Chapter 5

Question 1

Verification of the credibility of information on a resume given by the applicants

Answer 1

Reference check

Question 2

Opinion expressed verbally or written based on the aptitude, personality, potentials etc. of the applicant (more of an evaluation from the previous employer/company)

Answer 2

Reference

Question 3

Describes the skills, personality, potentials etc. of the applicant (more of a support for the credibility of the applicant from the previous employer/company).

Answer 3

Letter of Recommendation (used for screening but they cannot predict future success or performance of an applicant)

Question 4

Deliberately include false information on your resume

Answer 4

Resume fraud

Question 5

Hiring an employee who has a criminal
record from his/her previous job and committed the same crime on his/her current job

Answer 5

Negligent hiring

Question 6

Relationship between scores
(e.g., interview and assessment).

Answer 6

Validity Coefficient

Question 7

“true validity”

Answer 7

Corrected validity

Question 8

We use Reference and Recommendation for

Answer 8

1. Verifying information on a resume
2. Evaluating discipline issues
3. Finding new details about the
   applicant
4. Predicting future performance of the
   applicant

Question 9

References usually give high scores.

Answer 9

Leniency

Question 10

Previous company failed to provide
substantial information about the
applicant.

Answer 10

Negligent reference

Question 11

Letter may not be accurate.

Answer 11

Knowledge of the applicant

Question 12

Rate and evaluation of the applicant is not the same from people who provide references (there‘s no consistency).

Answer 12

Reliability

Question 13

Can be biased, if the references likes the applicant, they may write longer letters for the applicant.

Answer 13

Extraneous factors

Question 14

Ethical Concerns

Answer 14

1. Make your relationship with the applicant
   clear.
2. Provide correct and substantial
   information.
3. Give the applicant a chance to see and
   decide whether to use the reference or
   not.

Question 15

Employment practice that have discriminatory effect

Answer 15

Adverse impact

Question 16

A test that is designed to measure the amount of knowledge or how much
a person knows about the job that an applicant is applying for.

Answer 16

Job knowledge test

Question 17

The ability of a person to recall past knowledge and apply them properly.
This includes oral and written comprehension, correct use of grammar, memory, reasoning, solving mathematical equations correctly and overall learning. Cognitive ability is vital for professions like secretary, accountants and supervisors

Answer 17

Cognitive Ability

Question 18

The ability of a person to perceive, it consists of vision (near, far peripheral, night) , hearing (sensitivity), speech (recognition, clarity), glare sensitivity, depth perception and color discrimination. Perceptual ability measures processes such as spatial relations and forms perception. Perceptual Ability is vital to professions like a die maker which requires the proper discrimination and selection of colors.

Answer 18

Perceptual ability

Question 19

The ability of a person to properly execute physical movements with precision and control. It includes eye and hand coordination, reaction time, steadiness of arm, speed of finger, wrist and limb movement and response control. It measures processes such as finger dexterity and motor coordination. It is needed for jobs like a driver, a policeman, a sewing machine operator and a carpenter because these jobs require precise execution of physical movement such as driving, proper handling of a gun and precise sewing of clothes

Answer 19

Psychomotor ability

Question 20

Ability of a person to perform a physical act. This includes physical strength and
stamina. Physical ability is required for jobs that require heavy lifting and running such as policeman, lifeguard and firemen.

Answer 20

Physical ability

Question 21

According to research there are nine basic
physical abilities

Answer 21

 dynamic strength (strength requiring
repetitions)
 trunk strength (stooping or bending over)
 explosive strength (jumping or throwing
objects)
 static strength (strength not requiring
repetitions)
 dynamic flexibility (speed of bending,
stretching, twisting)
 extent flexibility (degree of bending,
stretching, twisting)
 gross body equilibrium (balance)
 gross body coordination (coordination
when body is in motion)
 stamina (ability to exert effort over long
periods of time)

Question 22

These are types of tests that are designed to measure the level of intelligence of an applicant

Answer 22

Cognitive Ability Test

Question 23

Can be conducted in 12 mins and administered in a group making it
the most commonly used cognitive ability test in the industry.

Answer 23

Wonderlic Personnel Test

Question 24

Tests that measure an applicant‘s level of physical ability required for a job.

Answer 24

Physical ability tests

Question 25

While few people would prefer for a police officer to be strong rather than out of shape, many would debate on whether or not a police officer should always be physically fit. The argument is that despite the fact that the majority of police officers are out of shape, they could still perform their job very well due to the rise of technology and advanced tactics. In this case, is the physical ability test really related to the job?

Answer 25

Job Relatedness

Question 26

There are two ways on how to measure the passing score of a physical ability, relative standards and absolute standards. The relative score compares your score to others to determine how well you did compared to them. The problem is that, even if the relative standards can be used to remove the adverse impact on women by comparing the scores of men to men and the scores of women to women. One may pass the test but the results may end up not showing the true strength of the person. A woman may be stronger than other women but still weaker for the job.

Answer 26

Passing Scores

Question 27

The physical ability of an applicant be present during the time that he/she passed the physical ability test. The problem is that if not maintained, a person's physical ability could deteriorate over time. He or she could lose their strength when they are already at the job. To counter this, some cities integrate conditioning programs for their applicants. In this way the adverse impact will be greatly reduced by increasing the physical ability of female applicants.

Answer 27

When the Ability Must Be Present

Question 28

The applicant actually does work-related responsibilities; the absence of a situational exercise in a simulation

Answer 28

Work Sample

Question 29

The applicants set a meeting to discuss a given job-related issue or a problem to solve.

Answer 29

Leaderless group discussions

Question 30

Allowing applicants to exhibit qualities including creativity, decision-making, and teamwork.

Answer 30

Business games

Question 31

Multiple assessment techniques are used in this selection process, allowing several assessors to watch candidates complete mock job responsibilities.

Answer 31

Assessment Center

Question 32

Designed to resemble the kinds of daily information that a manager or employee might see on their desk.

Answer 32

In-basket technique

Question 33

Allow examiners to observe an applicant "in action." Included are role plays, work examples, and situations that are as comparable to those that an applicant will face on the job as possible.

Answer 33

Simulations

Question 34

Experience is insufficient on its own

Answer 34

Experience Ratings

Question 35

Selection process that assumes an applicant's life, education, military service, community involvement, and professional experience. Best predictor of future employee duration as well as a good predictor of work success

Answer 35

Biodata

Question 36

Obtaining data about an employee's past job, education, interests, and demographics from their personnel files.

Answer 36

File approach

Question 37

The administration of a biographical questionnaire to all workers and applicants

Answer 37

Questionnaire approach -

Question 38

The cornerstone of personality tests used in hiring procedures is often the trait-factor analytic model of personality

Answer 38

Measure of Personality

Question 39

Identifies those who among the applicants may have severe psychological issues.

Answer 39

Psychopathology Tests

Question 40

Unstructured tasks like describing ink smears and creating pictures are given to the respondent

Answer 40

Projective Tests

Question 41

Restricts the respondent to a small number of responses that will be graded using standardized keys

Answer 41

Objective Tests

Question 42

Inform an employer of the likelihood that a candidate will steal anything from the company.

Answer 42

Integrity tests

Question 43

Were created to lessen these incorrect answers and obtain a more precise picture of a person's propensity for acting aggressively or in an unproductive manner.

Answer 43

Conditional reasoning tests

Question 44

Believes that personality can be deduced from the way they write, which should then be a good indicator of their ability at work.

Answer 44

Graphology

Question 45

Undoubtedly one of the most divisive testing techniques employed by HR practitioners because this illegal substance is not just dangerous to health but is also most likely to affect work performance.

Answer 45

Drug testing

Question 46

A clinical psychologist would normally conduct an interview with the applicant, review their life history, and administer one or more of the psychological tests that will help the company determine whether they are fit for the job vacancy

Answer 46

Psychological Exams

Question 47

A copy of the job description is provided to the doctor during these examinations, and he or she is requested to determine whether the employee has any medical conditions that would make it unsafe for them to do their duties.

Answer 47

Medical Exams

Question 48

To determine whether the different aspects were effective in the selection process. Also, a properly designed selection battery often encompasses a set of tests that tap into various aspects of the workplace. The selection battery of tests including either an integrity test, a structured interview, or a work sample, and primarily the cognitive ability test shows to be the most valid combination which indicates that it has good predictors of future employee performance. Still, all techniques are potentially useful methods for employee selection.

Answer 48

Validity

Question 49

The selection processes that have a negative impact, compromise an applicant's privacy, and don't seem to be job-related are the ones that are most apt to be legally challenged (lack face validity). Applicants regard integrity tests, graphology, and personality tests as the least job-related and fair, while they view work samples/simulations, interviews, and résumés as the most job-related and fair in terms of face validity.

Answer 49

Legal Issues