A company’s HR department is overwhelmed with a constant flood of résumés submitted through its website and in response to the ads it places for job vacancies. Derrick, the department’s manager, is concerned that the company will overlook excellent candidates because employees don’t have time to carefully evaluate or remember all the applicants. How might an applicant-tracking system help the department?

• by making decisions about which of the candidates the company should hire for each position

• by contacting candidates and inviting them to visit the company for an interview with HR staffers

• 
  by matching data in résumés against the company’s selection criteria and storing records for future searches

• by comparing a few keywords in job descriptions with the content of applicants’ résumés to find an exact match

Using reliability as a measure of success of a selection method

• indicates whether something is measured consistently.

• only measures things that matter.

• is the only requirement for measuring the success of a selection method.

• is the only measure that does not require statistics.

What is true of a generalizable method?

• It only applies to conditions in which the method was originally developed.

• It can only be used to measure behavior that is concrete and observable.

• It is a method that only tests abstract qualities such as intelligence or leadership.

• It is valid in contexts other than the context in which it was originally developed.

Which statement about using application forms in a personnel selection process is true?

• They are an expensive way to gather basic data from many applicants.

• They are not subject to equal employment opportunity standards.

• They do not allow employers to keep up-to-date records of job applicants, as the job applicants are always in control of the information provided in the application forms.

• They enable organizations to narrow the pool of candidates to a number they can afford to test and interview.

Advertisements for open positions at a restaurant chain ask candidates to supply references. What is the company most likely expecting to receive from candidates?

• a list of people who have engaged in defamation or misrepresentation in the past

• the names and contact information of family and friends who can saying something positive about the candidate

• the names and contact information of former employers or others who can describe the candidate’s experience and skills

• a completed form the company can use for conducting a background check on the candidate

a list of people who have engaged in defamation or misrepresentation in the past

• Medical exams must never use a measure of size or strength to assess candidates.

• Medical exams must be performed before a candidate is offered a job.

• Medical exams must be limited to conditions related to job requirements.

• Medical exams must be limited to conditions related to job requirements.

Yoshi attends a job interview for a sales position at Miner Corp. The interviewer at Miner, Antonia, asks him open-ended questions about his strengths, weaknesses, and ambitions. Antonia asks every question based on the reply that Yoshi gives to the previous questions. This is an example of a(n) __________ interview.

• behavior description

• nondirective

• computerized

• situational

Hiram has recently been hired at an accounting firm as its new human resource manager. Hiram is first charged with improving the firm’s hiring practices. To choose the most intelligent candidates, the company's selection process has emphasized bringing in graduates from prestigious universities for interviews and grilling the candidates with tough brain teasers and other difficult questions. Hiram concludes that the company is not using interviews as effectively as it should be. Which recommendation would be most relevant in this situation?

• Interviews should focus less on intelligence and more on qualities that are not readily observable.

• Interviews should last longer, so the partners can address a wide variety of goals.

• Interviews should focus on skills that can be measured in an interview better than on a test.

• The interviewers need training to develop their use of subjective judgments.

Which process for making a selection decision involves a very high score on one type of assessment making up for a low score on another?

• a single-criterion model

• a multiple-hurdle model

• a compensatory model

• an intuitive model

Diversity training programs that focus on attitudes have objectives to increase participants’ awareness of cultural and ethnic differences, as well as differences in personal characteristics and physical characteristics.

• True

• False