Chapter 5 IO

Question 1

is the process of confirming the accuracy of information provided by an
applicant

Answer 1

Reference check

Question 2

e is the expression of an opinion, either orally or through
a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success

Answer 2

Reference

Question 3

True or False

The content and format of a reference are determined by the applicant asking for the reference

Answer 3

False

person or organization

Question 4

is a letter expressing an opinion regarding an

applicant’s ability, previous performance, work habits, character, or potential for future success.

Answer 4

Letter of recommendation

Question 5

The content and format of a letter of recommendation are determined by the ____ ____

Answer 5

letter writer

Question 6

Reasons for Using References and Recommendations

—lying on their résumés about what experience or education
they actually have.

Answer 6

résumé fraud

Question 7

True or False
one reason to check references or ask for letters of recommendation is simply to confirm the truthfulness of information provided
by the applicant.

Answer 7

True

Question 8

determine whether the applicant has a history of such discipline problems as poor attendance, sexual harassment, and violence.

Answer 8

Checking for Discipline Problems

Question 9

If an organization hires an applicant
without checking his references and background and he later commits a crime while in the employ of the organization, the organization may be found liable for

Answer 9

negligent hiring

Question 10

These cases are based on the premise that an employer has the duty
to protect its employees and customers from harm caused by its employees
or products.

Answer 10

Negligent-hiring cases

Question 11

Discovering New Information About the Applicant

Employers use a variety of methods to understand the personality and skills of job applicants, the two methods are:

Answer 11

references and letters of recommendation

Note: . Care must be
taken, however, when using these methods because the opinion provided by any particular reference may be inaccurate or purposefully untrue.

Question 12

Predicting Future Performance
references typically are so positive
applicants choose their own references!

_____ : Research is clear that most letters of recommendation are positive

Answer 12

Leniency

Question 13

This can hold back the coworkers to say negative things about unsatisfactory employees

Answer 13

confidentiality concerns

Question 14

True or False
that people providing references tend to be less
lenient when an applicant waives his right to see a reference letter

Answer 14

True

Question 15

providing references can be charged with defamation of character if the content of the reference is both untrue and made with malicious intent

Answer 15

e fear of legal ramifications

Question 16

people providing g references are granted what is called ___ right to express their opinion provided they believe what
they say is true and have reasonable grounds for this belief

Answer 16

Conditional privilege

Question 17

One way to avoid losing a defamation suit is
to provide only ____ _____ in a reference.

Example
“This employee is a jerk,” you might say “He was warned three times about
yelling at other employees and four employees requested that they not have to
work with him.”

Answer 17

behavioral information

Question 18

” A good way to reduce the possibility of a lawsuit is to have the applicant ____ _ ____

Answer 18

sign a waiver

Question 19

True or False
Knowledge of the Applicant

person writing the letter often does not know the applicant well

Answer 19

True

Question 20

Reliability/ consistency

The third problem with references and letters of recommendation involves the ___ ___ ____

Answer 20

lack of agreement

Question 21

Ethical Issues
This is important because people often have dual
roles: A person may be a supervisor as well as a good friend. Without understanding the exact nature of the referee–referent relationship, making judgments about the content of a reference can be difficult.

Answer 21

explicitly state your relationship

Question 22

Ethical Issues
My reservations
about the student concerned his excessive use of alcohol in social situations and his
negative attitude toward women. I decided to provide information about the student’s attitude toward women, as I thought it was relevant to an HR job, but not to mention the social drinking problem.

Answer 22

be honest

Question 23

Ethical Issues
Such a procedure is fair to the applicant and reduces
the referee’s liability for any defamation charge

Answer 23

applicant see your reference

Question 24

Predicting Performance Using Applicant Ability

are used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire

Answer 24

ability test

Question 25

includes such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical, deductive, inductive), and general learning

Answer 25

Cognitive ability

Question 26

are commonly used because they are excellent predictors of employee performance in the United States

Answer 26

Cognitive ability tests

Question 27

Cognitive ability is thought to | predict work performance in two ways:

Answer 27

allowing employees to quickly learn job related knowledge by processing information resulting in better decision making

Question 28

thought by many to be the most valid method

Answer 28

cognitive ability tests

Question 29

One of the most widely used cognitive ability tests in industry is the ___ ____ ___

Answer 29

Wonderlic | Personnel Test

Question 30

cognitive ability tests like Wonderlic | Personnel Test can only be performed individually

Answer 30

False | can be administered in a group setting

Question 31

The developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process information

Answer 31

Siena Reasoning Test | SRT

Question 32

A type of test related to cognitive ability applicants are given a series of situations and asked how they would handle each one. ____ ____ ____ are correlated with cognitive ability, the combination of the two is more valid than either test alone

Answer 32

situational judgment tests

Question 33

consists of vision (near, far, night, peripheral), color discrimination, depth perception, glare sensitivity, speech (clarity, recognition), and hearing (sensitivity, auditory attention, sound localization)

Answer 33

Perceptual ability

Question 34

includes finger dexterity, manual dexterity, control precision, multilimb coordination, response control, reaction time, arm-hand steadiness, wrist-finger speed, and speed-of-limb movement

Answer 34

Psychomotor ability

Question 35

are often used for jobs that require physical strength and | stamina, such as police officer, firefighter, and lifeguard.

Answer 35

Physical ability tests

Question 36

Physical ability is measured in one of two ways:

Answer 36

: job simulations and physical agility tests

Question 37

Critics of physical agility testing cite two reasons for questioning the necessity of physical agility: current out-of-shape cops and technological alternatives. Currently, many police officers are overweight, slow, and out of shape, yet they perform safely and at high levels.

Answer 37

Job Relatedness

Question 38

measure the extent to which an applicant already has a job-related skill.

Answer 38

Predicting Performance Using Applicant Skill

Question 39

he two most common methods for predicting Performance Using Applicant Skill

Answer 39

work sample and the assessment center

Question 40

applicant performs actual job-related tasks. e directly related to job tasks, they have excellent content validity

Answer 40

Work Samples

Question 41

An _____ _____ is a selection technique characterized by the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks

Answer 41

assessment center

Question 42

is designed to simulate the types of daily information that appear on a manager’s or employee’s desk. The technique takes its name from the wire baskets typically seen on office desks. Usually these baskets have two levels: the “in” level, which holds paperwork that must be handled, and the “out” level, which contains completed paperwork.

Answer 42

in-basket technique During the assessment center, examples of job-related paperwork are placed in a basket, and the job applicant is asked to go through the basket and respond to the paperwork as if he were actually on the job.

Question 43

_____ exercises are the real backbone of the assessment center because they enable assessors to see an applicant “in action.

Answer 43

Simulations

Question 44

T or F Simulations, which can include such diverse activities as role plays and work samples, place an applicant in a situation that is as similar as possible to one that will be encountered on the job.

Answer 44

True

Question 45

Work Samples. Usually, when a simulation does not involve a situational exercise, it is called a work sample. Work samples were discussed earlier in this section but are listed again here because they are common assessment center exercises.

Question 46

Usually, when a simulation does not involve a situational exercise, it is called a work sample.

Answer 46

Work samples were discussed earlier in this section but | are listed again here because they are common assessment center exercises.

Question 47

___ ____ are exercises that allow the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others.

Answer 47

Business games