Reference no: EM13524427
True / False Questions
1. Disclaimers are used as a means of protecting employer rights.
2. 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.
3. Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.
4. 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.
5. Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.
6. 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.
7. Bona fide occupational qualifications are not of relevance to the initial assessment phase.
8. Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.
9. Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.
10. 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.
11. 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.
12. The burden of proof is on employers to defend BFOQ claims.
13. Most initial assessment methods have moderate to low validity.
14. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
15. Level of education requirements have little adverse impact against minority applicants.
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Predictors for executive and professional jobs
: Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
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Substantive assessment methods
: The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
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Most valid predictor of performance
: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
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Logic of prediction to work in practice for selecting employ
: Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
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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.
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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.
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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.
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The most frequently used methods
: The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
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Initial assessment methods
: The problem with using for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
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