Talent Acquisition aPHR exam already passed

Talent Acquisition aPHR exam already passed Which type of test validity focuses on whether particular test measurements correspond to other specific measurements or particular traits? a) face b) construct c) content d) criterion D. Criterion validity focuses on whether particular test measurements correspond to other specific measurements or particular traits. Predictive validity and concurrent validity are both types of criterion validity. Which of the following interview questions is impermissible? a) Why did you leave your last job? b) How many children do you have? c) What do you think is your greatest weakness? d) How do you think your previous supervisor would describe you? B. It is best practice to avoid asking interview questions that can be perceived as discriminatory or biased. Questions about marital status and children may violate Title VII of the Civil Rights Act if they are used to deny or limit employment opportunities Which of the following must identify whether a job is exempt from applicable minimum wage or overtime regulations? a) job analysis b) job description c) job specification d) job function B. To comply with the Federal Labor Standards Act (FLSA), a job description must identify whether the job is exempt from applicable minimum wage or overtime regulations. Which of the following is a reason why interviewing an employee's references on the phone may be preferable to accepting written letters of recommendation? a) Written recommendations tend to be more informative. b) Written recommendations are more likely to result in negligent hiring. c) Phone interviews are more likely to result in negligent referral. d) Phone interviews provide the opportunity for more consistency. D. One shortcoming of written letters of recommendation is that they make it difficult to compare applicants because supportive letters may address different issues or questions. Phone interviews can provide a more consistent measure of an applicant's eligibility. Which of the following provides a complete measure of how much each employee costs an organization? a) cost per hire b) HR value added c) total compensation expense per employee d) human capital ROI C. The Total Compensation Expense Per Employee is a more complete measure of the financial cost of each worker. It is compensation cost plus benefits cost divided by the total number of full-time employees. What is a primary downside of over-reliance on eRecruitment and eSelection? a) It presents too great a workload from sifting through a greatly expanded applicant pool. b) It can make it difficult to judge whether a candidate is a good fit for the social culture of an organization. c) It may exclude candidates with useful skills that don't match the initial job criteria. d) both B and C D. Two primary downsides of over-reliance on eRecruitment and eSelection are it can make it difficult to judge whether a candidate is a good fit for the social culture of an organization, and it may exclude candidates with useful skills that don't match the initial job criteria. In order to avoid 'negligent referral' liability, an HR professional who is contacted about a previous employee who was terminated for inappropriate behavior must: a) advise potential employers not to hire the terminated employee b) cite the Privacy Act and refuse to disclose any further information c) provide the potential employer with minimal information d) provide the potential employer with all the facts surrounding the employee's dismissal but make no recommendation regarding the hiring decision D. When contacted for referrals, managers and HR professionals should provide complete factual information about an employee's time at an organization but should refrain from making any recommendations regarding whether an employee should or should not be hired. Which of the following interview questions is best described as behavioral? a) Imagine you were overseeing the work of an employee who is struggling to meet his deadlines. How would you go about addressing that issue? b) Could you describe a case in the past where you've had to present difficult information to a general audience? c) How long did you work at your previous job? d) Why did you leave your previous position? B. During behavioral interviews, candidates are asked to explain how they responded to problems or events in the past. When more stimulating and rewarding work is added to a job during redesign, this is called: a) job simplification b) job enlargement c) job enrichment d) job creation C. Job enrichment is an attempt to add more stimulating and rewarding work into a particular job. When competition for skilled employees is high, which of the following is most likely to be the case during the hiring process? a) Recruitment will be easy. b) Recruitment will be difficult. c) Turnover will be high. d) Turnover will be low. B. In these cases, it is likely that qualified applicants will have many job opportunities, so recruitment will be relatively difficult. When pre-employment tests reliably measure the relationship between performance on a test and performance on the job, the test has: a) content validity b) reliability c) construct validity d) concurrent validity C. In order to have construct validity, a test must measure what it claims to measure. Since employment exams aim to measure how well an employee will perform at a job, an employment exam has construct validity if performance on the exam does predict job success. Which of the following forecasting techniques involves experts independently developing and refining forecasts? a) ratio analysis b) trend analysis c) nominal group technique d) Delphi technique D. The Delphi technique is a way to forecast future job needs that combines the input and expertise of many professionals who never physically meet but come to a consensus over time through questionnaires and anonymously-provided responses. Which of the following requires that employment exams test skills that are relevant to the job that is being applied for? a) content validity b) predictive validity c) concurrent validity d) construct validity A. Content validity requires that a job exam actually tests skills that are relevant to the job for which the candidate is applying. Which best describes the difference between recruitment and selection? a) Recruitment takes place before job analysis, while selection takes place after. b) Recruitment is the process of seeking and attracting candidates for a position, while selection is that of choosing from among the pool of candidates. c) Recruitment is performed by human HR specialists, while selection is performed digitally. d) Recruitment is the process of hiring candidates for a position; selection takes place beforehand to determine what positions need to be filled. B. The best description of the difference between recruitment and selection is that recruitment is the process of seeking and attracting candidates for a position, while selection is that of choosing from among the pool of candidates. Which of these is a limitation of the Position Analysis Questionnaire (PAQ)? a) Its results need to be analyzed by someone experienced in working with the method. b) It is ineffective for comparing different jobs. c) It is often unhelpful for gaining insight into jobs with unique traits or responsibilities. d) both A and C D. Two limitations of the PAQ are its results need to be analyzed by someone experienced in working with the method and that it is often unhelpful for gaining insight into jobs with unique traits or responsibilities. Which of the following job announcements would be most appropriate for external recruiting? a) job bidding b) job posting c) succession planning d) posting the position on a community site D. External recruiting involves making the position and associated job description available to people outside the organization. This is typically done using a combination of media sources, job boards, community sites, and social media platforms. Which of the following refers to predicting the impact that any HR program may have on the workforce? a) process mapping b) quantification c) norm d) forecasting D. Forecasting refers to predicting the impact that any HR program may have on the workforce Which of the following best describes what an HR manager does when succession planning? a) categorize employees into groups based on their futures at the organization b) plan for the promotion of employees with no interest in supervisory positions c) plan for the promotion of employees with supervisory potential d) recruit applicants to fill positions externally C. A succession plan identifies promising employees who have the potential to occupy managerial or executive roles in an organization. What is the main downside to using interviews for job analysis? a) They can be unstructured, with many open questions. b) They are complex to design and implement. c) They present opportunities for misrepresentation. d) They limit data gathered to a specific checklist of activities. C. The main downside to using interviews for job analysis is that they present opportunities for misrepresentation. How are structured interviews different from nondirective interviews? a) structured interviews place candidates in stressful situations to evaluate how they respond b) structured interviews allow the candidates to direct what topics are discussed c) structured interviews involve asking all applicants questions from specific areas, although the questions themselves may vary d) structured interviews involve asking all candidates the same exact questions D. Structured interviews are rigid and involve an interview director asking candidates a pre-established set of questions. These may also be called directive interviews. The first step in the process of selecting new employees is: a) conducting background check b) sending employees to an assessment center c) conducting a job analysis d) assembling a panel to interview applican C. A thorough job analysis is at the core of successful hiring practices. Before applicants can be considered, employers must first know what skills, knowledge, and abilities are necessary to perform the job well. Which of the following describes what happens during a job analysis? a) Job tasks and requirements are reviewed. b) Benchmarking is conducted to establish external equity. c) Broadbanding is done to ensure internal equity. d) Red circle employee salaries are frozen. A. A job analysis includes two components: job description and job specification. Which of the following is NOT true of an I-9? a) It must be signed by the employee. b) It must be signed by the employer. c) It serves as documentation that an employee can work in the U.S. d) It testifies that an employee has provided documentation that he or she can work in the U.S C. An I-9 attests that the employee has the proper documentation to provide his or her identity and employment status. However, the I-9 is not itself identification. Which job forecasting technique involves participants attending a structured meeting with the goal of coming to an agreement about a solution to a problem? a) ratio analysis b) trend analysis c) nominal group technique d) Delphi technique C. The nominal group technique involves participants attending a structured meeting with the goal of coming to an agreement about a solution to a problem. Consensus is reached after a series of discussions and presentations, which are guided by a facilitator. Which of the following best describes what an HR manager does when performing a ratio analysis? a) makes predictions about how technological advances will change workforce needs b) makes predictions about what skills new employees will need in the coming year c) uses historical information to predict staffing needs d) collects information from professionals to reach a consensus about a problem C. A ratio analysis is a means for determining whether an organization has enough employees to meet the requirements of the company, and it involves using historical information to make predictions about the workforce needs in the organization's future. Which of the following do studies show employees tend to respond best to? a) financial rewards b) special events c) positive recognition d) none of the above C. Studies show employees tend to respond best to positive recognition. Employers are legally obligated to ensure the employees they hire: a) are authorized to work in the United States b) have a mailing address c) have not been convicted of a crime d) are registered to vote A. The Immigration Reform and Control Act makes it illegal for companies knowingly to hire or recruit people who cannot work legally in the U.S. And it requires employers to verify that each employee is legally authorized to accept employment in this country. Which of the following should not be included in a recruitment advertisement for a job opening? a) exclusionary criteria that are not related to the job b) an indication that the employer encourages applications from candidates who are members of underrepresented groups c) information about how employees will be compensated d) minimum qualifications for the position A. Employers must not include any exclusionary criteria in a job description or a recruitment advertisement that is not necessary for the position. Otherwise, employers may be guilty of discriminating against qualified applicants Which of the following interview questions is best described as hypothetical? a) Imagine you were overseeing the work of an employee who is struggling to meet his deadlines. How would you go about addressing that issue? b) Could you describe a case in the past where you've had to present difficult information to a general audience? c) How long did you work at your previous job? d) Why did you leave your previous position? A. Hypothetical interview questions involve asking applicants how they would respond to imagined situations in the future. Which of the following metrics considers how well employees are generating revenue given their compensation and benefits packages? a) cost per hire b) HR value added c) total compensation expense per employee d) human capital ROI D. Human capital ROI (return on investment) is a common measure of an organization's financial success. It examines how much revenue employees produce in relation to their compensation packages Turnover rates are typically highest for jobs where tasks: a) are very challenging b) are very simple c) vary in difficulty d) become harder over time B. Contrary to some expectations, employees are more likely to leave positions where the work is very simple.