Question 1

  1. If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.

4 points

Question 2

  1. Which of the following is the most difficult to estimate term in the economic gain formula?

4 points

Question 3

  1. Economic gain formulas provide the HR specialist with an estimate of ______.

4 points

Question 4

  1. A significance level of p<0.05 in a validity study means _________.

4 points

Question 5

  1. In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________.

4 points

Question 6

  1. Validity refers to __________.

4 points

Question 7

  1. When HR specialists state that a new predictor “adds value” to the prediction of job success, they mean that _____.

4 points

Question 8

  1. If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________.

4 points

Question 9

  1. Under which circumstances is “hiring success gain” likely to be optimal?

4 points

Question 10

  1. An applicant who is not hired but who would have performed successfully if hired is a ______________.

4 points

Question 11

  1. When using ___________, finalists are banded together into rank-ordered categories.

4 points

Question 12

  1. If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ___________.

4 points

Question 13

  1. When using ___________, each finalist has an equal chance of being selected.

4 points

Question 14

  1. Taylor-Russell tables are an effective decision making tool in that they ________.

4 points

Question 15

  1. When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.

4 points

Question 16

  1. The most commonly negotiated element of a job offer is ___.

4 points

Question 17

  1. Under the requirements of the Immigration Reform and Control Act, employers must ___________.

4 points

Question 18

  1. ______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment.

4 points

Question 19

  1. In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

4 points

Question 20

  1. Non-compete agreements should be drafted in such a way that they cover ____.

4 points

Question 21

  1. A _____ is a right to purchase a share of stock for a predetermined price at a later date.

4 points

Question 22

  1. Flat pay rate job offers are least appropriate for _______.

4 points

Question 23

  1. Which of the following statements about negligent hiring lawsuits against employers is accurate?

4 points

Question 24

  1. Which of the following is likely to be a contingency related to a job offer?

4 points

Question 25

  1. As a general rule concerning job offers, it can be said that __________.

4 points

Question 26

  1. Long-term variable pay plans provide employees ownership opportunities as the value of the organization increases are applicable only in the ____.

4 points

Question 27

  1. The most sensible approach for addressing the issue of applicant truthfulness would be to ________.

4 points

Question 28

  1. Most rejection messages sent to applicants are _________.

4 points

Question 29

  1. The sales approach to presenting a job offer has been adopted by many organizations because ________.

4 points

Question 30

  1. Which of the following statements about written contracts is false?