HUMAN RESOURCE MANAGEMENT EXAM
2 EXAMPREP UPDATED COMPLETE
QUESTIONS AND VERIFIED SOLUTIONS
●● Accuracy
Answer: The wider the range of talent in an applicant pool, the more
important it is that the assessment system accurately weed out the bad
fits and identify the good ones.
●● Fit
Answer: People need to fit the organization, workgroup, and job to be
most successful.
●● Ethics
Answer: The entire selection process should be managed ethically,
including explaining how assessment results will be used and how
applicants' privacy will be protected.
●● Legal compliance
Answer: Legally defensible hiring practices compare all applicants using
the same fair, consistent, and objective information predictive of job
success.
,●● Positive stakeholder reactions
Answer: Meeting stakeholder needs, including those of recruits,
recruiters, and hiring managers, is another goal of the assessment
process.
●● _________ assessment methods are used to reduce the pool of job
applicants to job candidates.
Answer: Screening
●● Job candidates are then evaluated in more depth using________
assessment methods to identify whom to hire.
Answer: evaluative
●● Job offers may be made contingent on the results of _________
assessment methods. If the contingent assessment (typically a
background check, drug screen, medical exam, etc.) is passed, then a
formal job offer is extended.
Answer: contingent
●● Cognitive ability tests
Answer: typically use computerized or paper-and-pencil tests to assess
general mental abilities, including reasoning, logic, and perceptual
abilities
,●● Noncognitive ability tests
Answer: measure sensory and psychomotor abilities
●● Personality and values assessment
Answer: predict performance only for specific occupations or criteria
●● Integrity tests
Answer: assess candidates' attitudes and experiences related to their
reliability, trustworthiness, honesty, and moral character
●● Job knowledge
Answer: measure job-related knowledge (often technical) required for
success
●● Interviews
Answer: assess a variety of characteristics, including interpersonal skills,
decision-making style, and leadership style
●● _______________ ask varying questions across interviews and
usually lack standards for evaluating candidates' answers.
Answer: Unstructured interviews
, ●● ___________ interviews use consistent, job-related questions with
predetermined scoring keys.
Answer: Structured
●● Work samples
Answer: evaluate the performance of actual or simulated work tasks
●● Assessment centers
Answer: put candidates through a variety of evaluation techniques to
evaluate their potential fit with and ability to do the job
●● Combining Scores
Answer: multiple predictors improves the prediction of job success. A
candidate's scores on the different assessments must be meaningfully
combined to derive an overall score that can be compared across
candidates or to a minimum hiring standard.
●● Multiple hurdles
Answer: candidates must receive a passing score on an assessment
before being allowed to continue in the selection process.
●● Compensatory approach
Answer: high scores on some assessments can compensate for low
scores on other assessments.
2 EXAMPREP UPDATED COMPLETE
QUESTIONS AND VERIFIED SOLUTIONS
●● Accuracy
Answer: The wider the range of talent in an applicant pool, the more
important it is that the assessment system accurately weed out the bad
fits and identify the good ones.
●● Fit
Answer: People need to fit the organization, workgroup, and job to be
most successful.
●● Ethics
Answer: The entire selection process should be managed ethically,
including explaining how assessment results will be used and how
applicants' privacy will be protected.
●● Legal compliance
Answer: Legally defensible hiring practices compare all applicants using
the same fair, consistent, and objective information predictive of job
success.
,●● Positive stakeholder reactions
Answer: Meeting stakeholder needs, including those of recruits,
recruiters, and hiring managers, is another goal of the assessment
process.
●● _________ assessment methods are used to reduce the pool of job
applicants to job candidates.
Answer: Screening
●● Job candidates are then evaluated in more depth using________
assessment methods to identify whom to hire.
Answer: evaluative
●● Job offers may be made contingent on the results of _________
assessment methods. If the contingent assessment (typically a
background check, drug screen, medical exam, etc.) is passed, then a
formal job offer is extended.
Answer: contingent
●● Cognitive ability tests
Answer: typically use computerized or paper-and-pencil tests to assess
general mental abilities, including reasoning, logic, and perceptual
abilities
,●● Noncognitive ability tests
Answer: measure sensory and psychomotor abilities
●● Personality and values assessment
Answer: predict performance only for specific occupations or criteria
●● Integrity tests
Answer: assess candidates' attitudes and experiences related to their
reliability, trustworthiness, honesty, and moral character
●● Job knowledge
Answer: measure job-related knowledge (often technical) required for
success
●● Interviews
Answer: assess a variety of characteristics, including interpersonal skills,
decision-making style, and leadership style
●● _______________ ask varying questions across interviews and
usually lack standards for evaluating candidates' answers.
Answer: Unstructured interviews
, ●● ___________ interviews use consistent, job-related questions with
predetermined scoring keys.
Answer: Structured
●● Work samples
Answer: evaluate the performance of actual or simulated work tasks
●● Assessment centers
Answer: put candidates through a variety of evaluation techniques to
evaluate their potential fit with and ability to do the job
●● Combining Scores
Answer: multiple predictors improves the prediction of job success. A
candidate's scores on the different assessments must be meaningfully
combined to derive an overall score that can be compared across
candidates or to a minimum hiring standard.
●● Multiple hurdles
Answer: candidates must receive a passing score on an assessment
before being allowed to continue in the selection process.
●● Compensatory approach
Answer: high scores on some assessments can compensate for low
scores on other assessments.
