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Chapter 08 - External Selection I

Chapter 08 External Selection I Answer Key

Preliminary Issues True / False Questions

1. External selection refers to the assessment and evaluation of external job applicants. TRUE

2. Cost should not be used to guide the choice of initial assessment methods. FALSE

3. Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles. TRUE

4. The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants. TRUE

5. A power test is used when the speed of work is an important part of the job. FALSE

6. The first step in developing a selection plan is to list relevant KSAOs associated with a job. TRUE

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Chapter 08 - External Selection I

7. The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study. FALSE

8. Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits. FALSE

9. A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment. FALSE

10. Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test. TRUE

Multiple Choice Questions

11. Within the context of the selection process, the "logic of prediction" means that: A. indicators of an applicant's future performance are predictive of likely job performance B. indicators of a person's degree of success in past situations should be predictive of future job success C. predictors of job performance are correlated with KSAOs D. indicators of job outcomes can be used to predict job performance

12. Which of the following is necessary for the logic of prediction to work in practice for selecting employees? A. the organization has adopted a thorough competency modeling approach B. qualifications carry over from one job to another C. that each candidate is assessed based on his or her unique experiences D. anonymous periodic reviews of applicant files to ensure accuracy

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Chapter 08 - External Selection I

13. If the correctness of a response is essential for a job, then a(n) ________ test should be used. A. essay B. speed C. power D. objective

14. Essay tests are best used to assess ___________ skills. A. oral communication B. written communication C. interpersonal D. none of the above

15. The most accurate description of the basic purpose of a selection plan is ______________. A. a selection plan determines the means for attracting qualified job applicants B. a selection plan matches applicants to outcome criteria C. a selection plan describes predictors to be used to assess KSAOs required to perform the job D. a selection plan consists of interview rating criteria

16. The strength of the relationship between a predictor and performance is called ________. A. reliability B. validity C. utility D. instrumentality

17. Most initial assessment methods have _________ validity. A. moderate to low B. high to very high C. moderately high to high D. moderate

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Chapter 08 - External Selection I

18. Which of the following statements regarding the development of a selection plan is false? A. The list of KSAOs used in the selection plan are derived from the job requirements matrix B. The process of developing a selection plan is usually straightforward and can be done quickly C. One reason KSAOs may be deemed unimportant for selection is because they will be learned on the job D. Possible methods for assessing every identified job-relevant KSAO need to be developed

Initial Assessment Methods True / False Questions

19. A major problem with resumes and cover letters is lying. TRUE

20. Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost. FALSE

21. Résumé scanning software tends to look for nouns more than action verbs. TRUE

22. Video résumés have become a major component of selection in most large organizations. FALSE

23. To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank. TRUE

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Chapter 08 - External Selection I

24. Research has found that level of education is moderately related to job performance. FALSE

25. College grades are more valid predictors of job performance than high school grades. FALSE

26. Research suggests that the quality of the school a person graduates from makes a difference in the labor market. TRUE

27. Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge. FALSE

28. Occupational certification helps guard against the misuse of job titles in human resource selection. TRUE

29. Scored evaluations of unweighted application blanks are good predictors of job performance. FALSE

30. The validity evidence for weighted application blanks is better than that for unweighted application blanks. TRUE

31. Most organizations use only weighted application blanks for initial screening decisions. FALSE

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Chapter 08 - External Selection I

32. The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior." TRUE

33. Biodata refers to medical or physiological tests of applicants prior to hiring. FALSE

34. Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys. TRUE

35. Biodata items are generally the same, regardless of the job being staffed. FALSE

36. Research suggests that biodata does not provide incremental validity over personality and cognitive ability. FALSE

37. Research on the reliability and validity of biodata has been quite positive. TRUE

38. Biographical information tends to have low reliability. FALSE

39. Research shows that applicants have a favorable attitude toward biodata inventories. FALSE

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Chapter 08 - External Selection I

40. Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants. FALSE

41. One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person. TRUE

42. The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position. FALSE

43. Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued. TRUE

44. Surveys suggest that only 3 out of 10 organizations conduct reference checks. FALSE

45. The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years. TRUE

46. Genetic screening is becoming a valuable component of many organizations' selection systems. FALSE

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Chapter 08 - External Selection I

47. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches. TRUE

48. The initial interview is the least expensive method of initial assessment. FALSE

49. Initial interviews can be made more useful by asking the same questions of all job applicants. TRUE

50. Most initial assessment methods have moderate to low validity. TRUE

51. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview. TRUE

52. Level of education requirements have little adverse impact against minority applicants. TRUE

Multiple Choice Questions

53. Which of the following is(are) initial assessment methods? A. Résumés and cover letters B. Application blanks C. Biographical information D. All of the above

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Chapter 08 - External Selection I

54. Which of the following are common sources of résumé fraud? A. inflated titles B. inflated education or "purchased" degrees C. inaccurate dates to cover up job hopping or unemployment D. all of the above

55. Which of the following statements regarding résumés is true? A. Even background checks cannot reduce the problem of résumé fraud B. Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions C. Video résumés are highly respected by most employers D. Extensive evidence suggests that résumés are highly accurate predictors of employee job performance

56. In using educational level as an initial selection criterion, which of the following statements is false? A. The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education. B. A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance. C. Educational level is a predictor of job performance. D. High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools.

57. Which of the following statements regarding the use of grade point averages as a predictor is true? A. GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation. B. GPAs in one's major tend to be highly similar to one's GPAs in other classes. C. Grades do not vary widely by field. D. GPAs from different schools mean the same thing.

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Chapter 08 - External Selection I

58. When considering the use of extracurricular activities as a job performance predictor, one should _________. A. use extracurricular activities whenever possible B. de-emphasize the use of extracurricular activities C. use extracurricular activities mainly for selection of managerial personnel D. use extracurricular activities when they correlate with KSAOs required by the job

59. Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the _______. A. behavioral consistency method B. experiential summary method C. biodata approach D. none of the above

60. The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________. A. 1.00 B. .80 C. .20 D. .60 E. .40

61. Research on application blanks has suggested that the most common questions that are misinterpreted include _________. A. previous employers B. reasons for leaving previous jobs C. previous positions held D. all of the above are true

62. The principal assumption behind the use of biodata is the axiom, ________. A. The best predictor of future behavior is motivation level B. The best predictor of future behavior is KSAOs C. The best predictor of future behavior is education level D. The best predictor of future behavior is past behavior

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Chapter 08 - External Selection I

63. Which of the following is true regarding biodata and background tests? A. Background information is obtained through interviews and conversations with references. B. They are two different names for the same thing. C. Only background tests look into an applicant's past. D. Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary.

64. Biographical information is like application blanks, except _______. A. biographical information is based on history, but application blanks are based on current events B. application blanks are more likely to be used for substantive selection decisions C. biographical data is more likely to be accepted by applicants D. biographical data can be more fruitfully used for substantive selection decisions

65. Which of the following is a criterion on which biodata items can be classified? A. historical vs. nonverifiable B. invasive vs. firsthand C. objective vs. subjective D. equal access vs. easy access

66. The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized. A. certifications B. biodata forms C. letters of recommendation D. MBAs

67. The information collected for an accomplishments record includes ______. A. a written statement of the accomplishment B. when the accomplishment took place C. any recognition for the accomplishment D. all of the above

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Chapter 08 - External Selection I

68. Which of the following methods is the most valid predictor of performance? A. Initial interviews B. Handwriting analysis C. Biodata D. Unweighted application blanks

69. Research has indicated that job applicants generally have a __________ view of biodata inventories. A. very positive B. negative C. positive D. neutral

70. One major problem with letters of recommendation is that they _________. A. are too lengthy to be useful B. are not structured or standardized C. are too ambiguous to interpret D. all of the above are correct

71. The most common person to be contacted in a reference check is the applicant's __________. A. former coworkers B. HR department at his/her former employer C. former supervisor D. friends

72. Background testing is concerned with the __________ of an applicant. A. integrity B. reliability C. personal adjustments D. all of the above

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Chapter 08 - External Selection I

73. One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______. A. expensive B. not related to job performance C. easy to fake D. inefficient

74. Which of the following is true regarding genetic screening? A. It helps to screen out people who will perform poorly on the job. B. It is used widely by companies in the U.S. C. It helps to screen out people who are susceptible to certain diseases. D. A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.

75. One guideline for improving the effectiveness of initial interviews is to ____. A. ask questions which assess the most basic KSAOs B. make them long and rigorous C. ask each applicant different questions D. A and B are correct

76. The issue of consistency of measurement with assessment methods is called ______. A. validity B. reliability C. variability D. central tendency

77. An example of an assessment method which has relatively low reliability is ________. A. biographical information B. initial interviews C. application blanks D. resumes

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78. _________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor. A. Low reliability B. Adverse impact C. Utility D. Habeas corpus

Legal Issues True / False Questions

79. Disclaimers are used as a means of protecting employer rights. TRUE

80. Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process. TRUE

81. Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit. TRUE

82. The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job. FALSE

83. Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions. TRUE

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Chapter 08 - External Selection I

84. It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity. TRUE

85. Bona fide occupational qualifications are not of relevance to the initial assessment phase. FALSE

86. Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts. FALSE

87. Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor. TRUE

88. The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person. TRUE

89. Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex, religion, or national origin if it can be shown to be a bona fide occupational qualification. TRUE

90. The burden of proof is on employers to defend BFOQ claims. TRUE

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Chapter 08 - External Selection I Multiple Choice Questions

91. A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____. A. providential statement B. disclaimer C. waiver D. requisition

92. Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______. A. education level B. quality of school C. training and experience D. all of the above are correct

93. Employers protect themselves in the initial stages of contact with job applicants through the use of _______. A. labor contracts B. employment clauses C. disclaimers D. discharge policies

94. Which of the following is true regarding pre-employment inquiries (PI)? A. They have little potential for being used for discriminatory purposes in the assessment process. B. Organizations rarely make inappropriate and illegal PIs. C. It is critical for employers to understand the laws and regulations regarding PIs. D. The emphasis in PIs is on the illegal collection of information.

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Chapter 08 - External Selection I

95. Which of the following is the law that governs the collection of background check information for employment purposes? A. Americans with Disadvantaged Access Act B. Fair Credit Reporting Act C. Personnel Reporting Statue of 1977 D. National Labor Rights Act

96. According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process? A. Ask if the applicant has any disabilities. B. Ask the applicant if he/she can perform the job, with or without reasonable accommodation. C. Ask the applicant to demonstrate how they could perform the job. D. None of the above are permissible.

97. Which of the following is a typical justification of a BFOQ involving sex that employers use? A. One...