Multiple Choice Questions
1. Under the requirements of the Immigration Reform and Control Act, employers must ___________.
A. adjust pay scales for alien status
B. verify employability status for aliens only
C. verify employability status for all potential employees
D. verify employability status for applicants before an offer is extended
2. Which of the following statements about negligent hiring lawsuits against employers is accurate?
A. monetary damages are usually leveled against the employee found to be at fault
B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee
C. the employer has the initial burden to present evidence of proper hiring practice in such cases
D. suits of this kind are decreasing as companies in the private sector recognize the liabilities involved
3. To reduce the likelihood of negligent hiring lawsuits organizations should _____.
A. emphasize characteristics like licensure requirements, criminal records, and references
B. avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem
C. refuse to fire individuals with a history of mental illnesses
D. none of the above are useful to prevent negligent hiring suits
4. The most commonly negotiated element of a job offer is ___.
A. severance packages
B. educational assistance
C. salary
D. paid time off
5. As a general rule concerning job offers, it can be said that __________.
A. "low ball" job offers are expensive to the organization
B. "competitive" job offers have no important drawbacks
C. "competitive" job offers tend to leave room to negotiate
D. "competitive" offers usually stimulate the most positive reactions on the part of offer recipients
6. The sales approach to presenting a job offer has been adopted by many organizations because ________.
A. mechanical presentations of job offers have been proven not to work
B. they apply to all situations
C. they cost less than mechanical presentations
D. they may increase the likelihood of bringing job offers to closure
7. Most rejection messages sent to applicants are _________.
A. specific in terms of the reason for the rejection
B. not conveyed by formal means
C. vague in content
D. designed carefully to "soften the blow" of the rejection
8. Which of the following statements about reneging on job offers is false?
A. reneging is often caused by sudden changes in circumstances, such as a change in health status
B. there are substantial legal concerns about reneging
C. most employers feel the level of reneging has increased dramatically in recent years
D. solid evidence on reneging and why it occurs is lacking
9. Effective orientation training should include __________.
A. sources of influence in the organization
B. integrating the newcomer into the work unit and team
C. conducting active mentoring for the newcomer
D. all of the above
10. What is the relationship between orientation and socialization activities?
A. Orientation covers job content, socialization covers social content.
B. Orientation is usually a small group activity, socialization is one on one.
C. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.
D. Orientation is formal, socialization is informal.
11. The goal(s) of the socialization process is(are) ___________.
A. to achieve an effective person/job match
B. to achieve an effective person/organization match
C. to help the newcomer fit into the job in the long-term
D. all of the above are true
12. From the newcomer's perspective, likely components for inclusion in the socialization process include addressing _________.
A. performance proficiency
B. organization goals and values
C. politics
D. all of the above are correct
13. Research has shown that ____ facilitates employee socialization to a new job.
A. clarifying job requirements and knowledge and skills to be acquired
B. minimizing biasing contact from current co-workers
C. providing a highly positive recruitment message regarding job requirements at rewards
D. all of the above
14. The delivery of newcomer socialization should be the responsibility of __________.
A. his/her supervisor
B. a mentor or sponsor
C. the HR department
D. all of the above
15. Under the requirements of the Immigration Reform and Control Act, employers must ___________.
A. adjust pay scales for alien status
B. verify employability status for aliens only
C. verify employability status for all potential employees
D. verify employability status for applicants before an offer is extended
16. Which of the following statements about negligent hiring lawsuits against employers is accurate?
A. monetary damages are usually leveled against the employee found to be at fault
B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee
C. the employer has the initial burden to present evidence of proper hiring practice in such cases
D. suits of this kind are decreasing as companies in the private sector recognize the liabilities involved
17. To reduce the likelihood of negligent hiring lawsuits organizations should _____.
A. emphasize characteristics like licensure requirements, criminal records, and references
B. avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem
C. refuse to fire individuals with a history of mental illnesses
D. none of the above are useful to prevent negligent hiring suits
18. If an organization wishes to comply with the law and still increase the diversity of its workforce, it should ___________.
A. de-emphasize selection based on KSAOs
B. use recruitment as a tool for attracting a more diverse and qualified applicant pool
C. use clinical and other subjective prediction methods
D. all of the above
19. Uniform Guidelines on Employee Selection Procedures establish guidelines for record-keeping ___________.
A. of applicants' sex
B. of applicants' race
C. for major job categories
D. all of the above