Florida Institute of Technology

EMG3331

Chapter 7

1)The Employee Polygraph Protection Act:

2. Voltra, Inc. is planning to fill a number of openings for entry-level professionals. The selection process is quite extensive and includes several levels of individual interviews, team interviews, and psychological tests, as well as general ability tests. Much of the interview time is spent on the applicant’s philosophy of life and work.

Voltra, Inc. is highly concerned with:

3. The main legal reason for performing a thorough background check of all applicants is:

4. You have been hired to be the manager of a firm’s central employment office. Among your duties, you expect to supervise all of the following processes EXCEPT:

5. Maxster, Inc. has a long-standing problem with theft from its warehouses. The director of HR is considering how she can identify applicants who are honest. All of the following are possible steps the director can take EXCEPT:

6. Beckenkall Consulting is a rapidly-growing management consulting firm. As it expands, it needs to hire a number of new consultants every year. The failure rate of new consultants has been too high. The director of HR has decided to see if the success rate of new hires can be increased by selecting applicants who not only have all the technical qualifications, but also have the same personality as successful consultants now working in the firm. Consequently, the HR director gives all the high-performing consultants the MMPI. She sees that there is one dominant type of personality in this group. Now, she has told the manager of recruitment to give the MMPI to applicants as one of the hurdles they must clear before being hired. This is an example of:

7. Some organizations are using virtual online communities to screen possible hires. All of the following are potential aspects of using avatars and a virtual setting that are different from traditional recruiting methods EXCEPT:

8. Foreign companies operating in the U.S. do not have to obey EEO laws because they are allowed to prefer to hire their own nationals.

9. Legally, for the person submitting an electronic job application to be counted as an “applicant,” the requirements include all of the following EXCEPT:

10. The process of choosing individuals who have needed qualifications to fill jobs in an organization is called:

11. The great advantage of structured selection interviews over unstructured interviews is there:

12. The panel interview is frequently used because it is less stressful for both interviewers and applicants than a series of separate one-on-one interviews.

13. For the position of firefighter in Smallville, the physical requirements are rigorous and selection involves many ability tests. Mark is hearing-impaired in both ears even with hearing aids. This impairment caused him to be disqualified even though Mark passed all the other physical tests and pencil-and-paper tests. This is an example of:

14. According to the EEOC, employers must treat résumés as though they were application forms, even if the résumés contain information that is illegal to be used in the employment decision.

15. A non-directive interview allows the interviewer to improvise and to pursue interesting openings the applicant provides. Consequently, the non-directive interview is more likely to turn up critical information that can be compared across applicants than a pre-prepared list of questions.

16. Hussein is a U.S. citizen working in Albuquerque, NM. He has been passed over for promotion twice by his employer, an Israeli-owned irrigation-supply company operating in New Mexico. Hussein is fairly certain that his Israeli manager is discriminating against him because of his ethnic origin. Unfortunately, Hussein cannot bring a discrimination suit because the company is foreign-owned, not U.S.-owned.

17. John has a minor hand tremor which affects his ability to write legibly by hand. This hand tremor would probably lower John’s score on the McQuarie Test for Mechanical Ability and disqualify him for jobs requiring fine manual dexterity.

18. “Aaron might not be the sharpest kid I ever met, since his cognitive scores are pretty low. But he has a wonderful interpersonal manner with guests in our simulations. I suggest that we hire him, and give him some intense training in our desk procedures.” This is an example of the compensatory approach to combining predictors of work performance.

19. Listening techniques such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.

20. On the MMPI Bob has tested as broad-minded, curious and original, which classifies him as Extroverted.

21. When operating managers are allowed to select their own staff, the effectiveness of the selection process is enhanced because the operating managers have an instinctive feel for the type of employee who would perform well in their department.

22. If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S., the employer is considered to be in technical violation of federal law and can be audited by Immigration and Customs Enforcement.

23. Tests for the “Big Five” personality traits are popular, but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

24. Courts have ruled that disqualification questions that screen out potential job applicants before the individuals even fill out a job application are discriminatory.

25. Kent and Julie are both recruiters for Sunspree Products. When Kent and Julie interview the same applicant, the two recruiters often find they have different opinions about the applicant’s potential as a future high performer for Sunspree. Kent and Julie demonstrate:           

26. For the last five years, the director of HR for BiscuitMan Foods has given all new hires an “interpersonal intelligence” test. Now, the director is asking his assistant to calculate the correlations between each employee’s test score and his/her performance appraisals, promotion records and whether they have stayed with the firm or have left. The HR director is conducting a:

27. Which of the following is  about the Fair Credit Reporting Act?

28. Glibb Design’s interior decorators, designers, and architects work together in self-managing work groups. This structure is key to the organization’s culture and it is important that new hires fit in with the work group to which they are assigned. In this case, it would be wise to use:

29. In a selection test, validity refers to the:

30. What is the purpose of pre-employment screening?

31. Recent research shows that personality explains little about actual job outcomes.

32. It is legal for an employer to check a person’s social security number, motor vehicle records, and his/her military record when the employer is doing an applicant background check.

33. Which of the following is NOT legal for an organization to use as a source of background information on a job applicant?

34. Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

35. Effective electronic screening of applicants can take all of the following forms EXCEPT:

36. Legally, for the person submitting an electronic job application to be counted as an “applicant,” the requirements include all of the following EXCEPT:

37. Amanda, a recruiter for Maxster, Inc., is looking over the file for an interesting candidate for a managerial position. Although the applicant has listed an MBA from a reputable school on his application (which Amanda has verified), he has scored poorly on tests of written and verbal communication. Moreover, the applicant gives his former job title as team leader (which Amanda has verified), but his MMPI test shows he is low on agreeableness and is an introvert. Otherwise, the applicant is highly promising. How should Amanda resolve these discrepancies?

38. Mark is unhappy with his new job as a first line supervisor at the call center. He dislikes trying to motivate his subordinates to increase their productivity. He is dreading having to give the upcoming performance appraisals to his subordinates. Mark finds the job boring and watches the clock all afternoon, longing for the end of his shift. He is planning to apply for another job either within the organization or outside the organization. Mark is experiencing:

39. The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and angry, and that some will even use offensive language when speaking with the representatives. The recruiter also informs the applicants that they will be required to be polite, helpful and professional in dealing with all callers, and that their calls will be monitored by their supervisor. They will also work in windowless cubicle in rooms holding 100 other customer service representatives. The applicants are allowed to listen to a selection of pre-recorded actual customer calls and shown the room in which they will work. This is an example of:

40. Hussein is a U.S. citizen working in Albuquerque, NM. He has been passed over for promotion twice by his employer, an Israeli-owned irrigation-supply company operating in New Mexico. Hussein is fairly certain that his Israeli manager is discriminating against him because of his ethnic origin. Unfortunately, Hussein cannot bring a discrimination suit because the company is foreign-owned, not U.S.-owned.

41. Ernest is applying to a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

42. Selection interviews have high face validity with employers, which explain their continued widespread use even though interviews are fraught with reliability and validity problems.