Multiple Choice Questions
1. The information collected for an accomplishments record includes ______.
A. a written statement of the accomplishment
B. when the accomplishment took place
C. any recognition for the accomplishment
D. all of the above
2. Which of the following methods is the most valid predictor of performance?
A. Initial interviews
B. Handwriting analysis
C. Biodata
D. Unweighted application blanks
3. Research has indicated that job applicants generally have a __________ view of biodata inventories.
A. very positive
B. negative
C. positive
D. neutral
4. One major problem with letters of recommendation is that they _________.
A. are too lengthy to be useful
B. are not structured or standardized
C. are too ambiguous to interpret
D. all of the above are correct
5. The most common person to be contacted in a reference check is the applicant's __________.
A. former coworkers
B. HR department at his/her former employer
C. former supervisor
D. friends
6. Background testing is concerned with the __________ of an applicant.
A. integrity
B. reliability
C. personal adjustments
D. all of the above
7. One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.
A. expensive
B. not related to job performance
C. easy to fake
D. inefficient
8. Which of the following is true regarding genetic screening?
A. It helps to screen out people who will perform poorly on the job.
B. It is used widely by companies in the U.S.
C. It helps to screen out people who are susceptible to certain diseases.
D. A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.
9. One guideline for improving the effectiveness of initial interviews is to ____.
A. ask questions which assess the most basic KSAOs
B. make them long and rigorous
C. ask each applicant different questions
D. A and B are correct
10. The issue of consistency of measurement with assessment methods is called ______.
A. validity
B. reliability
C. variability
D. central tendency
11. An example of an assessment method which has relatively low reliability is ________.
A. biographical information
B. initial interviews
C. application blanks
D. resumes
12. _________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.
A. Low reliability
B. Adverse impact
C. Utility
D. Habeas corpus
13. A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.
A. providential statement
B. disclaimer
C. waiver
D. requisition
14. Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.
A. education level
B. quality of school
C. training and experience
D. all of the above are correct
15. Employers protect themselves in the initial stages of contact with job applicants through the use of _______.
A. labor contracts
B. employment clauses
C. disclaimers
D. discharge policies
16. Which of the following is true regarding pre-employment inquiries (PI)?
A. They have little potential for being used for discriminatory purposes in the assessment process.
B. Organizations rarely make inappropriate and illegal PIs.
C. It is critical for employers to understand the laws and regulations regarding PIs.
D. The emphasis in PIs is on the illegal collection of information.
17. Which of the following is the law that governs the collection of background check information for employment purposes?
A. Americans with Disadvantaged Access Act
B. Fair Credit Reporting Act
C. Personnel Reporting Statue of 1977
D. National Labor Rights Act
18. According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?
A. Ask if the applicant has any disabilities.
B. Ask the applicant if he/she can perform the job, with or without reasonable accommodation.
C. Ask the applicant to demonstrate how they could perform the job.
D. None of the above are permissible.
19. Which of the following is a typical justification of a BFOQ involving sex that employers use?
A. One sex has an inability to perform the work.
B. Personal contact with others requires same sex.
C. Customers have a preference for dealing with one sex.
D. All of the above are potenti al justifications.