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Questions and Answers
What is the starting point of employee recruitment?
What is the starting point of employee recruitment?
Which method of recruitment is known to attract high-quality workers who are more likely to remain in the organization?
Which method of recruitment is known to attract high-quality workers who are more likely to remain in the organization?
What is the basic foundation of personnel psychology according to the text?
What is the basic foundation of personnel psychology according to the text?
What is the aim of organizations in employee recruitment and selection?
What is the aim of organizations in employee recruitment and selection?
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What do organizations use the information from job applicants for?
What do organizations use the information from job applicants for?
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What do organizations aim to attract through employee referrals and applicant-initiated contacts?
What do organizations aim to attract through employee referrals and applicant-initiated contacts?
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What is the primary goal in the employee selection process?
What is the primary goal in the employee selection process?
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What is the purpose of using realistic job previews (RJPs) in the recruitment process?
What is the purpose of using realistic job previews (RJPs) in the recruitment process?
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What type of error occurs in employee selection when an applicant who would be successful on the job is erroneously rejected?
What type of error occurs in employee selection when an applicant who would be successful on the job is erroneously rejected?
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What is the purpose of using a statistical decision-making model in employee selection?
What is the purpose of using a statistical decision-making model in employee selection?
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What is the purpose of using multiple hurdles in the employee selection process?
What is the purpose of using multiple hurdles in the employee selection process?
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What is the role of I & O psychologists in employee placement?
What is the role of I & O psychologists in employee placement?
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What does the 4/5th rule refer to in the context of employee selection procedures?
What does the 4/5th rule refer to in the context of employee selection procedures?
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Under the Age Discrimination in Employment Act (ADEA), who are considered as protected groups?
Under the Age Discrimination in Employment Act (ADEA), who are considered as protected groups?
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What is the purpose of the American with Disabilities Act (ADA) in the context of employee selection procedures?
What is the purpose of the American with Disabilities Act (ADA) in the context of employee selection procedures?
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What does adverse impact refer to in the context of employee selection procedures?
What does adverse impact refer to in the context of employee selection procedures?
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Under the Family Medical Care Leave Act, how much unpaid leave is an employee entitled to for family or medical emergencies?
Under the Family Medical Care Leave Act, how much unpaid leave is an employee entitled to for family or medical emergencies?
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What is the purpose of Affirmative Action in employee selection and promotion?
What is the purpose of Affirmative Action in employee selection and promotion?
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What does the Bona Fide Occupational Qualifications exception allow in relation to employee selection?
What does the Bona Fide Occupational Qualifications exception allow in relation to employee selection?
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What does the Age Discrimination in Employment Act (ADEA) protect against?
What does the Age Discrimination in Employment Act (ADEA) protect against?
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Realistic job previews (RJPs) provide inaccurate descriptions of a job's daily tasks, duties, and responsibilities.
Realistic job previews (RJPs) provide inaccurate descriptions of a job's daily tasks, duties, and responsibilities.
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The primary goal of the employee selection process is to minimize the probability of accurate decisions.
The primary goal of the employee selection process is to minimize the probability of accurate decisions.
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The use of a statistical decision-making model in employee selection involves combining information for the selection of applicants in a subjective and unpredictable way.
The use of a statistical decision-making model in employee selection involves combining information for the selection of applicants in a subjective and unpredictable way.
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The multiple cut off model sets a minimum cutoff score on each predictor of job performance and allows an applicant to proceed even if they score below the cutoff on any one predictor.
The multiple cut off model sets a minimum cutoff score on each predictor of job performance and allows an applicant to proceed even if they score below the cutoff on any one predictor.
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The multiple hurdle model for employee selection uses an ordered sequence of screening devices where every applicant has to go through the entire evaluation program.
The multiple hurdle model for employee selection uses an ordered sequence of screening devices where every applicant has to go through the entire evaluation program.
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Employee placement primarily involves deciding which job hired workers should be assigned to when there are multiple job openings.
Employee placement primarily involves deciding which job hired workers should be assigned to when there are multiple job openings.
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Employee recruitment is the process of retaining potential workers to apply for jobs.
Employee recruitment is the process of retaining potential workers to apply for jobs.
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Organizations spend little time, money, and energy on recruiting and selecting a qualified workforce.
Organizations spend little time, money, and energy on recruiting and selecting a qualified workforce.
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Existing research shows that employee referrals and applicant-initiated contacts are less likely to result in high-quality workers remaining in the organization.
Existing research shows that employee referrals and applicant-initiated contacts are less likely to result in high-quality workers remaining in the organization.
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Employee placement involves legal issues only and does not consider the use of job applicants' information for selection decisions.
Employee placement involves legal issues only and does not consider the use of job applicants' information for selection decisions.
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Web-based career sites, such as LinkedIn, are not considered effective methods of recruitment.
Web-based career sites, such as LinkedIn, are not considered effective methods of recruitment.
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The primary goal in the employee selection process is to hinder the hiring of high-quality workers.
The primary goal in the employee selection process is to hinder the hiring of high-quality workers.
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The Age Discrimination in Employment Act (ADEA) and the American with Disabilities Act (ADA) extended protected groups to include older (above 40 yrs old) and disabled workers.
The Age Discrimination in Employment Act (ADEA) and the American with Disabilities Act (ADA) extended protected groups to include older (above 40 yrs old) and disabled workers.
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Adverse impact exists when the selection rate for any protected group is higher than 80% of the group with the highest hiring rate.
Adverse impact exists when the selection rate for any protected group is higher than 80% of the group with the highest hiring rate.
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The 4/5th rule states that adverse impact exists if the selection rate for any protected group is lower than 4/5 or 80% of the group with the highest hiring rate.
The 4/5th rule states that adverse impact exists if the selection rate for any protected group is lower than 4/5 or 80% of the group with the highest hiring rate.
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The Family Medical Care Leave Act (1993) allows for 12 weeks of paid leave for family or medical emergencies.
The Family Medical Care Leave Act (1993) allows for 12 weeks of paid leave for family or medical emergencies.
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Affirmative Action ensures that jobs are made available to qualified persons based solely on sex, age, or ethnic background.
Affirmative Action ensures that jobs are made available to qualified persons based solely on sex, age, or ethnic background.
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Employers are required to make reasonable accommodations for disabled workers to perform jobs under the American with Disabilities Act (ADA).
Employers are required to make reasonable accommodations for disabled workers to perform jobs under the American with Disabilities Act (ADA).
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The Bona Fide Occupational Qualifications exception allows for a particular position to require workers of only one class.
The Bona Fide Occupational Qualifications exception allows for a particular position to require workers of only one class.
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The Uniform Guidelines on Employee Selection Procedures protect groups such as women, African-Americans, Native Americans, Asian Americans, and Latinos from employment discrimination.
The Uniform Guidelines on Employee Selection Procedures protect groups such as women, African-Americans, Native Americans, Asian Americans, and Latinos from employment discrimination.
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