HR Selection

The main legal reason for performing a background check of all applicants is to:

• to comply with the Immigration and Naturalization Act.

• to avoid resume fraud.

• to prevent discrimination against protected classes.

• to protect the organization against negligent hiring.

The process of choosing individuals with correct qualifications to fill jobs in an organization is called

• job matching

• recruitment

• selection

• attrition

The primary purpose of selection is ____________.

• orientation

• recuitment

• staffing

• placement

Lack of "fit" between a person and a job is most likely to result from

• improper employee training.

• mistakes in evaluating the person's KSAs.

• negligence of exit interviews.

• a lack of positive company "brand" that attracts qualified applicants.

Mark is unhappy with his new job as a first line supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This is an an example of:

• a realistic job preview.

• burnout.

• negligent hiring.

• a poor job fit.

Ability, intelligence, and conscientiousness are all examples of

• elements of job performance.

• selection criteria.

• predictors of selection criteria.

• soft skills.

Measurable or visible indicators of selection criteria are called

• reliable estimators.

• predictors.

• realistic job previews.

• validators.

Which approach is used for combining predictors, with a minimum cutoff on each predictor, and a minimum level must be "passed?"

• matching

• multiple hurdles

• compensatory

• universal predictor

For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all of the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of

• the compensatory approach to selection.

• poor person/environment fit..

• discrimination under the ADA.

• the multiple hurdles approach of combining predictors.

Kevin, a recent college graduate, applied for a job with a firm that provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as

• stress tests.

• cognitive ability tests.

• work sample tests.

• psychomotor ability tests.