Initial assessment methods

Assignment Help HR Management

Reference no: EM13524423

Multiple Choice Questions

1. 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

2. 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

3. 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

4. Which of the following methods is the most valid predictor of performance?

A. Initial interviews

B. Handwriting analysis

C. Biodata

D. Unweighted application blanks

5. Research has indicated that job applicants generally have a __________ view of biodata inventories.

A. very positive

B. negative

C. positive

D. neutral

6. 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

7. 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

8. Background testing is concerned with the __________ of an applicant.

A. integrity

B. reliability

C. personal adjustments

D. all of the above

9. 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

10. 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.

11. 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

12. The issue of consistency of measurement with assessment methods is called ______.

A. validity

B. reliability

C. variability

D. central tendency

13. An example of an assessment method which has relatively low reliability is ________.

A. biographical information

B. initial interviews

C. application blanks

D. resumes

14. _________ 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

15. 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

16. 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

17. 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

18. 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.

19. 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

20. 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.

Reference no: EM13524423

Questions Cloud

The laws in most states provide employers : 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.

Scored evaluations of unweighted application : The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior.

Selection refers to the assessment and evaluation : Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.

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

Initial assessment methods : The problem with using for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

Biographical information : Which of the following statements regarding the development of a selection plan is false

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

The logic of prediction indicates : 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.

Problem with letters of recommendation : Refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.

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