and territory, as well as the federal government, has established a human rights code or act thatprohibits discrimination in employment. The grounds for discrimination outlined in the Canadian Human Rights Act are race, colour, religion, age, sex, marital status, and mental or physical disability. Recruitment practices that are free of bias will attract the most qualified applicants. It is a discriminatory practice if interviewingprocedures exclude a particular group directly or indirectly on a prohibited ground of discrimination.

70. ch03-070 What is employment equity? Which groups are affected by employment equity legislation? Does employment equity mean that unqualified individuals will be hired? What are the benefits of implementing employment equity in the workplace? Give an example of a specific strategy or equitypractice an organization has used to increase employment equity.

71. ch03-071 Describe provincial labour law or the Canada Labour Codeand its relevance to recruitment and selection.

73. ch03-073 Describe some practical guidelines for HR managers to ensure that recruitment and selection practices do not leadto illegal discrimination.

74. ch03-074 To what two causes can the success or failure of outreach recruitment be traced?

Discuss three important questions an

HR manager needs to ask to ensure that an organization’s hiring process is legally defensible.

Chapter 4: Job Analysis and Competency Models 1. ch04-001 Why is a job analysis important for recruitment andselection? *a. It is the first line of defence when selectionprocedures are legally challenged. b. It emphasizes selection skills and responsibilitieswhile deemphasizing effort and working conditions. c. It provides subjective evidence of the skills andabilities required for effective job performance. d. It establishes the worth of a job and defines it inmeasurable terms.

2. ch04-002 You are the HR person for a small enterprise in charge of hiring as part of an expansion. Which of the following questions would you ask prior to collecting information ina job analysis? *a. How will the company’s mission, vision, and values affect selection needs? b. What do you wish your new hires to accomplish? c. What do people who hold similar jobs think about the knowledge, skills, abilities, and other attributesneeded? d. Will the employees do different things on differentdays?

3. ch04-003 Which concept describes the process of collecting information about jobs by any method for any purpose? a. organizational analysis *b. job analysis c. work analysis d. needs analysis 4. ch04-004 What source of data is NOT typically used in a jobanalysis? a. employees b. managers

*c. shareholders

d. supervisors 5. ch04-005 Which of the following describes effective job analysis? *a. a formal, structured process carried out under aset of guidelines established in advance b. a single evidence-based methodology c. breaking down a job into its constituent parts,rather than looking at the job as a whole d. focusing on jobs rather than positions 6. ch04-006 Which of the following would NOT typically be used as datafor a job analysis? a. knowledge b. standards c. responsibilities

*d. performance 7. ch04-007 Which of the following best defines job specifications? a. a collection of positions with related jobactivities and

duties b. the different duties and responsibilities performedby one employee *c. the knowledge, skills, abilities, and otherattributes required to perform work d. the tasks, duties, and responsibilities associatedwith work 8. ch04-008 A hospital employs a variety of individuals as nurses, doctors, and technicians. How are these groups of employeesclassified? a. by position b. by role c. by worker

*d. by job

9. ch04-009 What is the definition of a job? *a. a collection of positions that are similar intheir significant duties b. the different duties and responsibilities performedby one employee c. the knowledge, skills, and abilities required toperform work d. the tasks, duties, and responsibilities associatedwith work 10. ch04-010 Which of the following best describes a job family? a. a collection of positions with related jobactivities and duties *b. a set of related jobs that rely on the same knowledge, skills, abilities, and other attributes c. the knowledge, skills, and abilities required toperform work d. the tasks, duties, and responsibilities associatedwith work 11. ch04-011 For HR specialists making selection decisions what is themost important product of the job analysis process? a. job descriptions and job design b. job evaluation and performance measures c. organizational analysis and performance standards

*d. job specifications 12. ch04-012 What is NOT a problem associated with job descriptions? *a. They may include duties that are prioritized andweighted. b. They may be vague or poorly written. c. They may focus on KSAOs of incumbents. d. They may not be updated regularly.

13. ch04-013 Which of the following best defines a job position? a. a collection of positions with related jobactivities and duties *b. the different duties and responsibilitiesperformed by one employee c. the knowledge, skills, and abilities required toperform work d. the tasks, duties, and responsibilities associatedwith work 15. ch04-015 What would you include in the job requirements section ofjob descriptions? a. a description of the competency framework b. the responsibilities of and results to beaccomplished

in the job c. the specific performance requirements and tasksrequired to perform the job *d. the KSAOs needed to perform the job 16. ch04-016 What does the acronym KSAO mean? a. know-how, skills, abilities, and organizationalalignment b. know-how, skills, attributes, and organizationalfit c. knowledge, skills, attributes, and other abilities

*d. knowledge, skills, abilities, and other attributes 18. ch04-018 According to the textbook, which group of individuals provides more accurate information when job information isbeing collected? a. human resources managers *b. trained professional job analysts c. job incumbents using self-report and surveyinstruments d. supervisors

19. ch04-019 The Ontario Human Rights Commission has stated that “Organizations that have not defined the essential duties of a position, provided required accommodation and individually assessed ability to perform the essential duties will have difficulty defending themselves if a humanrights complaint is filed.” To which legal principle does this refer? a. equal opportunity b. employment equity for designated groups c. discrimination on prohibited grounds

*d. bona fide occupational requirements 20. ch04-020 To be legally defensible, a job analysis process shouldhave all of the following features EXCEPT which one? *a. rely on a set of formal procedures b. be documented c. rely on input from the best subject-matter expertavailable d. be completed by a trained job analyst 21. ch04-021 Which of the following is the most important criterion forchoosing a job analysis method? *a. validity b. availability c. standardization d. credibility

22. ch04-022 Which of the following is the structured questionnaire in which employees rate the job relevance of human abilities reflecting cognitive, psychomotor, physical, and sensory-perceptual performance?? a. Functional Job Analysis Survey *b. Fleishman Job Analysis Survey c. Personality Oriented Job Analysis Survey d. Worker Traits Job Analysis Survey

23. ch04-023 Which of the following is NOT typically characterized asjob context? *a. education b. work schedules c. organizational culture d. nonfinancial incentives 24. ch04-024 What source compiled by the Canadian government containssystematically standardized and comprehensive job descriptions in the labour market? a. Canadian Classification Dictionary of Occupations(CCDO) b. Dictionary of Occupational Titles (DOT)

*c. National Occupational Classification (NOC) d. Occupational Information Network (O*NET) 26. ch04-026 What job analysis technique emphasizes the characteristicsof successful performers rather than standard duties? a. dynamic job analysis *b. worker-based analysis c. team-based analysis d. work-oriented analysis 27. ch04-027 What job analysis technique emphasizes general aspects of the jobs and describes perceptual, interpersonal, sensory,cognitive, and physical activities? a. work-oriented analysis b. self-monitoring analysis c. structured analysis

*d. worker-oriented analysis 28. ch04-028 Which of the following is the job analysis method that wasdeveloped in order to allow subject matter experts to rate

the positive or negative contribution of definedpersonality traits with job performance? a. Big Five Job Analysis *b. Personality Oriented Job Analysis c. Five Factor Model of Job Analysis d. Personality-Based Job Analysis 29. ch04-029 Which of the following types of job analysis surveys breaksdown jobs into their component tasks? a. task specifications *b. task inventories c. task variety d. task statements 30. ch04-030 Which of the following is the best job analysis method? a. job evaluation b. behaviour anchored rating systems

*c. worker traits inventories d. content validation 31. ch04-031 Which of the following is NOT a suggested guideline for ajob analysis interview? a. Conduct interviews in a private location. b. Guide the session without being authoritative oroverbearing. c. Ask open-ended questions, using relevant languageto the

interviewee. *d. Seek a directive from top management to makeinterviews mandatory for all employees.

32. ch04-032 What job analysis method utilizes work sampling andemployee diaries or logs? a. interview b. questionnaire

*c. direct observation

d. combination 33. ch04-033 What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a joband includes 195 items and job elements organized into six dimensions? a. Common-Metric Questionnaire b. Work Profiling System

*c. Position Analysis Questionnaire d. Functional Job Analysis 34. ch04-034 What type of interview method is recommended for jobanalysis purposes? a. behavioural b. situational

*c. structured d. unstructured 35. ch04-035 What job analysis technique is worker-oriented? *a. Position Analysis Questionnaire b. Critical Incident Technique c. Functional Job Analysis d. Task Inventory

37. ch04-037 Which of the following is an advantage of using thePosition Analysis Questionnaire? *a. Results can be compared to the PAQ database. b. It is mostly suited to managerial jobs. c. It does not require an experienced analyst. d. It is written in easily understood language.

38. ch04-038 Which of the following is a drawback of the CriticalIncident Method?

a. Work is described in the worker’s own words. b. It has low validity and reliability.

*c. It relies on memory of recent events. d. It does not focus on behaviours.

39. ch04-039 What job analysis method is adopted by organizations thatoperate in a rapidly changing environment in which jobs change regularly? a. dynamic job analysis *b. competency-based analysis c. team-based analysis d. work-oriented analysis 40. ch04-040 What term defines groups of related behaviours that are needed for successful job performance in an organization? a. traits inventories b. job elements

*c. competencies d. specializations 42. ch04-042 Which of the following is the best example of a corecompetency? *a. communication b. knowledge of customer service c. ability to gather information d. detail-oriented when following principles andprocedures

43. ch04-043 Which of the following competencies is every member of anorganization expected to possess? *a. core competencies b. functional competencies c. job-specific competencies d. knowledge-based competencies

44. ch04-044 In competency dictionaries, what do proficiency scalesdescribe? a. expected behaviours for core employees b. expected behaviours at specific levels ofcompetency

*c. competency profiles for top performers d. job specific and functional KSAOs 45. ch04-045 What elements are included in a competency profile? a. job duties and responsibilities b. job-specific core competencies c. core competencies and job specifications

*d. core, functional, and job-specific competencies 46. ch04-046 What might be a concern if an organization decides to use acompetencybased job analysis? a. that characteristics and behaviours of successfulperformers

cannot be defined b. that the unprecedented change in today’s workplace requires clear measurable job descriptions *c. the difficulty in predicting future job needs andthe lack of validity and legal defensibility d. the expectation that all employees should possesscore competencies that relate to the organization’s goals 48. ch04-048 Refer to Scenario 4-1. What major strategic focus in employee selection could distinguish Scribe Engineering asa high-performing organization rather than an underperformer? *a. a linkage between organizational goals and short-term organizational needs b. a linkage between organizational goals and long-term organizational needs c. a linkage between organizational and human resourceplanning needs

d. a linkage between long-term organizational andhuman

resource goals 49. ch04-049 Refer to Scenario 4-1. What are the expected changes in Scribe Engineering’s external environment that may affectthe company’s recruitment and selection process? a. organizational mission and goals b. job design c. organizational strategy

*d. competition 50. ch04-050 Refer to Scenario 4-1. What internal influences areaffecting the jobs and human resources at Scribe Engineering? a. the labour market b. customers c. the competition

*d. job design 51. ch04-051 Refer to Scenario 4-1. Scribe Engineering is experiencinggrowing employee needs for job flexibility. What are someflexible work options that Scribe Engineering could consider to retain its employees? *a. job sharing and telework b. ergonomically designed work stations c. elimination of routine jobs d. competency-based jobs 52. ch04-052 Refer to Scenario 4-1. How would you distinguish a job analysis from a job description for the managers at ScribeEngineering? a. A job analysis is the knowledge, skills, abilities,and other

attributes that are needed by a job incumbent to do well on a job.

b. A job analysis is the process of collecting information about

jobs for the purpose of recruitmentand selection. *c. A job analysis is a systematic process for gathering, documenting, and analyzing data about thework required for a job. d. A job analysis is a review of the whole job, notthe constituent parts.

53. ch04-053 Refer to Scenario 4-1. Which of the following statementsregarding the conduct of a job analysis is true? a. A job analysis is a formal, structured process carried out under a set of pre-established guidelines. *b. A job analysis is carried out by subject-matterexperts. c. A job analysis focuses on jobs, not positions. d. A job analysis is most effective when it focuses oncompetencies.

54. ch04-054 Refer to Scenario 4-1. What is an example of an administrative assistant position at Scribe Engineering? *a. the administrative assistant to the CEO of ScribeEngineering b. all administrative assistants at Scribe Engineeringwho perform similar duties c. a set of different but related administrative jobs that require the same knowledge, skills, abilities, orother attributes or competencies d. the work that is done by administrative assistants 55. ch04-055 Refer to Scenario 4-1. Since job analysis data have the potential for many uses, it is important for Scribe Engineering to know how the company will use the information before deciding on an approach or method. What would be some recruitment and selection outcomes of ScribeEngineering’s job analysis process? a. a job summary and job description *b. a job description and job specification

c. a job evaluation and performance criteria d. a job design and evaluation 56. ch04-056 Refer to Scenario 4-1. What process can you use to ensurethe job analysis is anchored into the context of Scribe Engineering’s organizational mission and goals? a. person analysis b. needs analysis

*c. organizational analysis d. task analysis 57. ch04-057 Refer to Scenario 4-1. What would NOT be potential outcomes of Scribe Engineering’s job analysis process? a. job descriptions and job design b. job evaluation and performance measures

*c. new competitive marketing strategy d. person–job fit and person–organization fit 58. ch04-058 Refer to Scenario 4-1. The administrative assistant jobdescription includes “the ability to use Excel and Wordlevel II with a proficiency of 90%.”

What is this an example of? a. main duties *b. a job specification c. a job responsibility d. a performance standard 59. ch04-059 Refer to Scenario 4-1. What would be the benefit of using a trained job analyst to carry out the job analysis at ScribeEngineering? a. The job analyst may be more objective than jobincumbents when collecting job information. *b. Job analysts understand how jobs should bedesigned.

c. This would eliminate the expense of using subject-matter experts. d. Employees will be more likely to trust the resultsof the analysis.

60. ch04-060 Refer to Scenario 4-1. How might you deal with human rightsissues of sex, family, and age discrimination with the office administration employees at Scribe Engineering? a. File a complaint immediately with the Human RightsTribunal or Commission. *b. Conduct a job analysis as a legally acceptable wayof determining job-relatedness. c. Ensure management practices do not have a negativeeffect on employees. d. Modify any discriminatory employment practices.

61. ch04-061 Refer to Scenario 4-1. Why would it be important for ScribeEngineering to conduct a job analysis? *a. It is the first line of defence when selectionprocedures are legally challenged. b. It emphasizes selection skills and responsibilities, and deemphasizes effort and workingconditions. c. It provides subjective and objective evidence of the skills and abilities required for effective jobperformance. d. It establishes the worth of a job and defines it in measurable terms.

62. ch04-062 Refer to Scenario 4-1. The managers at Scribe Engineeringcannot clearly distinguish between a position and a job. Which of the following best defines a job? *a. a collection of positions with related jobactivities and duties b. the different duties and responsibilities performedby one employee c. the knowledge, skills, and abilities required toperform work

d. the tasks, duties, and responsibilities associatedwith work

63. ch04-063 Refer to Scenario 4-1. What job analysis technique shouldyou utilize at Scribe Engineering? a. self-oriented b. work-oriented

*c. worker-oriented d. group-oriented 65. ch04-065 Refer to Scenario 4-1. How might you approach managers at Scribe Engineering who are not receptive to a job analysisprocess? a. Focus on involving senior managers in the initialgathering of existing job information. *b. Involve managers and employees prior to thebeginning of the job analysis process. c. Ensure that the completion of questionnaires ismandatory. d. Include all the hesitant managers in job analysisfocus groups.

66. ch04-066 Refer to Scenario 4-1. In this situation, what is the mostimportant consideration before you begin the job analysis? *a. identifying objectives and ensuring managementsupport and employee buy-in b. deciding on a job analysis method c. gathering existing job-related data d. communicating and explaining the job-analysisprocess to all employees 67. ch04-067 Refer to Scenario 4-1. Which of the following will help Scribe Engineering decide to use a competency framework ifit needs to ensure that the assessed competency is a skillor ability associated with a high level?

a. salary *b. job performance c. communication d. job analysis 68. ch04-068 Refer to Scenario 4-1. The technical support job description includes the following: “Ability and willingness to follow policies and procedures.”

What isthis an example of? a. a job summary *b. a competency c. a job specification d. a job responsibility

True/False 69. ch04-069 Recruitment and selection should be examined only in thecontext of the job and not in the context of the organization. a. True

*b. False 70. ch04-070 Job analysis data include a description of the job and profiles the competencies people need to have in order toperform well on the job. *a. True b. False 71. ch04-071 Job analysis involves a single methodology to analyze jobs. a. True

*b. False 72. ch04-072 Job analysis breaks down a job into its constituent partsrather than looking at the job as a whole. *a. True b. False

73. ch04-073 The job description indicates job duties and organizational-level requirements. a. True *b. False 74. ch04-074 The first step in job analysis is to interview jobincumbents. a. True *b. False 75. ch04-075 Work analysis involves techniques that emphasize work outcomes and descriptions of the various tasks performed toaccomplish these outcomes. a. True *b. False 76. ch04-076 The interview is the least commonly used technique forgathering job facts and establishing the tasks and behaviours that define a job. a. True

*b. False

77. ch04-077 Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies. *a. True b. False

78. ch04-078 Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions. *a. True b. False 79. ch04-079 Job analysis and competency management frameworks are the means by which job and person variables are identified forthe purpose of recruitment and selection. *a. True b. False 80. ch04-080 Core competencies are the characteristics that every memberof an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess. *a. True b. False 81. ch04-081 A best practice in competency modelling for analyzing competency information might include considering previousjob requirements. a. True *b. False 82. ch04-082 Recent research shows that traditional job methods and

competency-based methods of job analysis models are equallyrigorous and reliable. a. True *b. False 83. ch04-083 “What would you do if a patient had an emergency medical problem you were not qualified to deal with and no physicians could be contacted?” This is an example of a behavioural question that could be used in an interview fora nurse. a. True *b. False 84. ch04-084 What is a job analysis? What data are included in a jobanalysis? What are three key considerations in job analysis?

85. ch04-085 What is the difference between a job, position, and jobfamily? Give examples of each.

86. ch04-086 What is the difference between a job description and a jobspecification? What are KSAOs? 87. ch04-087 As the HR consultant responsible for the recruitment and selection of TS Inc. aviation employees, what suggestions would you make to the CEO to ensure that the following job description adequately reflects the responsibilities and KSAOs that the aircraft maintenance engineer will need to perform his or her job well? What specific changes should be made to ensure the job description is measurable, valid,reliable, and legally defensible?

88. ch04-088 TS Inc. has 30 employees. As the HR manager, would you

suggest that the company conduct a job analysis? What questions could you ask in gathering job information thatwould help TS Inc. write a job description and job specifications for its aircraft maintenance engineers?

89. ch04-089 Job analysis can be categorized into work-oriented job analysis or workeroriented job analysis, depending on thenature of the jobs and how the work is changing. Describe both methods and give an example of when an organization may choose that method.

90. ch04-090 Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal withthe disadvantages of the technique.

91. ch04-091 Describe one job analysis method.

92. ch04-092 The evolution toward rapidly changing jobs and organizations that demand flexibility of their workers has led some HR practitioners to search for alternatives to traditional job analysis techniques. What factors are impinging on traditional job analysis? What are competencies? What are the three competencies that comprisethe architecture of a company’s competency model?

Chapter 5: Job Performance 1. ch05-001 Which of the following best defines a type of factor analysis whereby the analyst tests a specific model linkingperformance measurement items to specific competencies or dimensions of job performance? a. singular regression analysis b. multiple regression analysis

*c. confirmatory factor analysis d. exploratory factor analysis 2. ch05-002 Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours? a. attributes b. behaviour

*c. criteria d. performance indicators 3. ch05-003 Which of the following defines the concept that is described as activities or behaviours that are not part of a worker’s formal job description but that remain importantfor organizational effectiveness? a. task performance b. job performance

*c. contextual performance d. dimensional performance 4. ch05-004 Which of the following best defines job criteria? a. organizational processes used to improve employeeand organizational performance in the workplace *b. measures of job performance that attempt to capture individual differences among employees withrespect to job-related behaviours c. organizational processes that evaluate employee jobperformance

d. a means to reinforce an organization’s core valuesin addition to identifying performance differences among employees 5. ch05-005 Which of the following is an example of contextualbehaviour? *a. extra effort b. leadership c. supervision d. personal discipline

6. ch05-006 Which of the following is job task behaviour for a retailworker? *a. explaining product benefits b. learning new technologies c. helping new workers d. handling work stress

7. ch05-007 Which performance behaviour is similar to contextualperformance behaviour? a. organizational citizenship b. job-specific task proficiency

*c. adaptive behaviour d. organizational culture 8. ch05-008 According to a research study investigating the use of personal Facebook pages to predict job performance, whatadvice should HR managers give to hiring managers concerning the use of Facebook posts by applicants to predict which candidates will be successful? a. It’s a valuable tool. b. It’s valuable for certain jobs.

*c. It’s of no value. d. It should be used only by trained HR staff.

9. ch05-009 Which of the following best defines job performance? *a. the observable things employees do that arerelevant to accomplishing the goals of the organization b. a means to reinforce an organization’s core valuesin addition to identifying performance differences among employees c. organizational processes used to improve employeeand organizational performance in the workplace d. organizational processes that evaluate employee jobperformance 10. ch05-010 Which of the following is a job task behaviour for anairplane pilot? a. promoting safety procedures *b. navigation c. mentoring junior pilots d. self-discipline 11. ch05-011 As the HR manager, you are responsible for defining sets ofrelated behaviours that are derived from organizational goals and linked to successful job performance. What are these behaviours called? a. performance domains b. performance criteria

*c. performance dimensions d. performance indicators 12. ch05-012 In Campbell’s theory of work performance, what concept refers to the degree to which individuals are committed toperforming all job tasks, to working at a high level of intensity, and to working under adverse conditions? a. maintaining personal discipline b. supervision/leadership

*c. demonstrating effort d. job-specific proficiency

13. ch05-013 Which concept refers to voluntary behaviours that violate significant organizational norms and, in so doing, threatenthe well-being of an organization, its members, or both? a. contextual performance b. lack of personal discipline c. task behaviours

*d. counterproductive work behaviours 14. ch05-014 Which of the following is NOT an objective measure of jobperformance? a. cost of accidents b. length of time in job c. number of spelling mistakes

*d. earnings per share 16. ch05-016 Which method allows the rater to compare the overall performance of each worker with that of every other workerbeing evaluated? *a. paired comparison b. forced distribution c. rank order d. relative percentile method

17. ch05-017 Which of the following performance management approachesprovides feedback around both the internal business processes and external outcomes in order to continuouslyimprove strategic performance and results? a. behavioural observation scale b. behaviourally anchored rating scale

*c. balanced scorecard d. 360-degree feedback 18. ch05-018 Which type of rater training focuses on providing training

to help calibrate raters so they agree on the level ofeffectiveness for individual employee behaviours? a. behavioural observation training b. critical incident training

*c. frame-of-reference training d. rater-error training 19. ch05-019 Which of the following concepts is known as the degree towhich the criterion measure is influenced by one or more sources of error? a. criterion relevance *b. criterion contamination c. criterion deficiency d. unmeasured competencies 20. ch05-020 Which concept is defined as the degree to which the criterion measures or captures behaviours or competenciesthat constitute job performance? a. criterion contamination b. criterion deficiency

*c. criterion relevance d. criterion reliability 21. ch05-021 Into which subcategories would you break job performancebehaviours? a. competency, adaptive, contextual, and job-specificbehaviours b. adaptive, task, contextual, and productivebehaviours

*c. task, contextual, adaptive, and counterproductivebehaviours d. strategic job-specific, contextual, and organizational behaviours 22. ch05-022 Which of the following statements best exemplifies the

evidence-based recommendations for employee performancemonitoring (EPM)?? a. Use EPM for deterrence rather than learning and

development. b. Use EPM capabilities (e.g., location) when employees are offsite engaging in non-work activities. *c. Inform employees whether or not they are beingmonitored. d. Understand that active monitoring (e.g., real-timecomputer use) is considered less invasive than intermittent monitoring (e.g., monitoring emails).

23. ch05-023 Which of the following is synonymous with machine learning in terms of analyzing employee demographic, experience, andother individual difference factors to make analytic predictions about the propensity to meet prescribed performance targets? a. Conceptual similarity b. Adaptive intelligence c. Contextual similarity

*d. Artificial intelligence 24. ch05-024 Which of the following is an absolute rating system? a. forced distribution b. relative percentile method

*c. graphic rating scale d. paired comparisons

Scenario 5-1 You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered theposition due to your knowledge of legislation,

experience in oral presentations and report writing, ability to effectively schedule complex projects, fitwith BCH’s organizational culture, and self- discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned thatthe importance of this job dimension influenced the raters’ ratings over the other job dimensions.

26. ch05-026 Refer to Scenario 5-1. Which of the following is NOTconsidered a counterproductive work behaviour? a. bullying b. theft c. sexual harassment

*d. frustration 27. ch05-027 Refer to Scenario 5-1. What was BCH’s most important performance dimension in this hiring decision? a. management/administration b. maintaining self-discipline

*c. communication proficiency d. knowledge of legislation 28. ch05-028 Refer to Scenario 5-1. What contextual performance factordid BCH hire you for? a. management/administration b. maintaining self-discipline

*c. organizational culture fit d. knowledge of legislation 29. ch05-029 Refer to Scenario 5-1. What task performance behaviour didBCH hire you for? a. communication proficiency b. maintaining self-discipline c. demonstrating effort

*d. ability to effectively schedule complex projects

Scenario 5-2 The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HR manager, you believe that a lack of clear job standards has led to the selection of inappropriate candidates.

Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplacebehaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline.

30. ch05-030 Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between performance managementand performance measurement. Which of the following best defines performance measurement? *a. a means to reinforce an organization’s core valuesin addition to identifying performance differences among employees b. assessments of job performance that attempt to capture individual differences among employees withrespect to jobrelated behaviours c. organizational processes used to improve employee performance in the workplace d. organizational processes that evaluate employee jobperformance 31. ch05-031 Refer to Scenario 5-2. As the HR manager, you have clarified that the outcome of KM Contracting’s performance appraisals must be more than corrective discipline. What isthe outcome of an effective performance appraisal system?

a. achievement of organizational goals due to increased

employee satisfaction and performance b. improvement in organizational processes thatevaluate employee job performance *c. reinforcement of organizational core values in addition to identifying performance differences amongemployees d. identification of employees who need development aswell as progressive discipline 32. ch05-032 Refer to Scenario 5-2. The managers at KM Contracting arenot clear on the distinction between job performance and job criteria. Which of the following best defines job performance? *a. the observable things employees do that arerelevant to accomplishing the goals of the organization b. a means to reinforce an organization’s core valuesin addition to identifying performance differences among employees c. organizational processes used to improve employeeand organizational performance in the workplace d. organizational processes that evaluate employee jobperformance 33. ch05-033 Refer to Scenario 5-2. The managers at KM Contracting are not clear on the purpose of performance management. Which of the following best explains the purpose of performancemanagement? a. performance management is a means to transform

companies into results-oriented organizations b. performance management includes measures of job performance that attempt to capture individual differences among employees with respect to job- related behaviours *c. performance management works as a feedback loop that allows an organization to monitor the quality ofemployees and thereby to assess the quality of its recruitment and selection process d. performance management creates organizationalprocesses that evaluate employee job performance

34. ch05-034 Refer to Scenario 5-2. Which of the following is NOT asubcategory of job performance? a. task performance b. contextual performance c. counterproductive work behaviour

*d. interpersonal job performance 35. ch05-035 Refer to Scenario 5-2. Which contextual performancebehaviours have been observed at KM Contracting? a. maintaining personal discipline *b. demonstrating effort c. technical construction proficiency d. engaging in unsafe work practices 37. ch05-037 Refer to Scenario 5-3. In the health-care industry, performance extends beyond knowledge, skills, and abilitiesand requires performance that supports the organizational, social, and psychological environment in which the job is performed. What are these activities or behaviours called? a. job-specific task performance *b. contextual performance c. accepting diversity d. interpreting cultural differences 38. ch05-038 Refer to Scenario 5-3. What kind of performance behaviouroccurs when a nurse shows enthusiasm and extra effort to help a patient? a. task *b. contextual c. organizational d. adaptive

39. ch05-039 Refer to Scenario 5-3. What performance appraisal methodare the hospitals using? a. graphic rating scale b. results method

*c. behaviourally anchored rating scale d. ranking system 40. ch05-040 According to the textbook, which of the following would NOTbe a jobspecific task proficiency to evaluate a security dispatcher? *a. persisting with extra effort b. properly secures lost and found articles c. activates appropriate emergency response teams asneeded d. ensures confidentiality and security of information

41. ch05-041 Which of the following is refers to the ratings or rankingsmade by supervisors, peers, or others that are used in assessing individual job performance? *a. subjective performance measures b. management by objectives c. graphic rating scale d. behaviourally anchored rating scales

True/False 43. ch05-043 Performance is NOT the consequence or result of action; itis the action itself. *a. True b. False

43. ch05-043 Performance is NOT the consequence or result of action; itis the action itself. *a. True b. False 45. ch05-045 Contextual performance is closely related to organizationalcitizenship behaviour. *a. True b. False 47. ch05-047 The usefulness of selection measures is assessed by howwell they predict performance. *a. True b. False 48. ch05-048 Cognitive ability appears to be the best predictor of taskperformance across all job situations. *a. True b. False 49. ch05-049 To evaluate the effectiveness of selection systems, companies must measure the task performance, adaptive performance, contextual performance, and counterproductivework behaviours that are important for job success. *a. True b. False 50. ch05-050 Reliability is the degree to which the criterion measurecaptures behaviours or competencies that constitute job performance.

a. True *b. False 51. ch05-051 Criterion deficiency is defined as those task performancebehaviours or competencies that are NOT measured by the criterion. a. True *b. False 52. ch05-052 Performance measurement is always subjective and is notreliable to predict future performance. a. True

*b. False 53. ch05-053 Absolute rating systems compare the performance of oneworker with an absolute standard of performance. *a. True b. False

54. ch05-054 Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents bythose knowledgeable about the job to establish performance dimensions. *a. True b. False 55. ch05-055 The perceived fairness and perceived justice of the performance appraisal process plays a central role indetermining employee reactions. *a. True

b. False 56. ch05-056 Define job performance and criteria. Why is it important tounderstand job performance and criteria as part of the recruitment and selection process?

58. ch05-058 Describe two methods for measuring job performance.

59. ch05-059 John Campbell and his associates have developed a theory ofwork performance. Campbell proposes that the behaviours that people are expected to exhibit as part of their job appear to fall into eight job performance dimensions. You are applying for a position as an HR manager. Describe and give an example of two performance dimensions from Campbell’s model that you believe would be major performance components required of an HR manager. Describe how these performances are expressed in relation to an organization’s mission and goals. How could this desired performance be measured? What criteria could be used? What determines individual differences in Campbell’s eight job performance components? Why would you perform more effectively and efficiently than another candidate?

61. ch05-061 What is contextual performance? Briefly describe twocategories of contextual performance.

62. ch05-062 Define criterion relevance, criterion contamination, andcriterion deficiency.

63. ch05-063 Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a securitydispatcher.

64. ch05-064 Explain how human rights relate to performance appraisalprocesses.

Chapter 6: Recruitment: The First Step in the Selection Process 1. ch06-001 What is the initial step in the selection process? *a. recruitment b. screening c. strategy d. legislation

2. ch06-002 Which term defines a set of potential candidates who may beinterested in, and who are likely to apply for, a specific job? a. members of a protected group b. the labour market c. a contingent work force

*d. an applicant pool 4. ch06-004 According to the opening vignette, which of the followingillustrates how Shopify’s CEO finds talented people for this rapidly growing organization? a. Shopify’s CEO relies on the use of best practices b. Shopify’s CEO embraces traditional thinking with

respect to finding talented people c. Shopify’s CEO relies on the use of reliable and valid selection practices *d. Shopify’s CEO embraces unorthodox thinking with respect to finding talented people 5. ch06-005 According to the textbook, which of the following is NOT anexternal factor affecting recruitment? a. labour market b. competition

*c. sustainability d. legislation 6. ch06-006 Which of the following terms refers to contracting with an

outside agent to take over specified human resourcefunctions? a. contract work b. contingent work

*c. outsourcing d. leasing 7. ch06-007 Which factor defines the intentional or unintentional exclusion of designated groups through recruitment andselection? a. direct discrimination *b. systemic discrimination c. indirect discrimination d. intentional discrimination 8. ch06-008 According to the textbook, which of the following internalfactors affects recruitment? *a. supply of labour b. legal requirements c. strategic goals d. competition 9. ch06-009 What is the initial step in developing a recruitment actionplan? a. Advertise for the position. b. Generate qualified applicants.

*c. Develop a recruitment strategy. d. Meet current legal requirements.

10. ch06-010 Which of the following is NOT an internal method ofrecruitment? a. job postings b. company newsletters

*c. job advertisements d. nominations

11. ch06-011 Which of the following external methods is associated withthe highest retention rates? *a. referrals b. employment agencies c. university job fairs d. professional associations 12. ch06-012 In order to raise an organization’s profile in a positive manner to attract interest from job seekers, an organization sponsors a popular film festival.

What is thisan example of? *a. image advertising b. promotional recruitment c. branding d. publicity

13. ch06-013 What is the primary advantage of Internet recruiting? a. availability to candidates with technology accessand know-how *b. reaching a large applicant pool at minimal cost c. fewer concerns about confidentiality d. receiving a large number of résumés 14. ch06-014 Which of the following is a disadvantage of internal jobpostings? a. It is expensive. b. It rewards long tenure.

*c. There is a motivational impact on candidates notselected. d. Collective agreements prevent the best candidatefrom being hired.

15. ch06-015 What occurs during the recruitment and selection process

when candidates form an opinion that they do not want towork in the organization for which they are being recruited? a. negative perception b. realistic job preview c. opting out

*d. self-selecting out 16. ch06-016 Which of the following would NOT be considered an effectiverecruiting guideline? *a. Give serious consideration to the content of information presented to candidates rather than thecontext in which it is presented. b. Present important information about the job and theorganization to candidates by several different, reliable, and credible sources. c. Recognize that the behaviour of recruiters andother representatives gives an impression of the organization’s climate, efficiency, and attitude toward employees. d. Ensure that all recruiting information and materials given to job applicants present accurate andconsistent information, whether positive or negative.

17. ch06-017 What term is defined as the process through which an organization reaches a decision that a job candidate fitsthe organization’s values and culture and has the attributes desired by the organization? a. person–job fit *b. person–organization fit c. cultural fit d. organizational fit 18. ch06-018 Which of the following is NOT an outcome of a mismatchedindividual relative to the job and the organization? a. absenteeism b. low productivity

*c. presenteeism d. turnover 19. ch06-019 Which of the following statements best exemplifies howtechnology can be a solution to a labour problem? *a. Efficiencies gained through automation can providean alternative to hiring new employees b. Advancements in artificial intelligence can behelpful but will not replace the need to hire professional and knowledgebased workers c. Efficiencies gained through automation can providean incentive for hiring new employees d. Advancements in artificial intelligence can behelpful but will not replace the need to hire traditional and manual labour workers 20. ch06-020 What type of measures used to evaluate recruiting methodsincludes turnover and absenteeism? a. attitudinal b. performance

*c. behavioural d. subjective

Scenario 6-1 At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of thepresident. Like most small companies, TS Inc. frequently uses employee referrals as a method of recruitment. The company wants to use Internet recruitment technologies but is not well versed in information technology. The CEO is very concerned about poor hiring decisions and turnover costs.

21. ch06-021 Refer to Scenario 6-1. From what labour market should TSInc. recruit aircraft maintenance engineers? a. *b. regional c. global d. national

local

22. ch06-022 Refer to Scenario 6-1. What method of recruiting would be most suitable for hiring aircraft maintenance engineers forTS Inc.? a. internal *b. external c. internal and external d. recruiting agency 23. ch06-023 Refer to Scenario 6-1. What would be the LEAST effective e-recruitment method for recruiting aircraft maintenance engineers? *a. national and international Internet job boards(e.g., Workopolis.ca) b. professional and career websites (e.g., aviationprofessional and industry associations) c. technical school websites (e.g., recent aircraftmaintenance engineer graduates) d. TS Inc.’s website 24. ch06-024 Refer to Scenario 6-1. Which of the following would TS Inc.need to be prepared for with a switch to Internet recruiting? a. much higher advertising costs b. much higher volume of applicants to manage c. long lead times

*d. reduced number of local applicants

25. ch06-025 Refer to Scenario 6-1. What does TS Inc. need to considerto ensure a good person–organization fit? a. image advertising and branding b. creation of high expectations of the candidate c. sufficient orientation and training

*d. accurate communication, perceptions, andexpectations

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization, such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia,is experiencing staff shortages in nursing. Patient waiting times have increased dramatically. Sixty percent of nurses will be eligible for retirement by 2022. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver. BCH believes that becoming an “employer of choice” is a way to attract and retain its health-care professionals.

26. ch06-026 Refer to Scenario 6-2. What is the goal of BCH’s nursing job-related selection system? a. to generate an applicant pool for nursing positionsin order to provide the required number of qualified nurses for selection

*b. to bring nurses into BCH who will perform ataboveaverage levels and who will increase the productivity of the organization c. to conduct an organizational assessment and jobanalysis for nursing positions d. to develop a recruitment strategy and action planfor hiring nurses into BCH 27. ch06-027 Refer to Scenario 6-2. Which of the following conditions isimportant, but not always the most influential factor, in attracting highly educated professional nurses to BCH? a. opportunity to incorporate their interests andvalues b. autonomy and decision-making authority c. opportunities for self-development

*d. security and income 28. ch06-028 Refer to Scenario 6-2. What is the term for BCH’s processof gathering information about demographics, such as nursing shortages and the aging population? a. needs analysis *b. labour market analysis c. organizational planning d. demographic analysis 29. ch06-029 Refer to Scenario 6-2. Which two external factors are influencing BCH’s recruitment strategy? a. BCH’s business plan of becoming an employer of

choice and its union contract b. the job expectations and the attitudes of nurseapplicants c. BCH’s organizational and job analysis *d. the scarcity of qualified nursing labour and thelegal environment

30. ch06-030 Refer to Scenario 6-2. Which two internal factors are influencing BCH’s recruitment strategy? a. the scarcity of qualified nursing labour and thelegal environment *b. BCH’s business plan of becoming an employer of choice and its union contracts c. the job expectations and the attitudes of the nurseapplicants d. the part-time labour market and outsourcing 31. ch06-031 Refer to Scenario 6-2. Which factors are LEAST importantwhen BCH is developing its recruitment strategy? a. external factors *b. internal factors c. labour market factors d. legislative factors 32. ch06-032 Refer to Scenario 6-2. Upon what should BCH’s nursing recruitment decisions be based? a. an assessment of the labour market b. new health legislation

*c. organizational and job analyses d. review of mission statement 33. ch06-033 Refer to Scenario 6-2. What would be the most effective wayto advertise for nurses? a. internal postings job board *b. nurses’ professional websites c. external job board d. national newspaper 34. ch06-034 Refer to Scenario 6-2. Which of the following questions would NOT be relevant to a job advertisement campaign totarget nursing applicants?

*a. How will the costs of advertising be balanced byreaching the target applicant pool? b. What advertising media will reach the targetapplicant pool? c. How many applicants do we need to fill the positionwith qualified people? d. What type of ad content will attract the target applicant pool’s attention?

35. ch06-035 Refer to Scenario 6-2. Which of the following has occurredwhen nurses form the opinion during recruitment that they do not want to work for BCH? a. negative organizational perceptions *b. self-selecting out c. realistic job preview d. negative job expectations 36. ch06-036 Refer to Scenario 6-2. Which work alternatives may help BCHrecruit and retain both its senior and younger new nurses? a. part-time positions b. contract positions c. temporary work

*d. family-friendly practices 37. ch06-037 Refer to Scenario 6-2. What process is designed to raise BCH’s profile in a positive manner in order to attract jobseekers’ interest? *a. image advertising b. branding c. person–job fit d. publicity 38. ch06-038 Refer to Scenario 6-2. Which strategy is BCH using to establish its identity and perception in the marketplace asan employer of choice?

a. image advertising b. human resource planning

*c. branding d. strategic planning 39. ch06-039 Refer to Scenario 6-2. What does BCH need to consider toensure a good person–organization fit? a. image advertising b. creating high expectations c. recruitment and selection training

*d. accurate communication, perceptions, andexpectations 40. ch06-040 Refer to Scenario 6-2. Which of the following may result ina damage award to a nurse applicant? *a. Failing to accurately representation informationabout the nursing job as part of the recruiting process b. Promising raises for above average performance c. Failing to initiate a set of procedures that lowersthe expectations of the nurse applicants to more realistic and accurate perceptions of BCH d. Promising promotions for above average performance

Scenario 6-3 You are an HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers. As the baby-boom generation retires, it is getting more difficult to find replacements to fill management-level public- sector positions. You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning. In trying to recruit businessschool graduates, you have heard young job seekers

state that they perceive government as a negativeplace to work and would not consider applying for government management positions.

41. ch06-041 Refer to Scenario 6-3. What is an important, but not always the most influential, factor when attracting young businessgraduates? a. opportunity to use their knowledge, skills, andabilities b. reputation of the organization and location c. flexible work schedule

*d. security and income 42. ch06-042 Refer to Scenario 6-3. Which of the following is a prominent factor that can increase the attractiveness ofmunicipal government jobs? *a. familiarity b. concise job advertisements c. being union-free d. strong health and safety record

True/False 43. ch06-044 Recruitment is done separately from the selection process. *a. True b. False 44. ch06-045 The best defence against charges of systemic discriminationis to document that every attempt has been made to attract members from the protected group.

a. True *b. False 45. ch06-046 Employment equity involves policies and practices toincrease the presence of visible minorities and gay individuals in the workplace. a. True

*b. False 46. ch06-047 Mission and values do NOT play a role in the recruitmentprocess. *a. True b. False 47. ch06-048 There is evidence that employees recruited by referralremain longer in the organization. a. True

*b. False 48. ch06-049 Walk-in and write-in methods of job recruitment are inexpensive ways to fill entry-level positions, and theyare more effective than referrals because there is no nepotism. *a. True b. False 49. ch06-050 One disadvantage of employee referrals is that they maylead to discrimination and inbreeding. a. True

*b. False

51. ch06-052 Unlike job boards, there is no cost to joining a socialnetwork. *a. True b. False 52. ch06-053 One disadvantage of Internet recruiting is that it resultsin an overwhelming number of applicants, many of whom are unqualified. *a. True b. False 53. ch06-054 Social network sites for job applicants might be discriminatory if disabled individuals are required to postphotographs of themselves. a. True

*b. False 54. ch06-055 Social network sites protect the private information of jobapplicants, such as age, religion, and ethnicity, and are not discriminatory. *a. True b. False 55. ch06-056 One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certainoccupational categories. *a. True b. False 56. ch06-057 Ensuring accurate job expectations during the recruitment

and selection process helps develop a good organization–jobfit between the person and the organization. *a. True b. False 57. ch06-058 Websites, such as Glassdoor.com, that provide anonymous reviews of the employer’s culture and work environment thatcan be accessed by job seekers, are known as third-party online reviews (TPORs). *a. True b. False 58. ch06-059 What is recruitment? What information does an organizationneed to make a decision to recruit?

59. ch06-060 Choose an organization you are familiar with. Describe three constraints affecting the organization’s recruitmentand selection process.

60. ch06-061 Describe an organization you are familiar with. Describe the current and potential influence that the organization’sexternal environment has on the human resource management planning, staffing and retention practices, and how the organization can respond to these challenges. Describe the organization’s internal environment and its relationship tothe organization’s strategy and its human resource planning, recruitment, selection, and retention practices.

61. ch06-062 Shortages of health-care professionals are a well- documented global issue occurring in countries with aging populations. As a result, organizations, such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, are experiencing staff shortages in nursing. Patients’ waitingtimes have increased dramatically. Sixty percent of the

nurses will be eligible for retirement by 2022. Young graduate nurses are moving out of the province to health- care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an “employer of choice” is a way to attract and retain its health-care professionals. Develop acomprehensive recruitment strategy for nurses at BCH. 62. ch06-063 Choose an organization and specific job position you are familiar with.

Describe three internal and/or external recruitment methods you would suggest for recruiting for your chosen position. Describe their advantages and how youwould deal with the disadvantages of your chosen methods.

63. ch06-064 TS Inc. is a growing BC aviation company of 30 employees. The company requires an aircraft maintenance engineer. Whatwould be the most effective recruitment method for reachingthis applicant pool? Describe the specific methods you would use and their advantages. Discuss how you would address the disadvantages of your chosen methods. Describe the steps you would take if you are unable to recruit sufficient employees for the job.

65. ch06-066 Why is corporate image important in recruiting efforts?Explain the difference between image advertising and branding.

66. ch06-067 What is person job–organization fit? Why is it an importantconsideration in recruitment?

67. ch06-068 Scribe Engineering has experienced a shortage of qualifiedapplicants for their available administrative assistant positions. What can Scribe Engineering do to ensure that

the job ads for these administrative assistant positionsare as effective as possible?

Chapter 7: Selection I: Applicant Screening 1. ch07-001 Which of the following is NOT one of the four groups designated in the federal government’s Employment EquityAct? a. women b. Aboriginal people

*c. immigrants d. persons with disabilities 2. ch07-002 Which term refers to the amount of knowledge, skills, abilities, and experience required for minimally acceptablejob performance? *a. minimum qualifications b. minimum screening criteria c. minimum selection qualifications d. minimum criteria 3. ch07-003 What are screening procedures designed to do? *a. reduce the number of job applicants b. eliminate candidates less likely to perform the jobeffectively c. decide which applicant should be offered the job d. identify KSAOs required for top job performance 4. ch07-004 What concept refers to the proportion of applicants who arehired for one or more positions? *a. selection ratio b. screening ratio c. efficiency ratio d. applicant pool ratio 6. ch07-006 Which concept refers to individuals who are predicted toperform successfully in a given position but who do not perform at satisfactory levels when placed on the job? a.

false negative

b. perceptual difference

*c. false positive d. validity difference 7. ch07-007 If you had 500 applicants for 10 positions, what is theselection ratio? a. .5

b. .05 *c. .02 d. .01 8. ch07-008 Which methods determine if an applicant is most qualifiedfor the job? *a. employment testing and employment interview b. résumé and screening interview c. reference checks and employment testing d. weighted application blank and employment testing

9. ch07-009 Which term is defined as the relationship between the actual number of people hired and the number who appliedfor a position, expressed in terms of a proportion? *a. selection ratio b. screening ratio c. efficiency ratio d. applicant pool ratio

10. ch07-010 Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new,leading-edge software, taking away substantial market sharefrom Scribe Engineering. What is this error called? a. a false positive *b. a false negative

c. a positive error d. a negative error 11. ch07-011 A company evaluating job candidates wants the relationshipbetween the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of candidates called? *a. selection ratio b. screening ratio c. efficiency ratio d. applicant pool ratio 12. ch07-012 Which of the following is NOT a commonly used screeningmethod? a. résumés *b. testing c. application forms d. reference checks 13. ch07-013 Which method is used to determine whether an applicantmeets the minimum qualifications for the job? a. employment testing b. employment interview

*c. application form d. job advertisement 14. ch07-014 What must a potential employer be able demonstrate if anapplication form asks for information related to a prohibited ground? *a. bona fide occupational requirements b. employment equity data c. no intention to discriminate illegally d. designated minority group

15. ch07-015 What screening method should you use to screen for alifeguard’s cardiopulmonary resuscitation (CPR) certification? *a. an application form b. an employment interview c. a written CPR test d. a reference check

17. ch07-017 What type of application form addresses a wide range of content, including hobbies, family relationships, leisure-time pursuits, personal accomplishments, and early work experiences? *a. biographical application blank b. background check blank c. weighted application blank d. reference check blank 18. ch07-018 Which of the following does NOT enhance the predictivevalue of reference checks? a. An applicant’s previous immediate supervisor

completes the reference. b. The referee has had adequate time to observe theapplicant. *c. The applicant is of the same gender and ethnicityas the supervisor on the previous job. d. The old and new jobs require similar knowledge,skills, abilities, and other attributes.

Scenario 7-1 Medical Office Assistant Okanagan Medical Clinic (OMC), Kelowna, B.C. We are looking for a Medical Office Assistant (MOA) to

join our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients aregreeted professionally, while showing respect and patience; and uses health-care software and Microsoft Office computer applications to schedule appointments and prepare reports, insurance forms, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, timemanagement, and independent judgment in the performance of assigned tasks.

The successful candidate must possess strong written and oral communication skills and an advanced knowledge of computer programs, including Microsoft Word, Excel, Outlook, Internet Explorer, Access, and PowerPoint. The applicant must be able to work and communicate effectively in a small business team environment and build effective interpersonal working relationships with professional employees and clients.The standard office hours include some evening and weekend work. MOAs are routinely required to lift medical equipment and/or supplies weighing up to 10 kilograms and are regularly exposed to contagious diseases.

Required qualifications include completion of Grade 12plus graduation from either an MOA or office administration certificate program. Bookkeeping and medical industry experience would be considered a highly weighted asset.

This is a full-time position effective immediately. The salary is competitive and will depend on educationand experience, Please apply in confidence by email toomc@okanagan.bc.ca.

19. ch07-019 Refer to Scenario 7-1. The doctors at OMC have often used a rough and quick hiring interview process in selecting MOAs. They are not clear on the distinction between screening and selection. Which of the following best defines screening?

*a. identifying individuals from the applicant poolwho have minimum qualifications for the targeted position b. ensuring that the four designated groups arescreened for employment equity criteria c. determining if the knowledge, skills, and abilitiesmeet the minimum qualifications for the position d. selecting the most qualified applicants for thetargeted position 20. ch07-020 Refer to Scenario 7-1. If the OMC wanted to use artificialintelligence (AI) to initially screen their applicants, then what is one major concern that they should consider based on the experiences of other companies, such as Amazon? *a. the AI program might be biased b. there is no chance of writing a valid AI screeningprogram c. the AI program might be perceived as unfair d. there is no chance of writing a fair AI screeningprogram 21. ch07-021 Refer to Scenario 7-1. What are the screening procedures atOMC designed to do? *a. choose candidates for further assessment b. rank candidates from best to worst c. increase the applicant pool d. select job applications

22. ch07-022 Refer to Scenario 7-1. Which of the following from the MOA job advertisement would be the most appropriate to considerduring screening? a. ability to work and communicate effectively in asmall business team environment *b. completion of Grade 12 c. ability to build effective interpersonal working relationships with professional employees and clients

d. written and oral communication skills 23. ch07-023 Refer to Scenario 7-1. Which of the following is a minimumqualification for the MOA job? *a. lifting up to 10 kilograms b. bookkeeping experience c. medical industry experience d. at least some college or university education 25. ch07-025 Refer to Scenario 7-1. OMC wants the relationship between the actual number of MOAs hired and the number of MOAs whoapplied for the position to yield 0.05. What is this proportion of applicants called? a. the applicant ratio b. the standard deviation

*c. the selection ratio d. the selection pool 26. ch07-026 Refer to Scenario 7-1. The OMC is aware that the screening process can be subjective and susceptible to error. The organization is particularly concerned about MOAs, who havethe qualifications but may be eliminated mistakenly. What is this error called? a. a false positive *b. a false negative c. a positive error d. a negative error 27. ch07-027 Refer to Scenario 7-1. Why should the OMC be concernedabout false negative errors? a. The OMC should not be concerned because the high-performing applicants were not screened out. *b. The OMC should be concerned about potential litigation and loss of employees’ competitive skills.

c. The OMC should not be concerned because the lowperforming applicants were screened out. d. The OMC should be concerned about the cost offinding and training replacement candidates.

28. ch07-028 Refer to Scenario 7-1. Which screening methods could OMCconsider? a. application forms, résumés, and employment

interviews b. application forms, employment testing, and employment interviews *c. application forms, résumés, cover letters, andreference checks d. application forms, résumés, and employment testing 30. ch07-030 Refer to Scenario 7-1. Which of the following would be important information to require on the MOA applicationform? a. social insurance number b. physical health c. medical information

*d. educational background 31. ch07-031 Refer to Scenario 7-1. In order to have a preliminary assessment of an MOA candidate’s fit with the OMC’s culture, the OMC is considering assessing candidate socialnetworking (e.g., Facebook, Twitter, Instagram) profiles during screening. What would be the best advice for the OMC? *a. This is not a helpful practice as it leaves theemployer vulnerable to legal liabilities. b. This is usually a helpful practice as the type ofinformation found is typically consistent across candidates. c. This is not a helpful practice as people present themselves less favourably on their social networkingprofiles.

d. This is usually a helpful practice as the availableinformation was

likely created for the purposes of employer screening.

32. ch07-032 Refer to Scenario 7-1. The MOA reference check questions are designed to obtain information on the MOA applicants.Which of the following would be the least useful questionto ask the references? a. How long, and in what capacity, have you known theapplicant? b. Can you provide me with an example of how the applicant

exercised organization and time management? c. Can you provide me with an example of when theapplicant used intuition? What actions did the applicant take? What was the result? *d. Can you tell me about the applicant’s strengths and weaknesses?

33. ch07-033 Refer to Scenario 7-1. What would be the primary legal issue if the OMC failed to perform a reference check andthen the selected MOA employee caused harm or injury to another person? a. negligent misrepresentation b. failure to engage in due diligence

*c. negligent hiring d. failure to engage in the doctrine of qualifiedprivilege 34. ch07-034 Why should employers be cautious regarding the use ofbiodata? a. Collection of biodata information is not job-related. b. Providing any false, misleading, or incompleteinformation

is grounds for discharge. c. Biodata methods are illegal. *d. Results may be inaccurate because of gender andrace differences.

35. ch07-035 Which of the following terms is defined as the correlationbetween assessment scores and job performance measures? a. correlation coefficient b. predictive validity

*c. validity coefficient d. validation strategy 36. ch07-036 In creating a résumé, applicants, who want to encourage a positive impression among résumé screeners, should includewhich of the following? a. two pages only b. no GPA c. a general career or job objective

*d. specific examples of accomplishments 37. ch07-037 Which of the following types of information found inrésumés is most useful for predicting job success? a. academic achievement b. education c. extracurricular activities

*d. work experience 38. ch07-038 Approximately what percentage of job candidates exaggerateor fabricate résumé information related to educational credentials, grade-point averages, current or previous salaries, and past experiences and accomplishments? a. 80% b. 20% c. 66% *d. 33% 39. ch07-039 What is the best use of references in the screeningprocess?

a. to measure the personality characteristics ofcandidates *b. to screen out weak or potentially problematiccandidates c. to predict the job performance of candidates d. to choose the best candidate for the job 40. ch07-040 Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm? a. a hiring liability b. unauthorized hiring

*c. negligent hiring d. pre-hire favouritism 41. ch07-041 Which of the following best describes the research findingsregarding the evaluation of Facebook profiles by recruiters? a. When self-report measures of personality were compared

with the ratings others provided of those same individuals from their evaluations of Facebookpages, the judgments were highly related. b. When evaluating Facebook pages, males tended toreceive more favourable ratings than females. *c. Recruiter ratings of applicants’ Facebook information were poor predictors of job performance. d. Recruiter ratings of applicants’ Facebook information were strong predictors of turnoverintentions.

True/False 42. ch07-042 Biographical information blanks quantitatively combineinformation from application blank items by assigning

weights that reflect the value of each item in theprediction of job success. a. True

*b. False 43. ch07-043 Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position. *a. True b. False 44. ch07-044 Recruitment involves identifying individuals from the applicant pool who have the minimum qualifications for thetargeted position. a. True

*b. False 45. ch07-045 Screening refers to the early stages of a sequentialselection process in which applicants who meet the minimum requirements for the job are selected forfurther consideration and assessment. *a. True b. False 46. ch07-046 Selection identifies whether candidates who have appliedfor a position meet minimum requirements. a. True *b. False 47. ch07-047 Screening seeks to find a sufficient number of qualifiedapplicants.

a. True

*b. False 48. ch07-048 Individuals who are predicted to perform successfully for agiven position, but who do not perform as satisfactorily when placed on the job, are referred to as false positives. *a. True b. False 49. ch07-049 Screening must be done with great care as this process is often prone to errors. There can be false negative errors,which refers to those individuals who are predicted to perform successfully for a given position but do not perform at satisfactory levels when placed on the job. a. True *b. False 50. ch07-050 A weighted application blank is a form used by job candidates to provide an employer with basic informationabout their knowledge, skills, education, or other job- related information. a. True

*b. False 51. ch07-051 Employers cannot ask for information that is prohibited on discriminatory grounds under human rights legislation unless it can be established that the information is a bonafide occupational requirement. *a. True b. False 52. ch07-052 Validity coefficients for weighted application blanks havesometimes exceeded 0.50.

a. True

*b. False 53. ch07-053 Sometimes information concerning a single item on an application form is enough to screen out a candidate. *a. True b. False 54. ch07-054 Compared with other screening and selection tools, biodatatend to have little or no adverse impact. *a. True b. False 55. ch07-055 A résumé and accompanying cover letter remain the primary means by which most job applicants introduce themselves to an employer, and these are usually required before a personcan receive further consideration. *a. True b. False 56. ch07-056 The first impression created by the résumé is not a factorin screening. a. True

*b. False 57. ch07-057 It is important to look for career regression and unexplained gaps in work or education when reviewing arésumé from a potential applicant. *a. True b. False

58. ch07-058 Reference checks generally take place early in the screening process as a way to reduce the applicant pool. a. True

*b. False 59. ch07-059 A reference check can be distinguished from employment verification, wherein the focus of employment verificationis on the accuracy of the job history information providedby the applicant. *a. True b. False

60. ch07-060 Background checks are more comprehensive and in-depth thana typical phone reference. *a. True b. False 61. ch07-061 An online work simulation is an example of a virtual jobaudition. *a. True b. False 62. ch07-062 What are false positives and false negatives? How do theseoccur?

63. ch07-063 What is screening? What does screening involve? How isscreening different from selection and recruitment?

64. ch07-064 Why is it important to screen job applicants in a mannerconsistent with best practices? Be sure to explain what

problems can be avoided through the use of evidence-basedbest practices in screening.

65. ch07-065 List and briefly describe the two main types of applicationforms. Which type of application form typically has higher validity? Which type of application form typically has morepotential for legal issues?

66. ch07-066 You are the HRM for KM Contracting. Due to significant timeconstraints, the construction superintendent has asked you to collect as much applicant background information as you can on the application form to streamline and speed up the screening process. What should you suggest to the construction superintendent?

67. ch07-067 How does human rights legislation impact the screening process? Can employers ever ask for information that is prohibited on discriminatory grounds? What can employers toavoid legal challenges regarding their screening process?

68. ch07-068 What is work experience? Is work experience a good predictor of job performance, training performance, andturnover?

69. ch07-069 An organization is considering increasing their use of virtual career fairs and virtual job auditions. What shouldyour advice be for this organization?

Are these technology-enabled tools more appropriately used in recruitment or screening?

Chapter 8: Selection II: Testing and Other Assessments 1. ch08-001 In which of the following tests is each candidate requiredto respond to a standardized set of short reports, notes, telephone messages, and memos of the type that most managers must deal with on a daily basis? a. work profile questionnaire (WPQ) b. job knowledge test

*c. in-basket exercise d. situational judgement test 2. ch08-002 What is psychological testing NOT used for? a. to hire applicants b. to classify applicants selected into the mostappropriate

positions *c. to assist in screening applicants d. to identify applicant needs for training 3. ch08-003 Which one of the following criteria does NOT need to be metto be accepted as a professional testing standard? a. Tests must be reliable and valid. b. Tests must be fair and unbiased. c. Tests must have utility.

*d. Tests must be cost effective.

4. ch08-004 Which of the following is described as an aptitude test? *a. Comprehensive Ability Battery (CAB) b. Work Personality Index (WPI) c. Wonderlic Personnel Test d. Otis-Lennon Mental Ability Test

5. ch08-005 Which of the following concepts refers to an enduring, general trait, or characteristic on which people differ andthat they bring to a work situation? a. aptitude b. attribute

*c. ability d. attitude 6. ch08-006 Which concept refers to an individual’s degree of proficiency or competency on a given task that developsthrough performing the task? a. performance *b. skill c. proficiency d. aptitude 7. ch08-007 Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position. In which of thefollowing categories would dexterity be classified? a. aptitude b. attribute c. skill

*d. ability 8. ch08-008 What kind of test is the Wonderlic Personnel Test? a. Personality Inventory *b. Cognitive Ability Test c. Vocational Interest Inventory d. Sensory Ability Test 9. ch08-009 What kind of knowledge is derived from experience whenlearning is not the primary objective? *a. tacit knowledge b. job knowledge

c. procedural knowledge d. situational knowledge

10. ch08-010 Which of the following is NOT a psychological test used toselect employees? a. an emotional intelligence test b. a cognitive ability test c. a psychomotor test

*d. a genetic test 12. ch08-012 What is the term for an individual’s degree of proficiencyor competency on a given task that develops through performing the task? a. knowledge b. ability c. attribute

*d. skill 13. ch08-013 Which of the following is NOT considered a cognitiveability? a. reasoning *b. finger dexterity c. problem solving d. numerical ability 14. ch08-014 Which term refers to intelligence? a. job knowledge *b. cognitive ability c. general knowledge d. personal trait 15. ch08-015 Why is the use of general mental ability (GMA) tests forselection to be approached cautiously?

a. Test scores have not been shown to correlate withjob performance. *b. GMA tests have been shown to have an adverseimpact on minority candidates. c. GMA tests are not useful in predicting jobperformance for lowskilled jobs. d. Ability tests are valid only for predicting short-term and longterm academic performance.

16. ch08-016 How can you avoid the adverse impact of cognitive abilitytests? a. Use common sense. *b. Carry out structured interviews. c. Employ aptitude tests. d. Do field investigation.

17. ch08-017 Which of the following terms refers to knowledge that is derived from experience when learning is not the primaryobjective? a. job knowledge b. explicit knowledge c. implicit knowledge

*d. tacit knowledge 18. ch08-018 Which of the following is the term used to describe the assessment of stable traits or abilities in the form of adecision-based activity? a. general cognitive assessment *b. gamified assessment c. multiple aptitude assessment d. knowledge-based assessment 19. ch08-019 Which of the following refers to the stable trait or ability to accurately perceive and appraise affect inoneself and others and to appropriately regulate and express those feelings?

*a. emotional intelligence b. practical intelligence c. organizational citizenship d. personality

20. ch08-020 According to the textbook, which of the following is NOT anexample of a psychomotor test? a. finger dexterity b. motor coordination

*c. oral ability d. manual dexterity 21. ch08-021 Which test has good predictive validity for measuring motorcoordination in many industrial jobs? a. a general aptitude test b. a physical ability test

*c. a psychomotor ability test d. a general ability test 22. ch08-022 What type of test would you use to assess finger dexterityof dentist applicants? *a. psychomotor ability test b. skill test c. physical abilities test d. sensory and perceptual test

23. ch08-023 Which of the following abilities corresponds to near and far vision, speech recognition, and colour discrimination? a. cognitive abilities b. psychomotor abilities c. physical abilities

*d. sensory or perceptual abilities

24. ch08-024 What type of test would you use to assess construction worker applicants for their strength to lift constructionmaterial and for their balance to keep from falling off aroof? a. psychomotor ability b. skill and ability

*c. physical and sensory/perceptual ability d. general cognitive ability 25. ch08-025 SeaWave is a company that builds and repairs ocean and lakemarinas and docks in eastern Canada. The company hires deep-sea divers. What type of test should SeaWave use toselect its applicants? a. personality and honesty test b. psychomotor assessment c. physical ability assessment

*d. physical fitness test and medical examination 26. ch08-026 What are physical fitness and medical examinations designedto do? a. screen out unhealthy or unfit employees who pose a liability to

the employer b. reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker’s actions *c. ensure that an applicant meets minimum standards of health to be able to cope with the physical demandsof the job d. determine how the physical fitness and medical status of an applicant relates to the job analysis 27. ch08-027 When should a fitness test or medical examination be givento applicants? *a. after the applicant has been given an offer ofemployment, which is made conditional on the applicant’s passing the test or examination

b. prior to the applicant being given an offer ofemployment c. as part of a structured assessment centre d. after reference checks have been completed

28. ch08-028 Which of the following statements regarding genetic testingis correct? *a. It is prohibited under federal legislation. b. It is allowed if the employee has given writtenconsent. c. Its use often leads to higher health insurancepremiums. d. It is acceptable if used by the employer in goodfaith.

29. ch08-029 Which “Big Five” personality trait has been found to berelated to job success across most organizations and occupations? a. extroversion *b. conscientiousness c. openness to experience d. agreeableness 30. ch08-030 Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial, inexpensive test to screen out potential thieves, and thishas had a negative impact on public relations and left applicants feeling that their privacy has been invaded.

What type of test are the grocery stores using? *a. an honesty test b. a polygraph test c. a graphology test d. a personality test

Scenario 8-1 The Federal Transportation Safety Board recently stated Provincial Ferry Operators have failed to effectively enforce its zero-tolerance substance abusepolicy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern ofcrew use of illegal drugs. Data in the HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee.

Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.

31. ch08-031 Refer to Scenario 8-1. If the Ferry Operators wanted to tryto prevent impairment issues in the workplace as part of their selection efforts, then when should they administer amedical examination? *a. Only after an offer of employment has beenpresented. b. Never. c. Before an offer of employment has been presented. d. In very rare circumstances.

33. ch08-033 Refer to Scenario 8-1. In this situation, what legally protected ground would mandatory employee drug testingviolate? a. health and safety *b. mental and physical disability c. personal freedom d. workplace substance abuse 34. ch08-034 Refer to Scenario 8-1. Which of the following statements

best exemplifies the conditions under which pre-employmentdrug and alcohol testing in Canada is permitted? a. Pre-employment drug testing is permitted only forsome types

of drugs. b. Pre-employment drug testing is generally permissible. c. There are very broad conditions under which preemployment drug and alcohol testing in Canada is permitted. *d. There are very narrow conditions under which pre-employment drug and alcohol testing in Canada is permitted.

35. ch08-035 Refer to Scenario 8-1. If the employee drug-use issues also include cannabis, then which of the following statements isaccurate? a. Random testing is permissible only for illegal druguse. b. The same general rules regarding alcohol and drug testing do

not apply to cannabis because cannabis is now legal to consume in Canada. c. Random testing is only permissible for legal druguse. *d. The same general rules regarding alcohol and drug testing also apply to cannabis.

36. ch08-036 Refer to Scenario 8-1. Which of the following legal and ethical best practices is least likely to be permissible indealing with substance abuse in the workplace? a. drug and alcohol policies b. training and education for managers and employees c. confidential channels to access assistance

*d. drug and alcohol testing 37. ch08-037 Refer to Scenario 8-1. Which ethical issue is particularlyrelevant to drugtesting methods? a. privacy

*b. discrimination c. addiction d. costs 38. ch08-038 Refer to Scenario 8-1. According to the Canadian Human Rights Act, which of the following does NOT qualify as aprohibited ground for discrimination? a. physical or mental disability b. an employer’s perception that a disability makes an

individual unfit to work c. a previous drug or alcohol problem *d. recreational use of illegal drugs 39. ch08-039 Refer to Scenario 8-1. All of the following are proactivemeasures to address workplace drug and alcohol problems EXCEPT which one? a. introducing an employee assistance program and/orhealth

promotion program

b. training staff to identify a person’s state of

impairment c. training supervisors to confront employees about substandard performance that may be drug or alcohol related and offer help through the Employee AssistanceProgram *d. taking disciplinary action by terminating employment if the employee’s substance-abuse behaviourcontinues

Scenario 8-2 A new call centre, Quantum Inc., is hiring individualswith call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma.

Applicants must possess honesty, the ability to learn new skills, and telephone skills. Turnover in the callcentre industry is very high, so the CEO of Quantum

wants the company’s testing process to ensure that Quantum hires the most qualified applicants for thepositions.

40. ch08-040 Refer to Scenario 8-2. Which testing method should QuantumInc. use to test for honesty? *a. an integrity test b. a work sample c. a Big Five personality test d. an emotional intelligence test

41. ch08-041 Refer to Scenario 8-2. Which testing method should QuantumInc. use to test for the ability to learn new skills? *a. general cognitive ability test b. practical intelligence test c. multiple aptitude test d. tacit knowledge test

42. ch08-042 Refer to Scenario 8-2. Which testing method should QuantumInc. use to test for telephone skills? a. an integrity test *b. a work sample c. a Big Five personality test d. an emotional intelligence test

Scenario 8-3 Armin, who has an arthritic condition, applied for aposition as a private bus driver. He met all the conditions of the selection process but was rejectedby the company on the advice of the doctor who performed the mandatory medical examination.

44. ch08-044 Refer to Scenario 8-3. What protection does Armin haveunder human rights law in this situation? a. Armin is protected by employment standardslegislation. *b. Armin is protected on the grounds of physicaldisability. c. Armin is protected by employment equitylegislation. d. Armin is protected on the grounds of unduehardship.

45. ch08-045 Refer to Scenario 8-3. Which legislation applies in thiscase? a. the Occupational Health and Safety Act b. employment equity laws

*c. human rights laws d. the transportation and logistics act 46. ch08-046 Refer to Scenario 8-3. What legally protected ground may beviolated in this situation? a. privacy *b. mental and physical disability c. safety d. physical health 47. ch08-047 Which term refers to testing procedures that require job candidates to produce behaviours related to job performanceunder controlled conditions and that approximate those found on the job? a. proficiency b. aptitude test c. realistic job preview

*d. work sample

48. ch08-048 According to the textbook, which concept refers to asimulation exercise designed to assess management, organizational, and communication skills? a. an organization-wide simulation *b. a leaderless group discussion c. a Markov analysis d. a situational exercise 49. ch08-049 Which of the following presents respondents with a series of short scenarios or problems and indirectly measures theimplicit personality trait of interest? a. Integrity Tests *b. Conditional Reasoning Tests c. General Cognitive Ability Tests d. Personality Tests 50. ch08-050 Which of the following is a simulated interpersonal interaction designed to assess communication skills,leadership potential, or problem-solving ability? *a. role plays b. assessment centres c. gamified assessments d. emotional intelligence tests

51. ch08-051 Which of the following is NOT a guideline for balancingvalidity and diversity in selection? a. Enhance applicant reactions. b. Use job analysis to carefully define the nature ofperformance on

the job. *c. Use well-established predictor measurement methodswhen feasible. d. Decrease the cognitive loading of predictors andminimize verbal ability and reading requirements.

52. ch08-052 Applicants react most favourably when employers use whichof the following selection methods? a. work samples and personality tests b. references and résumés

*c. interviews and work samples d. skill tests and informal interviews

True/False 53. ch08-053 Integrity tests that try to predict whether employees willsteal, be absent, or otherwise take advantage of an employer don’t work very well in practice because so many people lie on these tests. a. True *b. False 54. ch08-054 Although people use many terms to describe different personalities, there are only four basic dimensions of personality as captured by the MyersBriggs Type Indicator(MBTI). a. True *b. False 55. ch08-055 Employees of companies that screen job applicants forvalues perform better than do employees screened for intelligence. a. True *b. False

56. ch08-056 Being very intelligent is a disadvantage for an employeeworking at a lowskilled job. a. True

*b. False 57. ch08-057 The central requirement for any selection tests or assessment procedures is that they accurately assess theindividual’s performance, or capacity to perform, the essential components of the job in question safely, efficiently, and reliably. *a. True b. False 58. ch08-058 The employer’s goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful jobperformance. *a. True b. False 59. ch08-059 Gamified assessments could be useful for accommodatingapplicants with specific mental and/or physical disabilities. *a. True b. False 60. ch08-060 Psychological testing is a standardized procedure used to obtain a sample of a person’s behaviour and to describe thebehaviour with the aid of some measurement scale. *a. True b. False

61. ch08-061 The common wisdom in the literature on employee selection—that cognitive ability testing is not biased against minority group members—is now being significantly challenged. *a. True b. False 62. ch08-062 There is minimal evidence that cognitive ability measurements can serve as a consistent predictor intraining and on the job performance. a. True *b. False 63. ch08-063 A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability. a. True

*b. False 64. ch08-064 General cognitive ability is among the most powerful predictors of success in training and job performance for avariety of occupational groups. *a. True b. False 65. ch08-065 Physical requirements for occupational tasks usually fallinto three categories: strength, endurance, and speed. a. True

*b. False 66. ch08-066 A disability cannot be used to screen out applicants unless

it can be demonstrated that the ability in question is abona fide occupational requirement. *a. True b. False 67. ch08-067 The intent of physical fitness tests is to ensure that anapplicant meets minimum standards of health to cope with the physical demands of the job. *a. True b. False 68. ch08-068 Employers have an obligation to accommodate all workers whohave a medical or physical condition. a. True

*b. False 69. ch08-069 Fitness testing or physical or medical examinations shouldbe administered only after the applicant has been given anoffer of employment, which is made conditional on the applicant’s passing the test or examination. *a. True b. False

70. ch08-070 Employers have an obligation to accommodate workers withmedical or physical conditions on an individual basis. *a. True b. False 71. ch08-071 Positive drug test results always lead to dismissal of thetested employee from the job. a. True

*b. False 72. ch08-072 Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conductof the work or poses serious threats to the health and safety of people. *a. True b. False

73. ch08-073 Work samples and simulations are testing procedures that require job candidates to produce behaviours related to jobperformance under controlled conditions that approximate those found in the job. *a. True b. False 74. ch08-074 Situational exercises assess aptitude or proficiency inperforming important job tasks by using tasks that are abstract and less realistic than those performed on theactual job. *a. True b. False 76. ch08-076 There is very little difference among personality inventories in terms of how well they predict an employee’sperformance. a. True *b. False 77. ch08-077 Applicants react most favourably to tests that allow themto demonstrate their creativity.

a. True *b. False 78. ch08-079 What is the goal of employment testing?

79. ch08-080 The only tests with any value in terms of hiring decisionsare those that meet accepted professional standards for their development and use.

Describe these testing standards.

80. ch08-081 Should general mental ability (GMA) testing be used when making important selection decisions? Explain and justifyyour response.

81. ch08-082 What do aptitude or ability tests measure? Explain thedifference between an ability, skill, and aptitude, providing an example of each.

82. ch08-083 Discuss the key similarities and differences between worksamples and simulations. Also provide some examples of employee skills and competencies that would make sense toassess with work samples and/or simulations.

83. ch08-084 What is personality, and what are two ways that personalitycan be measured?

84. ch08-085 Discuss the issues of applicant faking and social desirability responding in the context of selection testing. What types of selection tests are most prone tofaking and social desirability responding?

85. ch08-086 If an organization is concerned about their applicants

faking responses during selection testing, then what shouldthe organization do to help try to mitigate applicant faking? Considering the issue of applicant faking, should personality assessments still be used in selection processes?

86. ch08-087 What are some examples of selection tests with low and highvalidity in terms of predicting job performance?

Chapter 9: Selection III: Interviewing 1. ch09-001 What is a screening employment interview best suited toassess? a. ability to orally communicate b. stress management c. job knowledge

*d. information on the résumé 2. ch09-002 From the employer’s perspective, which of the following is NOT a benefit of conducting a job interview? *a. It can measure honesty. b. It can sell the job to the applicant. c. It can assess job knowledge. d. It can evaluate job fit.

4. ch09-004 According to Videotron, which of the following is NOT abenefit of speed interviewing? a. Potential biases of any one interviewer arecancelled out. *b. The performance of new employees can be ensuredwith standard questions. c. A large number of candidates can be assessed in acost-effective manner. d. A large number of candidates can be assessed in anefficient manner.

5. ch09-005 What is the most significant potentially negative outcomeof a preinterview exchange of pleasantries and personal information between the interviewer and the interviewee? a. It is usually a waste of time and deemed

unimportant in the screening process. b. The conversation might lead the candidates to believe that the interviewer is interested in theirsocial lives. c. The candidate might not think that the interviewhas started and be too relaxed.

*d. Questions may uncover information on prohibitedgrounds.

6. ch09-006 Which concept refers to the interviewers’ beliefs about therequirements of the job and the characteristics of the applicants? a. initial impression b. stereotype

*c. knowledge structure d. bias 7. ch09-007 What is a traditional method of interviewing that involvesno constraints on the questions asked, no requirements forstandardization, and a subjective assessment of the candidate? a. structured interview b. serial interview c. panel interview

*d. unstructured interview 8. ch09-008 Which of the following defines how applicants attempt tocreate a favourable image of themselves by monitoring interviewer reactions and responding accordingly? a. creating a false impression *b. impression management c. organizational fit d. telling interviewers what they want to hear 10. ch09-010 Which of the following would NOT contribute to thestructure of an employment interview? a. interview questions that are derived from a jobanalysis b. rating scales that are anchored with behaviouralexamples to

illustrate scale points

*c. questions from the candidate that are permittedthroughout the interview d. a limited amount of prompting, follow-up questioning, and probing 11. ch09-011 Which of the following components is NOT a feature of moststructured interview formats? a. Interview questions are standardized and derivedfrom a job

analysis. b. Questions from the candidate are not allowed untilafter the interview. c. All applicants are asked the same questions. *d. Interview questions focus on opinions and self-evaluations.

12. ch09-012 As outlined in the textbook, which of the following is NOTan element that contributes to a structured interview? a. Interview questions are job related. b. All applicants are asked the same interviewquestions.

*c. Interview questions probe for opinions or self-evaluations. d. Interviewers engage candidates with open-endedquestions.

13. ch09-013 Which interviews are conducted by two or more interviewersseparately or in sequence? *a. serial interviews b. panel interviews c. selection committee interviews d. scheduled interviews 14. ch09-014 Which type of structured interview describes hypotheticalon-the-job incidents and asks applicants what they would do?

a. behaviour description interview *b. situational interview c. comprehensive structured interview d. behavioural sample interview 15. ch09-015 “You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do youdo?” What type of interview question is this? a. behavioural b. real-life

*c. situational d. leading 16. ch09-016 You ask an applicant to recount past experiences relevant to the job position for which you are hiring. What type ofinterview question is this? a. hypothetical b. real-life c. situational

*d. behavioural 17. ch09-017 Which of the following is NOT a structured employmentinterview technique? a. behavioural b. experience-based c. situational

*d. puzzle 19. ch09-019 An organization would like to use a structured interview inwhich the applicants are asked to describe what they did ingiven situations in the past.

What type of interview will the organization use? *a. behaviour description interview b. situational interview

c. comprehensive structured interview d. behavioural sample interview

20. ch09-020 Which of the following can be used by the interviewers to help applicants provide elaborate descriptions of the situation they faced, tasks they were in charge of, actionsthey took, and the outcomes? *a. STAR technique b. structured elaboration training c. unstructured elaboration training d. BARS technique 21. ch09-021 Which of the following is best suited to be assessedthrough an interview? *a. social skills b. job knowledge c. cognitive ability d. personality

22. ch09-022 Which of the following refers to an interview that is conducted over a long distance or via video recording? a. virtual interviews b. remote-proctored interviews c. speed interviews

*d. technology-mediated interviews 23. ch09-023 Which of the following is NOT included in the major contentareas to be covered in an interviewer training program? a. eliminating or reducing common sources of bias andperceptual

errors b. putting the applicants at ease

*c. using closed-ended questions d. developing good listening skills

Scenario 9-1 Medical Office Assistant Okanagan Medical Clinic (OMC), Kelowna, B.C. We are looking for a Medical Office Assistant (MOA) tojoin our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients aregreeted professionally while showing respect and patience; and uses health-care software and Microsoft Office computer applications to schedule appointments and prepare reports, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, time management, and independent judgment in the performance of assigned tasks.

The successful candidate must possess strong written and oral communication skills and an advanced knowledge of computer programs, including Microsoft Word, Excel, Outlook, Internet Explorer, Access, and PowerPoint. The applicant must be able to work and communicate effectively in a small business team environment and build effective interpersonal working relationships with professional employees and clients.The standard office hours include some evening and weekend work. MOAs are routinely required to lift medical equipment and/or supplies weighing up to 10 kilograms and are regularly exposed to contagious diseases.

Required qualifications include completion of Grade 12plus graduation from either an MOA or office administration certificate program. Bookkeeping and medical industry experience would be considered a highly weighted asset.

This is a full-time position effective immediately.

The salary is competitive and will depend on education and experience. Please apply in confidence by email to omc@okanagan.bc.ca.

24. ch09-024 Refer to Scenario 9-1. Why does OMC use an employmentinterview? a. It is used as one of the first stages in theselection process. *b. It is used to assess the noncognitive attributes. c. It is used to reduce costs. d. It is used to confirm information that was providedin the résumé.

25. ch09-025 Refer to Scenario 9-1. A past MOA applicant’s résumé indicated that she had several years’ experience as a medical library assistant. She was very personable duringthe interview, and the interview committee was extremely impressed by her familiarity with medicine and medical research. She was hired and then terminated within three months. What went wrong? a. The doctors reviewed and shortlisted theapplicants. b. The doctors doing the interview misunderstood whatthe position

really involved. *c. The applicant’s interview behaviour was given more weight than were the required KSAOs. d. The applicant’s information was obtained and evaluated through several selection methods.

26. ch09-026 Refer to Scenario 9-1. The doctors are particularly concerned about the potential for increased costs if they use a multiple-phase selection process.

For what would youNOT want to use the employment interview time? a. to assess applicants’ noncognitive attributes b. to assess applicants’ organizational fit

*c. to assess applicants’ job knowledge d. to assess applicants’ social skills

27. ch09-027 Refer to Scenario 9-1. What is the first step OMC wouldtake at the interview stage of the selection process? a. Identify MOA behavioural indicators. b. Recruit and attract MOAs.

*c. Define and prioritize MOA competencies. d. Screen and test MOAs. 28. ch09-028 Refer to Scenario 9-1. For which of the following would OMCscreen and test? a. knowledge b. skills c. abilities

*d. noncognitive attributes 29. ch09-029 Refer to Scenario 9-1. What do you call the attempt of MOAapplicants to create a favourable image of themselves by monitoring an interviewer’s reactions and responding accordingly? a. creating a false impression *b. impression management c. organizational fit d. telling interviewers what they want to hear 30. ch09-030 Refer to Scenario 9-1. OMC has always used a traditional method of interviewing that involved no constraints on the questions asked, no requirements for standardization, and asubjective assessment of the candidate. What type of interview did the organization use? a. situational interview b. serial interview c. structured interview

*d. unstructured interview 31. ch09-031 Refer to Scenario 9-1. OMC believes that “What are your

strengths?” and “What are your weaknesses?” have always been good interview questions in the past. Which type ofinterview questions are these? a. Multiple mini-interview questions. b. Structured interview questions. c. Speed interview questions.

*d. Unstructured interview questions.

32. ch09-032 Refer to Scenario 9-1. OMC plans to incorporate all of the following to structure its employment interviews and ensurethey are reliable and valid.

Which one of the following will NOT help to ensure reliability and validity? a. deriving interview questions from a job analysis b. using standardized interview questions c. asking all applicants the same questions

*d. asking interview questions that probe for opinionsand selfevaluations 33. ch09-033 Refer to Scenario 9-1. OMC would like to use a structured interview in which the applicant is asked to describe what he or she did in given situations in the past. What type ofinterview is this? *a. behaviour description interview b. situational interview c. comprehensive structured interview d. behavioural sample interview 34. ch09-034 Refer to Scenario 9-1. What are three noncognitive attributes of the MOA that the OMC should interview for? *a. adaptability, initiative, and independent judgment b. organization, time management, and office computer applications c. scheduling appointments, preparing reports, andgreeting patients professionally d. independent judgment, interpersonal working relationships, and office computer applications

35. ch09-035 Refer to Scenario 9-1. What are the MOA screeninginterviews best suited to assess? a. job knowledge b. employment skills c. aptitudes and abilities

*d. information not on the résumé 36. ch09-036 Refer to Scenario 9-1. Which of the following factors willhave the weakest influence on whether MOA applicants will choose to work at the OMC? a. geographical location b. the job itself c. pay

*d. the interviewer’s friendliness

37. ch09-037 Which of the following would be used as a preliminary interview designed to fill gaps left on the candidate’sapplication form or résumé? a. a behavioural interview *b. a screening interview c. a situational interview d. a sequential interview 38. ch09-038 Which of the following statements best exemplifies theresearch evidence regarding reactions to structured interviews? a. Many interviewers prefer conducting structuredinterviews. b. Most employers have begun using interviews withhigh

levels of structure. *c. Applicants seem to like interviews more than anyother selection device. d. Applicants perceive structured interviews to beless fair than other selection methods.

39. ch09-039 Which sentence does NOT describe frame-of-referencetraining? a. It helps interviewers understand the performancedimensions

they are assessing. b. It contributes significantly to inter-raterreliability and rating accuracy. c. It defines and describes behavioural examples fordifferent performance levels for each dimension. *d. It allows interviewers to model the acceptable behaviours to the candidates they are interviewing.

40. ch09-040 Which of the following is NOT a characteristic of themultiple miniinterview (MMI)? a. It can involve simulations and role-playingexercises. b. It can be used to assess communication,

collaboration, critical thinking, and ethics. *c. It has reliability ranging from 0.79 to 0.89 witha mean of 0.83. d. It processes applicants much more efficiently thanis possible with one-on-one interviews.

41. ch09-041 Which approach to interviewing was popularized by Microsoftin the 1990s? *a. puzzle interviews b. speed interviews c. serial interviews d. behavioural interviews

True/False 42. ch09-042 Interviews are most frequently used as preliminary

screening devices, as opposed to assisting in making finaldecisions at the end of a selection process. a. True

*b. False 43. ch09-043 Interviews are best suited to the assessment of noncognitive attributes such as interpersonal relations orsocial skills, initiative, conscientiousness, dependability, perseverance, teamwork, and leadership. *a. True b. False 44. ch09-044 Employment interviews are the most popular selectionprocedure among employers and employees. *a. True b. False 45. ch09-045 Employment interviews need to be based on a job analysis sothat they assess job-relevant KSAOs. *a. True b. False 46. ch09-046 As job requirements change in response to the ever-changingworkplace, organizations are beginning to shift the focus of selection from specific job skills to organizational fit, transferable skills, and personality attributes. *a. True b. False 47. ch09-047 Interviews have been used in the termination of employees during a downsizing or “rightsizing” process.

*a. True b. False 48. ch09-048 Before the interview begins, the interviewer already has animpression of the applicant and the degree to which the applicant appears suitable or unsuitable for the position. *a. True b. False 49. ch09-049 Factors such as the applicant’s physical appearance and nonverbal behaviours during the interview can affect theinterviewer’s evaluation of the applicant. *a. True b. False 50. ch09-050 Research on employment interviews indicates that structuring an interview appears to increase interviewreliability and validity. *a. True b. False 51. ch09-051 Structuring factors include standardization, job relatedness of interview questions, and standardizedscoring systems. *a. True b. False 52. ch09-052 An interview conducted by two or more interviewers togetherat one time is referred to as a panel interview. *a. True b. False

53. ch09-053 Serial interviews are also known as sequential interviews. *a. True b. False 54. ch09-054 An ideal answer to a situational interview question must beexactly as it is written in the scoring guide. a. True *b. False 55. ch09-055 A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge. a. True

*b. False 56. ch09-056 The situational interview is a highly structured interviewin which hypothetical situations are described and applicants are asked what they would do. *a. True b. False

57. ch09-057 One concern with the behaviour description interview isthat applicants could make up stories about events thatnever happened. *a. True b. False 58. ch09-058 The walk-through interview approach to the experienced- based interview involves asking interviewees to describe indetail how they would perform a job-related task while visualizing themselves performing the task.

*a. True b. False 59. ch09-059 Applicants react more positively to both phone and videoconference interviews as opposed to face-to-faceinterviews. a. True *b. False 60. ch09-060 Multiple mini-interviews were pioneered by researchers atthe University of Toronto in 2002 in order to select applicants to its medical school. a. True *b. False 61. ch09-061 Describe three purposes of the employment interview.

62. ch09-062 As an HRM, what is the first step you would take at theinterview stage of the selection process? What are employment interviews best suited to assess?

63. ch09-063 Employment interviews are complex interactions between interviewers and applicants that occur in the context of a larger selection system. The outcome of an employment interview can be strongly dominated by the impression that the interviewer has of the applicant. What sources of information create interview impressions that influence theinterview process and outcomes?

64. ch09-064 What is an unstructured interview?

65. ch09-065 Several elements contribute to a structured interview.Describe five of these.

66. ch09-066 What is the difference between a panel and a serialinterview?

67. ch09-067 Describe the two effective ways of asking structuredinterview questions.

68. ch09-068 Total Rewards Assistant Municipality of Smithville Ontario (MOS) We are a dynamic and growing municipal government organization dedicated to providing the highest standard ofservices to our citizens. This position will provide administrative support in the implementation and managementof Total Rewards programs including compensation and benefits administration and oversight of the region’s recognition events.

The ideal candidate will possess post-secondary education in human resources, business, or a related field with a minimum of three years’ experience in human resources environment. Knowledge of human resources functions such asjob evaluation, performance management, benefit administration and training and development are essential.

Excellent communication and organizational skills are required to manage timelines associated with the region’s annual employee recognition event.

Strong attention to detail and project management skills are essential as is comprehensive experience with MS Office Suite including advanced knowledge of Excel and SAP. Duties: • Plans and coordinates annual long-service and recognitionaward

programs and events.

• Assists with administrative support for job evaluationincluding rating documentation and job questionnaire development.

• Prepares employment letters to reflect changes in

compensation, position, benefit entitlements, etc.

• Participates in and conducts non-union salary surveys with comparator municipalities. Analyzes survey results.

• Updates booklets and forms related to benefit administration and assists in communications to employees.

• Handles incoming queries from HR Contact Centre on general HR matters, redirecting where necessary.

• Assists with job evaluation and annual performance file management.

What are the key skills and attributes required for this position that could be explored in an employment interview?Write a behaviour indicator for the competency you defined.Write a behaviour description interview question based on the competency and behaviour indicator described. Include appropriate probes.

69. ch09-069 Write one example of a situational interview question and one example of a behaviour description interview question?

70. ch09-070 What are some of the alternatives to traditional, face-to-face interviews that are available to organizations?

Chapter 10: Making Selection Decisions 1. ch10-001 Which of the following is the most accurate statement regarding the use of computer-based decision systems inemployee selection? a. There is a lot of research on the effectiveness of computer-based

decision systems in employee selection. b. Most of the research on computer-based decision systems in employee selection has tended to come fromthe discipline of Human Resources. *c. Computer-based decision systems have the potentialfor improving employee selection decisions. d. Decision algorithms are excellent at avoidingbiases.

2. ch10-002 In organizations that select candidates for the organization rather than for specific jobs, which of thefollowing is NOT required? a. selecting for organizational fit *b. having strong external hiring policies c. possessing flexible job descriptions d. hiring to fill dynamic and changing jobs 3. ch10-003 Which concept refers to making an acceptable or adequatechoice rather than the best or optimal choice? a. selection bias *b. satisficing c. sufficiency d. success rate 4. ch10-004 Some organizations collect and combine applicant information from objective sources, such as tests or biographical inventories, and the decision-maker examines these data to form an overall, subjective impression of theapplicant’s suitability for the job. Which of the following terms refers to this approach? a. pure judgment b. trait rating

*c. profile interpretation d. pure statistical 5. ch10-005 How are implicit theories defined? *a. They are theories about how certain behaviours, mannerisms, or personality characteristics go togetherwithout objective evidence. b. They are theories about how certain behaviours, mannerisms, or personality characteristics go togetherwith objective evidence. c. They are theories about how certain behaviours, mannerisms, or personality characteristics go togetherwith conscious awareness. d. They are theories about how certain behaviours, mannerisms, or personality characteristics differentiate between applicants.

6. ch10-006 What type of theories are personal beliefs that are heldabout how people or things function, without objective evidence and often without conscious awareness? a. explicit *b. implicit c. psychological d. attribution 7. ch10-007 What type of error occurs when an applicant who is assessedfavourably turns out to be a poor choice? a. false negative error *b. false positive error c. leniency error d. strictness error 8. ch10-008 Which concept refers to the process in which statisticaldata are combined in a judgmental manner? a. pure statistical approach

*b. profile interpretation c. pure judgment approach d. judgmental composite 9. ch10-009 Which approach to collecting and combining applicant information involves the decision-maker forming an overallimpression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria? *a. the pure judgment approach b. the trait rating approach c. the profile interpretation approach d. the judgmental composite approach 10. ch10-010 In which approach are judgmental data combinedstatistically? *a. trait rating b. profile interpretation c. judgmental composite d. pure judgment

12. ch10-012 In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information, which are then combinedstatistically? *a. trait rating b. profile interpretation c. pure statistical d. judgmental composite

13. ch10-013 Which of the following is NOT related to the statisticalcomposite approach? a. collecting both judgmental and statistical data b. combining data statistically

c. combining the ratings or scores in a formula orregression

equation *d. combining data in a judgmental manner 14. ch10-014 For employers who tend to have a holistic, intuitive decision-making style, what might convince them to usestatistical approaches in the selection process? a. changes to HR policy manuals *b. more evidence and training c. technologically generated data d. data integrated to selection criteria 15. ch10-015 Which of the following does NOT reduce the objectivity ofgroup decisions? a. group conformity b. power motives

*c. organizational culture d. information asymmetry 16. ch10-016 What might team members of a selection committee uncover bydiscussing their rationales for candidate ratings during the selection process? a. expectancy errors b. person–organization fit c. negligent hiring

*d. biases and errors 17. ch10-017 Which concept refers to the value, in terms of increased validity, of adding a particular predictor to an existingselection system? a. referent validity b. coefficient validity c. external validity

*d. incremental validity

18. ch10-018 What is the term for the threshold at which those scoringat or above the score will pass and those scoring below will fail? a. minimum performance score *b. cutoff score c. pass-mark score d. threshold-level score 19. ch10-019 Which concept refers to the proportion of applicants whoare hired for one or more positions? a. yield ratio b. applicant ratio

*c. selection ratio d. employment ratio 20. ch10-020 Regarding the accepted standard for passing a course in most general undergraduate university degree programs, whatcutoff score was established by convention? a. 80 percent b. 70 percent c. 60 percent

*d. 50 percent 21. ch10-021 What is the simplest way of combining applicant informationin the selection process? *a. Add the scores together. b. Apply weighted averages. c. Apply moving averages. d. Separate quantitative and qualitative data.

22. ch10-022 According to the textbook, which of the following is NOT apredictor score for a sales applicant? a. cognitive ability test *b. agreeableness scale

c. structured interview d. reference check 23. ch10-023 What is a decision-making model in which applicants mustpass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor? a. multiple regression b. multiple cutoff

*c. multiple hurdle d. multiple criteria

Scenario 10-1 For four months you have been employed as the part- time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection restedon the shoulders of the president and, like most smallcompanies, TS Inc. used employee referrals and an informal interview process in selecting employees.

Since you have been hired, you have guided managementthrough several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviewsbut is not sure about how to integrate the data from these various sources.

In the past, the president hasrelied on his gut feeling about applicants and has made poor hiring decisions.

24. ch10-024 Refer to Scenario 10-1. There are several constraints and competing demands when making selection decisions. Which isNOT a constraint for TS Inc.? a. time pressures b. satisficing

*c. high level of applicant qualifications d. an insufficient number of suitable applicants

25. ch10-025 Refer to Scenario 10-1. TS Inc. has often selected the first applicant who met the minimum qualifications. What isthis constraint? a. applicant knowledge, skills, abilities, and otherattributes *b. satisficing c. implicit hiring d. judgmental procedure 26. ch10-026 Refer to Scenario 10-1. Based on an applicant’s unswerving eye contact, the president commented that the applicant washonest and confident. What is this an example of? *a. implicit theory b. reflection behaviour c. false negative error d. true positive 27. ch10-027 Refer to Scenario 10-1. TS Inc. has made costly selection errors in the past when the company underestimated the potential of an aircraft maintenance engineer, which resulted in a no-hire decision. The applicant accepted a position with a competing aviation company, and the qualityof his work led to an industry safety award for the companyand resulted in increased contracts. What is this error called? a. a false positive error *b. a false negative error c. a positive error d. a negative error 28. ch10-028 Refer to Scenario 10-1. Why should TS Inc. management beconcerned about false positive errors? a. lower turnover *b. lost productivity

c. reduced termination costs d. loss of competencies 29. ch10-029 Refer to Scenario 10-1. Why should TS Inc. management beconcerned about false positive errors? a. The high-performing applicants were not screenedout. b. These could result in litigation and loss of

employees’ competitive skills. *c. The low-performing applicants were hired. d. Individuals who had the qualifications weremistakenly eliminated.

30. ch10-030 Refer to Scenario 10-1. Which of the following approaches to collecting and combining applicant information would bethe best option for TS Inc. to use? a. behaviour rating b. trait rating

*c. pure statistical d. judgmental composite 31. ch10-031 Refer to Scenario 10-1. In the past, TS Inc. used solelysubjective sources, such as unstructured interviews, to collect applicant information. What is this approach called? a. profile interpretation *b. pure judgment c. profile judgmental d. judgmental composite 32. ch10-032 Refer to Scenario 10-1. Currently, TS Inc. is using objective sources, such as test scores, to collect applicant information. How is this approach defined? *a. as statistical b. as subjective

c. as biased d. as judgmental

33. ch10-033 Refer to Scenario 10-1. TS Inc. would like to use an approach to collecting and combining applicant informationin which judgmental and statistical data are combined statistically. The applicants’ scores would be collected, and selection decisions would be based on each component, such as the structured interview and test. Which approach is this? a. trait rating b. pure statistical c. judgmental composite

*d. statistical composite 34. ch10-034 Refer to Scenario 10-1. Which term defines TS Inc.’s president’s decision-making style, in which selection decisions are based on whether the applicant is liked andhow the applicant makes the president feel? a. implicit theory decision-making *b. intuitive decision-making c. rational decision-making d. logical decision-making 35. ch10-035 Refer to Scenario 10-1. TS Inc. wants the relationship between the actual number of people hired and the numberwho applied for a position to yield 0.8. What is this proportion of applicants called? a. applicant ratio b. standard deviation

*c. selection ratio d. selection pool 36. ch10-036 Refer to Scenario 10-1. TS Inc. would like to use a decision-making model in which applicants’ scores on eachpredictor (i.e., tests, interviews, and reference checks)

are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called? *a. multiple regression model b. multiple cutoff model c. multiple hurdle model d. profile-matching model

37. ch10-037 What concept refers to grouping applicants based on rangesof scores? *a. banding b. profiling c. matching d. categorizing

True/False 38. ch10-038 The purpose of selection is to discriminate. *a. True b. False 39. ch10-039 Implicit theories are personal beliefs that are held abouthow people or things function, without objective evidence and often without conscious awareness. *a. True b. False 40. ch10-040 The belief that unwavering eye contact reveals honesty,directness, and confidence is an example of an implicittheory.

*a. True b. False 41. ch10-041 A false negative error occurs when an applicant who isrejected would have been a good choice. *a. True b. False 42. ch10-042 A false negative error occurs when an applicant who isassessed positively turns out to be a poor choice. a. True *b. False 43. ch10-043 One example of an approach in which data are combinedstatistically is the judgmental composite method. a. True *b. False 44. ch10-044 In general, employers welcome statistical approaches toselection decisionmaking and use them widely. a. True *b. False 45. ch10-045 Surveys indicate that in most organizations one individualmakes selection decisions. a. True

*b. False 46. ch10-046 Cutoff scores ensure that applicants meet some minimum

level of ability or qualification to be considered for ajob. *a. True b. False 47. ch10-047 In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoffscores. *a. True b. False 48. ch10-048 In the multiple hurdle model, applicants must pass the minimum cutoff for each predictor, in turn, before beingassessed on the next predictor. *a. True b. False 49. ch10-049 Although computer-based decision systems have the potentialof improving selection decisions, whether they achieve their potential depends on how thoughtfully and carefully the decision algorithms are designed. *a. True b. False 50. ch10-050 Top-down selection is the proportion of applicants for oneor more positions who are hired. a. True *b. False 51. ch10-051 Banding involves ranking applicants on the basis of theirtotal scores and selecting from the top down until the desired number of candidates has been selected.

a. True

*b. False 52. ch10-052 In banding, given scores falling within a band can be considered equivalent and, thus, employers are free to select individuals scoring in the same band on the basis ofminority status. *a. True b. False

53. ch10-053 For an employment contract to be valid and enforceablethere must be consideration. *a. True b. False 54. ch10-054 What are some of the constraints facing managers during theselection process?

55. ch10-055 Many employers believe they have a knack for making good selection decisions. Comment on this statement and be sureto define the impact of implicit theories on the selectionprocess.

56. ch10-056 What are two common types of errors made in selectiondecisionmaking?

57. ch10-057 Describe one of the approaches that can be used for thecollection and compilation of applicant information.

58. ch10-058 Why do most employers resist using statistical decision-making approaches?

59. ch10-059 What are some of the advantages of group decision-making inselection?

60. ch10-060 Describe three selection decision-making models. What arethe advantages of each?

61. ch10-061 Describe some of the major challenges facing HR professionals with respect to decision-making in therecruitment and selection process.

62. ch10-062 Refer to an organization and job position you are familiar with. Describe the elements that should be used in making afinal selection decision.

This Page is Intentionally Left Blank

This Page is Intentionally Left Blank