32. Which of the following is one of the biggest criticisms of relying solely on

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32. Which of the following is one of the biggest criticisms of relying solely on resumes and cover letters as an assessment method? a. They’re too standardized b. Differences in appearance causes bias c. They lack informational control d. None of these are criticisms of resumes and cover letters

33. Which of the following is a good definition of a job category? a. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job b. A grouping of jobs, usually according to function c. A grouping of jobs according to generic job title or occupation d. A grouping of positions that are similar in their tasks and task dimensions

34. Which of the following is a benefit of using an internal recruitment strategy? a. Increased diversity b. Increased morale c. Gaining new perspectives d. All of these are benefits of internal recruitment

35. Which of the following are not permitted to be asked/searched when conducting a background check on applicants? a. Criminal history b. Education c. Credit history d. All of these areas are permitted to be searched when conducting background checks

36. Of all types of selection assessment tools ___________ tests usually have the highest chance of creating adverse impact. a. Cognitive ability b. Perceptual ability c. Psychomotor ability d. Emotional intelligence

37. Open recruiting systems are best to use when addressing: a. Workforce diversity gaps b. Reluctant applicants c. Small applicant pools d. Key KSAO shortages

38. In calculating the adverse impact of a new assessment tool, Larry assigns numbers to represent race within an applicant hiring database. This assignment of a number that lacks order or levels is known as the _________ level of measurement. a. Interval b. Ratio c. Ordinal d. Nominal

39. Which of the following characteristics cannot be discriminated against regarding bona fide occupational qualifications (BFOQs)? a. Race b. Age c. Sex d. Religion

40. Which of the following is not a valid metric for calculating the effectiveness of recent changes to a staffing system? a. Advertising expenses b. Quarterly revenue c. Time-to-fill positions d. Advertising expenses

41. When developing recruitment goals, it is important to consider all of the following except: a. Time frames b. Quantity of applicants c. Quality of applicants d. All of these are important considerations when developing recruitment goals

42. One of the main differences between internal and external selection is ____________. a. Quality of hires b. Performance outcomes c. Costs are always much lower for external hiring d. The number of raters used

43. The method of determining cut scores which considers all scores within a particular range as equivalent is _________. a. Minimum competency b. Top-down c. Banding d. Regimenting

44. Lucas is preparing to make a salary offer to a recent finalist for the entry-level marketing position. He has been given a very strict budget, which he must divide between this candidate and three other new-hires. Given that he has a limited budget, and the candidate is looking to fill a relatively low-demand entry-level position, the best option to start negotiations would be to make a __________ offer. a. Best shot b. Market match c. Lowball d. Reciprocal

45. A well-developed job offer will specify all of the following except: a. Coworkers b. Starting date c. Contract duration d. Compensation method

Explanation / Answer

32. a. Format remains same and can't be used to distinguish candidates

33. c. This defines job category

34. b. Others options are valid for external hiring too.

35. d. All are permitted.

36. d. Emotional intelligence

37. d. Address KSAO Shortages

38. c. Nominal Scale- Not used for ranking 1st 2nd 3rd etc, just assignment as numbers

39. b. Age is not a consideration for BFOQ

40. a and d seems to be same. It will be among the two. a,b,c are not any option. Check for d

41. d. All are important considering budget allocated and quality.

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