Job applications gather background information on applicants

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Reference no: EM132113699

References, biographical data, and job applications gather background information on applicants before an interview. These techniques are, at best, weak predictors of future job success. Physical ability tests may be relevant for predicting not only job performance, but for predicting occupational injuries and disabilities as well. Work-sample tests attempt to simulate the job in a prehiring context to observe how the applicant performs in the simulated job.

In this exercise, please read the mini-case and answer the questions that follow.

Easy Moving, a moving company, is seeking outside advice from a consultant (you) about the appropriate selection measures to use to analyze job candidates. The position that the company most often hires for is a Driver/Mover. Individuals in this job must be able to drive long hours, and lift and carry heavy objects for long periods of time. When people are moving from one home to another they contact Easy Moving to take care of relocating all of their belongings. The people responsible for the move are the Drivers/Movers.

Because driving a truck is an essential function of the job, individuals must not only be physically capable of driving, but also must have an impeccable driving record. Driving a truck can be considered a safety hazard if the individuals were not in the right frame of mind to be a good driver. Easy Moving should keep these things in mind when analyzing applicants. Additionally, individuals applying for a Driver/Mover position with Easy Moving must have the physical ability necessary to move heavy furniture, a requirement that is mentioned prominently in the job description. Inability to move furniture and other objects would be a risk to the employees themselves, as well as to the safety of co-workers, clients, or the clients' belongings.

1. Which of the following is a drawback to requesting reference letters or conducting reference checks?

rev: 10_06_2016_QC_CS-64830

They are used too often.

They can be low in validity.

They discourage ingratiation by the candidate.

They are too objective.

2. Which of the following techniques would the moving company use if it wanted to test the spatial memory and verbal reasoning of its candidates?

Work sample

Personality test

Intelligence test

Physical ability test

Cognitive ability test

3. Which of the following is NOT one of the reasons that the moving company should use one of the seven classes of physical ability tests?

Physical ability is essential for performing the job

Failure to adequately perform the job would result in some risk

Physical ability tests are very inexpensive to administer

4. Which of the following is an example of a work sample that the company might ask of an applicant?

A personality test to make sure that the applicant will work well with others

A muscular tension test to assure that the applicant can handle the intensity of the job

A judged competition among applicants where they drive, pack up a house, load the truck, drive to the drop-off location, and unload the truck

5. Driving safety is an important part of the job. Because there are safety hazards associated with failure to perform well, the moving company should conduct ________________ tests on ________ applicants.

drug tests; all

honesty tests; all

drug tests; some

Reference no: EM132113699

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