Strayer Bus335 quiz 8

Question 1

1. If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.

   Answer

   		top-down
   		criterion-related
   		minimum competency
   		banding

4 points

Question 2

1. Which of the following is the most difficult to estimate term in the economic gain formula?

   Answer

   		Average tenure of employees.
   		Number of applicants.
   		Dollar value of job performance.
   		Cost per applicant.

4 points

Question 3

1. Economic gain formulas provide the HR specialist with an estimate of ______.

   Answer

   		the economic gain derived from using a predictor versus random selection
   		the economic gain from using random selection
   		the economic gain of the standard deviation of job performance
   		the economic gain of the validity coefficient

4 points

Question 4

1. A significance level of p<0.05 in a validity study means _________.

   Answer

   		that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
   		that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is
   		that the practical significance of the observed relationship is very low
   		that there are fewer than 5 chances in 100 that a predictor has adverse impact

4 points

Question 5

1. In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________.

   Answer

   		make the hiring decision
   		establish selection procedures
   		ensure relevant laws and regulations are being followed
   		represent the interests of employees to management

4 points

Question 6

1. Validity refers to __________.

   Answer

   		the number of individuals hired by a predictor
   		the number of individuals hired divided by the number of applicants
   		the relationship between predictor and criterion scores
   		the inverse of the adverse impact ratio

4 points

Question 7

1. When HR specialists state that a new predictor "adds value" to the prediction of job success, they mean that _____.

   Answer

   		the predictor provides economic benefit to prediction
   		the predictor has a high validity coefficient
   		the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
   		the predictor is highly correlated with other predictors, thus increasing efficiency

4 points

Question 8

1. If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________.

   Answer

   		fewer false negatives only
   		both fewer false negatives and more true positives
   		fewer false negatives and fewer false positives
   		more false negatives and more false positives

4 points

Question 9

1. Under which circumstances is "hiring success gain" likely to be optimal?

   Answer

   		Low selection ratio, high base rate, high validity
   		High selection ratio, high base rate, high validity
   		High selection ratio, low base rate, high validity
   		High selection ratio, low base rate, low validity

4 points

Question 10

1. An applicant who is not hired but who would have performed successfully if hired is a ______________.

   Answer

   		true positive
   		false positive
   		true negative
   		false negative

4 points

Question 11

1. When using ___________, finalists are banded together into rank-ordered categories.

   Answer

   		ranking
   		random selection
   		clinical prediction
   		grouping

4 points

Question 12

1. If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ___________.

   Answer

   		this can never happen and the method of calculating validity must be incorrect
   		this is a common circumstance and the predictor should be used
   		if the predictor is highly correlated with other predictors, this will compensate for adverse impact
   		legal problems could result and alternative predictors should be sought

4 points

Question 13

1. When using ___________, each finalist has an equal chance of being selected.

   Answer

   		ranking
   		random selection
   		clinical prediction
   		grouping

4 points

Question 14

1. Taylor-Russell tables are an effective decision making tool in that they ________.

   Answer

   		allow for calculating selection ratios
   		enable HR specialists to calculate utility ratios
   		allow simultaneous consideration of a predictor's base rate, selection ratio, and validity
   		help to increase validity coefficients to more acceptable levels

4 points

Question 15

1. When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.

   Answer

   		ranking
   		random selection
   		clinical prediction
   		grouping

4 points

Question 16

1. The most commonly negotiated element of a job offer is ___.

   Answer

   		severance packages
   		educational assistance
   		salary
   		paid time off

4 points

Question 17

1. Under the requirements of the Immigration Reform and Control Act, employers must ___________.

   Answer

   		adjust pay scales for alien status
   		verify employability status for aliens only
   		verify employability status for all potential employees
   		verify employability status for applicants before an offer is extended

4 points

Question 18

1. ______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment.

   Answer

   		Non-compete agreements
   		Retainers
   		Confidentiality clauses
   		Mixed-motive contracts

4 points

Question 19

1. In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

   Answer

   		It makes a difference who the competitors are.
   		Competitive offers should always be matched to ensure acceptance.
   		Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers.
   		Trade associations should be consulted for competitive information whenever possible.

4 points

Question 20

1. Non-compete agreements should be drafted in such a way that they cover ____.

   Answer

   		high-value employees
   		experienced employees
   		all employees
   		only managerial, technical, and scientific staff

4 points

Question 21

1. A _____ is a right to purchase a share of stock for a predetermined price at a later date.

   Answer

   		stock option
   		profit share
   		realized dividend
   		mutual fund

4 points

Question 22

1. Flat pay rate job offers are least appropriate for _______.

   Answer

   		situations where applicants have very dissimilar KSAOs
   		jobs with a plentiful supply of applicants
   		situations where management desires to avoid inequities in starting pay among new employees
   		jobs where applicants have KSAOs of similar quality

4 points

Question 23

1. Which of the following statements about negligent hiring lawsuits against employers is accurate?

   Answer

   		monetary damages are usually leveled against the employee found to be at fault
   		the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee
   		the employer has the initial burden to present evidence of proper hiring practice in such cases
   		suits of this kind are decreasing as companies in the private sector recognize the liabilities involved

4 points

Question 24

1. Which of the following is likely to be a contingency related to a job offer?

   Answer

   		satisfactory reference checks
   		job salary
   		job benefits
   		job vacation privileges

4 points

Question 25

1. As a general rule concerning job offers, it can be said that __________.

   Answer

   		"low ball" job offers are expensive to the organization
   		"competitive" job offers have no important drawbacks
   		"competitive" job offers tend to leave room to negotiate
   		"competitive" offers usually stimulate the most positive reactions on the part of offer recipients

4 points

Question 26

1. Long-term variable pay plans provide employees ownership opportunities as the value of the organization increases are applicable only in the ____.

   Answer

   		public sector
   		private sector
   		technology sector
   		government sector

4 points

Question 27

1. The most sensible approach for addressing the issue of applicant truthfulness would be to ________.

   Answer

   		receive applicant information in good faith since the majority of applicants will be honest and it is not fair to inconvenience everyone with more verification because of a few "bad apples"
   		treat applicants with trust and they will respond with honesty in most cases
   		have applicants provide independent, third-party documentation of all job information provided on application blanks
   		verify the applicant information provided that is deemed most vital

4 points

Question 28

1. Most rejection messages sent to applicants are _________.

   Answer

   		specific in terms of the reason for the rejection
   		not conveyed by formal means
   		vague in content
   		designed carefully to "soften the blow" of the rejection

4 points

Question 29

1. The sales approach to presenting a job offer has been adopted by many organizations because ________.

   Answer

   		mechanical presentations of job offers have been proven not to work
   		they apply to all situations
   		they cost less than mechanical presentations
   		they may increase the likelihood of bringing job offers to closure

4 points

Question 30

1. Which of the following statements about written contracts is false?

   Answer

   		The law favors written contracts over oral contracts.
   		A statement on a job application blank could be construed as a written contract.
   		Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts.
   		Internal job posting notices can be construed as written job contracts.