Reference no: EM13524424
True / False Questions
1. Initial interviews can be made more useful by asking the same questions of all job applicants.
True False
2. Most initial assessment methods have moderate to low validity.
True False
3. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
True False
4. Level of education requirements have little adverse impact against minority applicants.
True False
5 Disclaimers are used as a means of protecting employer rights.
True False
6. 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 False
7. Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.
True False
8. 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.
True False
9. Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.
True False
10. 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 False
11. Bona fide occupational qualifications are not of relevance to the initial assessment phase.
True False
12. Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.
True False
13. Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.
True False
14. 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 False
15. 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 False
16. The burden of proof is on employers to defend BFOQ claims.
True False
17. A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.
True False
18. Performance tests and work samples are readily accepted by applicants as job relevant.
True False
19. Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.
True False
20. The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.
True False