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1 | |
Weighted application blanks are used in replacement of regular application forms as an applicant screening method. |
| | A) | True. |
| | B) | False. |
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2 | |
Reference checking is an infringement of individual privacy. |
| | A) | True. |
| | B) | False. |
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3 | |
Although not considered a mainstream approach to hiring, handwriting is a valid predictor of job performance. |
| | A) | True. |
| | B) | False. |
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4 | |
Measures of leadership style (initiating structure and consideration) have not proven to be adequate predictors of success in management. |
| | A) | True. |
| | B) | False. |
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5 | |
Work sample tests are standardized measures of behavior whose primary objective is to assess the "ability to do" rather than the "ability to know." |
| | A) | True. |
| | B) | False. |
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6 | |
Standardization ensures that each candidate will be assessed fairly in comparison to the same "yardstick." |
| | A) | True. |
| | B) | False. |
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7 | |
Staffing criteria is related to business strategy and organizational _______________. |
| | A) | culture |
| | B) | systems |
| | C) | communications |
| | D) | structure |
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8 | |
Through reference checks and recommendations, managers are more likely to obtain all the following information, except: |
| | A) | a description of the applicant's physical attractiveness. |
| | B) | education and employment history. |
| | C) | past job performance. |
| | D) | willingness of a previous employer to rehire the applicant. |
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9 | |
Meaningful letters of recommendation should include: |
| | A) | specific examples of candidate performance. |
| | B) | degree of familiarity with candidate and the job in question. |
| | C) | a statement waiving rights to confidentiality. |
| | D) | both a and b. |
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10 | |
Congress strongly disapproves of ___________ being used as a selection test. |
| | A) | personal history data |
| | B) | handwriting analysis (graphology) |
| | C) | polygraph examinations |
| | D) | WAB |
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11 | |
This type of measure includes the presentation of an ambiguous visual stimulus and an open-ended applicant response. |
| | A) | situational test |
| | B) | projective test |
| | C) | test of mental ability |
| | D) | objective personality inventory |
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12 | |
Scoring of in-basket tests are based upon the candidate's: |
| | A) | interviewing skills, written communications, and decision-making. |
| | B) | written communications, decision-making, and administrative abilities. |
| | C) | interviewing skills, administrative abilities, and decision-making. |
| | D) | none of the above. |
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13 | |
Assessment centers are most likely to make their observation of applicants based upon |
| | A) | standardized methods of making inferences from observations. |
| | B) | the "ability to know" rather than "ability to do." |
| | C) | pooled judgements from multiple assessors. |
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14 | |
When selection procedures are ___________, productivity, quality of life, and the bottom line improve. |
| | A) | predictive |
| | B) | consistent |
| | C) | validated |
| | D) | reliable |
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2003 McGraw-Hill Higher Education