Navigation » List of Schools » Glendale Community College » Business Administration » BUSAD 144 – Human Resources I » Spring 2021 » Quiz 4
Below are the questions for the exam with the choices of answers:
Question #1
A Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
B Gather the information on the application blank during the pre-screening process.
C Collect the data after the hiring decision has been made.
D Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.
Question #2
A to comply with the Immigration and Naturalization Act.
B to prevent discrimination against protected classes.
C to avoid résumé fraud.
D to protect the organization against charges of negligent hiring.
Question #3
A Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
B All government contractors are required to perform credit checks on all new hires.
C The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
D An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
Question #4
A questions are designed to address all of the Big Five personality traits.
B each candidate appears before a panel of interviewers.
C a set of standardized questions are asked of all job applicants.
D all candidates meet with the same interviewer.
Question #5
A prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
B prohibits private sector employers from using polygraph tests under any circumstances.
C permits the use of polygraphs, but only when administered by a trained expert.
D prohibits polygraph use for pre-employment screening purposes by most employers.
Question #6
A its selection process is more vigorous.
B recruited employees often require more orientation efforts.
C it takes lesser time and resources.
D it has the potential to generate larger applicant pools.
Question #7
A to obtain information for an EEO report
B to determine if applicants meet the minimum qualifications for open jobs
C to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
D to encourage potential job candidates to complete application forms
Question #8
A consistency with which the predictor actually tests the desired construct.
B applicant achieving approximately the same score in a test-retest situation.
C strength of the correlation between a test score and a predictor.
D correlation between a predictor and job performance.
Question #9
A essential elements.
B predictors.
C performance standards.
D validators.
Question #10
A matching process.
B public relations activity.
C operating management responsibility.
D marketing tool.
Question #11
A is the primary way to find out whether the efforts are cost effective .
B is the best way to measure the firm’s reputation on the college campuses.
C allows the employer know if it is meeting affirmative action goals.
D provides input to the HR unit’s compensation system.
Question #12
A Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
B Who is really an applicant for reporting purposes?
C Are protected classes excluded from the Internet recruiting process?
D Privacy issues regarding credit reporting.
Question #13
A puts little energy into a job search.
B has a good job and is not actively looking to change.
C is a marginally-employable individual who cruises job boards looking for a job or a better position.
D is an introverted individual who must be actively targeted by the recruiting company or employment agency.
Question #14
A recruited employees often require more orientation efforts.
B it has the potential to generate larger applicant pools.
C it takes lesser time and resources.
D its selection process is more rigorous.
Question #15
A The internal politics of the organization are not disrupted.
B Their performance and capabilities are known.
C They usually cost less in terms of salary and benefits than external recruits.
Question #16
A an employee’s good performance on one job may not be a good predictor of his/her performance on another job.
B the success base rate.
C the fill rate.
D the acceptance rate.
E the selection rate.
Question #17
A your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
B the company will have to pay a placement charge to the temporary agency if it hires Ivan.
C Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
D Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
Question #18
A the economy is strong.
B the demand for labor exceeds the supply of labor.
C there is a high level of unemployment.
D the labor market is tight.
Question #19
A manpower pool
B applicant population
C recruitment pool
D labor force population
Question #20
A recruiting
B selection.
C acquiring.
D requisitioning.