Chapter 6

1.
(p. 209)

2.
(p. 209211)

3.
(p. 210)

4.
(p. 210)

5.
(p. 211)

6.
(p. 211)

The selection process begins

A.
with a job vacancy
B. once the recruiting process has provided a pool of applicants
C. as soon as the human resource department becomes involved
D.
between job analysis and recruiting
E.
with the hiring of the best applicant
Proper selection processes are integral to a firm's success because of all the
following except
A. an organization's success depends on the calibre of its employees
B. the skills and qualifications of new hires need to match the organization's
culture
C.
improper hiring can cause legal problems
D.
poor selection can be expensive
E. often it is necessary to utilize employment agencies to get the best employees
Rejecting applicants, especially those with foreign qualifications, because they are
"overqualified" has resulted in
A.
a breakdown of barriers against immigrants
B.
evidence that selection tools are valid
C.
systemic discrimination
D. evidence of the use of performance-based job descriptions
E. selection board members being allowed to use assumptions to reject an
applicant
An organization's selection decisions
A.
are not usually based on job descriptions
B.
are generally made after the hiring decision
C.
must reflect job requirements
D. are less important when the organization is in a dynamic, expanding
environment
E.
usually tend to be made randomly
The selection process
A. is a means for an organization to achieve its objectives
B.
occurs after the orientation of staf
C. will have no impact on the external realities of the organization
D.
is unnecessary in smaller firms
E.
occurs prior to recruitment practices
Selection strategy should do all the following except
A.
reflect job requirements
B. be linked to the organization's stage in its life cycle
C.
recognize organizational constraints
D.
recognize labour market realities
E.
reflect the strategy of the competition

7.
(p. 212,
Fig 6-2)

8.
(p. 211)

9.
(p. 211)

10.

All of the following have an impact on the selection process except

A.
human resource plans
B.
organizational policies and constraints
C.
results of job analysis
D.
quality and number of recruits
E. the number of employees already in the organization
A selection ratio is defined as
A. the number of applicants available to the number of applicants hired
B. the number of applicants available to the number of jobs available
C. the number of applicants hired to the number of applicants available
D. the number of applicants hired to the number of jobs available
E. the number of applicants hired to the number of permanent employees
A selection ratio of 2:50 would normally be considered
A. a sign that the company did not get enough applicants
B. a sign that the company did not recruit from appropriate sources
C.
a large selection ratio
D.
impossible (it could not exist)
E. irrelevant, as selection ratios are not considered important to the selection
process
Which one of the following would not be considered as an unethical selection

(p. 212 practice?

Spotlight
A. hiring
on
Ethics)

based on friendship or relationship rather than suitability

B.
taking bribes
C.
accepting gifts from a placement agency
D.
hiring on suitability and merit
E. taking age and gender information into consideration when not required by the
nature of the job

11.
(p. 214,
Fig 6-3)

12.
(p. 214,
Fig 3)

There are a number of sequential steps in the selection process, which are fairly
generic to most organizations. The following are five of these steps in sequence,
except for one that is out of sequence. Select it.
A.
preliminary reception of applications
B.
realistic job preview
C.
employment interview(s)
D.
contingent assessments
E.
hiring decision
All the following are steps in the selection process except
A.
applicant screening
B.
employment interview(s)
C.
verification of reference(s)

D.
E.
13.
(p. 213)

14.
(p. 215,
Fig 6-5)

15.
(p. 214)

16.
(p. 215,
Fig 6-4)

17.
(p. 216)

18.
(p. 216)

building an applicant pool

realistic job preview

Some factor(s) that define the type of selection procedure used by an organization
include
A. the size of the organization, and the stage in the organizations growth
B. the stage of organizational growth and the specific jobs involved
C.
the specific jobs involved only
D. the size of the organization, the stage of organizational growth, and the specific
jobs involved
E. both the size of the organization and the specific jobs involved
One study of Canadian companies has indicated that letters of reference are used
in the selection process over 75% of the time for all the following classes of
employees except
A.
managerial
B.
professional
C.
white collar
D.
blue collar
E.
both managerial and professional
In most organizations Step 1 in the selection process is
A.
the preliminary reception of applicants
B.
administration of employment test(s)
C.
verification of reference(s)
D.
employment interview(s)
E.
realistic job preview
According to one study, regardless of organizational size one of the most
commonly used selection tools is
A.
application blanks
B.
personality tests
C.
honesty tests
D.
weighted application blanks
E.
interests inventories
The weighted application blank technique has been found to be a particularly
valuable tool in predicting a number of indicators including all of the following
except
A.
accident rates
B.
turnover
C.
co-worker conflict
D.
job performance
E.
absenteeism
Weighted application blanks
A. are used for positions that require short and basic training
B. are job application forms that contain sections which reliably distinguish groups
of satisfactory and unsatisfactory job incumbents

C. are job applications which weigh the importance of reference checks more
heavily than personal information
D. are used when there are only a few applicants applying for a large number of
job openings
E.
are valuable when there is low employee turnover
19.
(p. 216)

20.
(p. 216,
Fig 6-6)

21.
(p. 218)

22.
(p. 218)

23.
(p. 222226)

24.
(p. 221,
Fig 6-9)

A type of application blank that uses a multiple-choice format to measure a job

candidate's education, experiences, opinions, attitudes, and interests is called
a(n)
A.
weighted application blank
B.
biographical information blank
C.
weighted information application
D.
biographical information application
E.
weighted indicator blank
A well-designed application form will do all the following except
A.
identify gaps in an applicant's record
B. target in on specific work and educational skills and experience
C. be designed to avoid illegal or intrusive questions
D.
reveal potential problems or difficulties
E.
reveal applicant's age and birth place
Regardless of the rsum, information in an application form or the type of
application form used, they may contain elements of exaggeration and even
outright fabrication. In recent years this __________ (as it is called) has become a
major concern of recruiters
A.
rsum diversion
B.
application diversion
C.
human resources misconduct
D.
rsum fraud
E.
application fraud
Reliability in the framework of testing means that a test
A.
yields consistent results over time
B. if taken by more than one person will show all scores to be closely related
C.
is always held at a certain time and place
D.
relates significantly to job performance
E.
measures what it is supposed to measure
Included among the variety of employment tests are all the following except
A.
knowledge tests
B.
integrity tests
C.
selection tests
D.
personality tests
E.
systemic tests
Which of the following is not an application of personality tests?
A. Measures personality and is used to provide vocational guidance, hiring, and
promotion recommendations
B. Measures the factors afecting personality and the relationship to environmental

working conditions
C. Measures the Big 5 personality factors in 12-99-year-olds
D. Measures normal personality and is used to predict job performance
E. Measures 6 factors of personality including honesty/humility
25.
(p. 224)

26.
(p. 224)

27.
(p. 225)

28.
(p. 231)

29.
(p. 232)

30.
(p. 231)

Assessment centre testing is

A. used to measure intellectual ability and management potential
B.
a form of performance testing
C. a central testing centre that large employers conduct pre-screening interviews
at
D. utilized when organizations are conducting recruiting for specialized, technical
positions
E. one comprehensive test that has 3 parts, lasting at least 2 hours each and is
conducted away from an organization's head office
One popular procedure that uses a variety of tools for assessing a candidate's
future job behaviour and managerial performance potential that is employed by
some organizations in the selection process is
A.
psychological testing
B.
the assessment centre
C.
honesty and integrity testing
D.
realistic job previews
E.
drug testing
One method of integrity testing is the use of graphic responses tests. A method
that is prohibited in some provinces by the Employment Standards Act is
A.
handwritten tests
B.
attitude tests
C.
polygraph testing
D.
computer interactive testing
E.
employment testing
Drug tests as an employment-related test would be considered to be a
A.
integrity evaluation
B.
discriminatory test
C.
medical evaluation
D.
performance test
E.
psychological test
The testing of job applicants for drugs in Canada is
A.
illegal
B. justifiable if it is a bona fide occupational requirement for the job
C.
used at the discretion of the employer
D.
taken voluntarily only if the applicant ofers
E.
required by law for many jobs
In defending drug testing of all new employees, executives at TD Canada Trust

argued that drug users are more likely to

A.
miscount their cash
B.
associate with criminal elements
C.
injure themselves at the TD Centre
D.
misbehave in the staf lunchroom
E.
attempt to assassinate senior bank economists
31.
(p. 232)

32.
(p. 232)

33.
(p. 232)

34.
(p. 227)

35.
(p. 228)

The Canadian Civil Liberties Association maintains that drug testing should be
banned because
A. Canadian society has a serious drug problem among blue collar workers
B. drug tests are not indicators of safe performance in the here-and-now as they
only measure past drug use
C. it discriminates against the protected classes in the Employment Equity Act
D.
there is no evidence that drugs cause any harm
E. drug dependant users are not a protected class of employees
In one case involving TD Canada Trust, the Federal Court determined that the
bank's drug testing policy
A. was not indirect discrimination against drug-dependent employees
B. resulted in a safer workplace and was therefore completely acceptable
C. had a direct negative impact on a protected class of individuals, namely drug
dependent users
D. was a situation the Court felt was illegal but permissible under the
circumstances
E.
though mandatory, was not personally intrusive
Recent court decisions indicate that, today, employers, in regards to drug testing
and medical evaluations, must
A. refuse to do any testing regardless of job descriptions and specifications
B. delicately balance individual rights against employer liability and workplace
safety
C. under all circumstances test for drugs and physical limitations for liability
reasons
D. accommodate all employees regardless of situation or circumstances, making
testing irrelevant
E. enforce employees to do mandatory self-testing for drug use
One problem with personal references is that
A.
they are often too long
B.
they tend to be biased
C.
they are almost always poorly written
D.
the writers do not provide enough information
E.
they are usually not signed, therefore illegal
Studies seem to indicate that the reasons for employment reference letters to
often be less than candid include all except
A.
fear of legal reprisal
B. requirements (particularly in the U.S.) to show reference letters to the applicant
C. a reluctance to pass (particularly unfavorable) judgment on another person

D.
E.
36.
(p. 228)

37.
(p. 229)

38.

a desire to build another's self-esteem

a desire to get rid of an employee

The advantage(s) of obtaining reference checks by telephone rather than in

writing can be all the following except
A.
a faster response is obtained
B.
it often can be done at less cost
C. the person requesting the information doesn't have to leave their desk
D. voice inflections in the answers may tip of the interviewer to possible problems
E. hesitation in providing direct answers may tip of the interviewer to possible
problems
Background checks can now involve the use of social networking websites. This
includes
A. the recruiter posting questions on the company's HR blog seeking input on
applicants
B. conducting searches through Google, other search engines and social media
sites
C. getting the applicant to provide access to their Facebook page
D. creating personal profiles using age, race and political affiliations in order to
make more informed hiring decisions
E. HR specialists posing as friends to gain access to personal information about
potential candidates
Among the ways to getting more truth out of references is to
inquire in writing
B.
ask direct questions
C. seek information on personality traits rather than on job-related behaviour
D.
rely more heavily on personal references
E. assume the opposite of whatever you are being told

(p. 229, A.
Fig 6-13)

39.
(p. 226227)

40.
(p. 226227)

Giving a recruit an insight into how a job's actual environment looks, feels and
sounds is called a(n)
A.
employee environment preview
B.
realistic job preview
C.
practical interview technique
D.
employee matrix analysis
E.
Dewey Decimal interview
Efects of the realistic job preview, particularly where work conditions do not
appear appealing, can include
A.
far less recruits refusing job ofers
B.
less turnover of new employees
C. improved employee satisfaction with unpleasant working conditions
D.
facilitating employment equity programs
E.
paying lower wages

41.
(p. 232)

42.
(p. 232234)

43.
(p. 232233)

44.
(p. 233)

45.
(p. 233)

46.
(p. 233234)

The hiring decision marks the

A.
beginning of the selection process
B.
the end of the recruitment process
C. the end of the first stage in the job analysis process
D.
the end of the selection process
E.
the beginning of the realistic job preview
In which of the following approaches does a decision maker look at the scores
received by various applicants on predictors, and then use his/her judgment to
evaluate the results?
A.
multiple cutof approach
B.
judgmental approach
C.
compensatory approach
D.
subjective approach
E.
non-discriminatory approach
What type of companies use the subjective approach to the hiring decision the
most?
A.
small, owner-managed firms
B.
large firms with large HR departments
C. firms with only one or two people in a formalized permanent HR role
D.
service firms
E.
manufacturing firms
A benefit of the multiple cutof approach to hiring is
A.
it can result in legal challenges
B. one predictor can be compensated by superior performance in another
predictor
C.
public relations will increase
D. the organization can reject a number of applications who may be qualified to do
the job
E.
it is easy for managers to understand
The multiple cutof approach to hiring is used when
A. scores for each predictor are evaluated on a pass or fail basis
B. management predetermines the number of applicants that will proceed on to
the next round
C. there is first a group interview followed by individual interviews
D. there is first a group interview followed by a panel interview
E.
the testing all takes place in the same day
The compensatory approach to hiring is used when
A.
predictors are assumed to be independent
B. scores for each predictor are evaluated on a pass or fail basis
C. the applicant is hired based on what their expected compensation package
(pay) would be

D. afordability of the applicants compensation package (pay) is a predictor in the

selection process
E. performing well on one predictor can compensate for performing poorly on
another
47.
(p. 233234)

48.
(p. 234)

49.
(p. 234)

50.
(p. 219)

51.
(p. 219)

52.
(p. 220,
Fig 6-8)

The multiple hurdle approach is best used

A.
in small, owner-operated business
B.
in the first half of the selection process
C. when newly hired employees are given little to no training programs
D.
when predictors are expensive
E.
when the compensatory approach is used
A weakness of having co-workers participate in the selection process of new
employees is
A.
it may reduce diversity
B.
validity of the selection process is increased
C.
multiple views and experiences are considered
D. the probability that the new hire will be productive decreases
E. the group acts hostile towards employees hired using their input
A good employment contract includes all of the following except
A.
specific probationary period if applicable
B.
start date of employment
C.
reasonable restrictive covenants
D.
termination procedures
E. questions regarding the applicants age, sex, and race
Employment tests that unintentionally discriminate against people
A. are all right to use so long as the discrimination is unintentional
B.
can violate the Canadian Human Rights Act
C. are legal so long as they state that they are not following human rights
legislation
D.
are allowed for BFOQ situations
E.
are only illegal if the discrimination is intentional
Validity in testing refers to the fact that the test scores
A. significantly relate to some relevant criterion such as job performance
B. match across a cross-section of people writing the test
C.
yield consistent results over repeated measures
D. compare favourably to the scores on other test taken by the same person
E.
do not vary across applicants
Common approaches to test validation include which of the following?
A.
empirical approaches
B.
equity approaches
C.
non-rational approaches
D.
continuous indexing approaches
E.
relative approaches

53.
(p. 220,
Fig 6-8)

54.
(p. 220,
Fig 6-8)

55.
(p. 220)

56.
(p. 220)

57.
(p. 226)

58.
(p. 226)

59.
(p. 235)

Empirical approaches to test validation rely on such method(s) as

A.
predictive validity
B.
content validity
C.
construct validity
D.
structural validity
E.
reliable validity
Rational approaches to test validation include
A.
content validity
B.
concurrent validity
C.
predictive validity
D.
reliable validity
E.
structural validity
Some testing experts advise separate validation studies for diferent demographic
subgroups. These studies are referred to as diferential validity

Without diferential validity a test

A.
will not be valid for anyone
B.
is invalid regardless of any other circumstances
C.
may be valid for one group but not for another
D.
is not legal
E.
will not be reliable
During employment interview
A. the immediate supervisor should be involved as s/he will ultimately be
responsible for the employee
B. the immediate supervisor should not be involved as s/he is too close to the job
C. the immediate supervisor should only be involved if there is no human resource
department
D. the immediate supervisor should be involved only if s/he has had professional
interview training
E. the immediate supervisor should not be informed of the interview until it is
completed
Involving the immediate supervisor in the employment interview process can
A.
tend to be an annoyance to the supervisor
B. prevent the recruit from asking too direct work-related questions
C. tend to make the supervisor more likely to accept some responsibility for
employee errors and problems
D.
often be against labour rights legislation
E. only be permitted if the supervisor has formal HR training in interviewing
techniques
The purpose of the employment interview is to seek answers to a few broad

questions including
A.
can the applicant do the job?
B.
how many applicants are there?
C.
has the job analysis process been successful?
D. the applicant's sex, family status, religion, and age
E.
when is their last day of work?
60.
(p. 235)

61.
(p. 235)

62.
(p. 235)

63.
(p. 236)

64.
(p. 236)

65.
(p. 236240)

Among all selection techniques the most widely used technique is

A.
written test
B.
reference
C.
in-depth interview
D.
psychological testing
E.
rsum
Though interviewing is a popular selection technique, interviews do have some
shortcomings including
A. they allow the company to sell itself to the candidate
B. they allow the employer to assess personal suitability of the candidate
C.
they vary measurably in reliability and validity
D. they can be a public relations tools for the organization
E.
they allow the candidate to make an impression
Interviewing is still widely used for all the reasons below except
A.
they allow for a personal impression
B.
they allow the firm to sell itself to a candidate
C.
they allow the firm to answer questions
D. they are highly reliable and valid in almost all circumstances
E.
they allow the firm to sell the job to the candidate
For interviews to have high validity means that the interpretation of interview
results should
A.
not vary from one interviewer to another
B.
not correlate with job performance
C.
be done on time as scheduled
D. be reviewed immediately by an human resource professional
E. be held in confidence until the candidate is actually hired
Employment interviews can be conducted in a number of applicant-interviewer
combinations including all the following except
A.
panel interviews
B.
group interviews
C.
one-on-one interviews
D. blind-secluded interviews (via one way mirror)
E.
group panel interviews
Employment interviews can be held in a variety of formats including all the below
except

A.
B.
C.
D.
E.
66.
(p. 238)

67.
(p. 239)

68.
(p. 240)

69.
(p. 240)

70.
(p. 245)

structured interview
behavioural description
stress-producing
Markov construct interview
unstructured interview

Behavioural oriented interviews are based on the principle that

A. people will tell you how they would like to behave
B. past behaviour is one of the best predictors of future behaviour
C. they are legal while polygraph testing sometimes is not
D. watching how a person behaves while they are being interviewed is informative
E. some demographic will behave diferently than others
Situational interviews include questions that
A. attempt to identify how a job applicant responded to specific work situations in
the past
B. align with the theory that the best predictor of future actions is past actions
C. try to focus on behaviour that has occurred most recently
D. assess an applicant's likely future responses to specific incidents which they
may or may not have encountered in the past
E. assess an applicant's likely future responses to specific incidents which they
have encountered in the past
The selection interview process includes all of the following steps except
A.
information exchange
B.
creation of rapport
C.
evaluation
D.
workforce analysis
E.
interviewer preparation
The interviewer should
A. review the application during the interview to ensure that they can ask
questions of the applicant's family as they arise
B. prepare for an interview by developing specific questions
C. not allow an applicant to ask specific questions, in the interest of time, until the
second interview
D. refrain from asking questions to gain specific applicant information because it is
too difficult to compare responses between applicants
E. not record impressions of an applicant because that can bias the interviewers
decision
The "halo efect"
A. refers to an interviewer's ability to make immediate and correct judgments
B. is a situation where applicants are asked to discuss their strengths only
C. often means that people are judged on information that is irrelevant
D. occurs only when the very best candidates are interviewed
E. is not a perceptual bias that has any impact in the interviewing process

71.
(p. 246247)

72.

Common interviewing mistakes made by candidates include all the below except
A.
playing games
B.
being unprepared
C.
asking about the company and the job
D.
talking too much
E.
not listening
The following list contains things an interviewer should not do except collect only
information

(p. 246, job-related

Fig 6-22)