Question 1

4 out of 4 points Recruiters want to see a cover letter that is tailored to the position and __________. Answer Selected Answer: truthful Correct Answer: truthful

Question 2
4 out of 4 points Which of the following is the last step of a typical selection decision process? Answer Selected Answer: Physical examination Correct Answer: Physical examination

Question 3
4 out of 4 points Anyone interested in selecting a test for use in personnel selection can begin with the __________, which summarizes many of the tests and includes a brief evaluation of their effectiveness. Answer Selected Answer: Mental Measurements Yearbook Correct Answer: Mental Measurements Yearbook

Question 4
4 out of 4 points Falsification of an application is typically grounds for __________. Answer

Selected Answer: dismissal Correct Answer: dismissal

Question 5
0 out of 4 points Of the Big Five personality factors, conscientiousness and __________ best predict performance across most occupational groupings. Answer Selected Answer: agreeableness Correct Answer: emotional stability

Question 6
4 out of 4 points __________ addresses the questions of what a test measured and how well it measured it. Answer Selected Answer: Validity Correct Answer: Validity

Question 7
0 out of 4 points Why are firms willing to pay the higher fees charged by executive search firms? Answer Selected Answer: Correct Answer: Confidentiality Better hires

Question 8
4 out of 4 points

__________ is the process by which an organization chooses from a list of applicants the person who best meets the selection criteria for the position available. Answer Selected Answer: Selection Correct Answer: Selection

Question 9
4 out of 4 points The degree to which a test, interview, or performance evaluation measures the ability to perform a job is called __________. Answer Selected Answer: content validity Correct Answer: content validity

Question 10
0 out of 4 points Organizations frequently expend the most time, effort, and money hiring __________. Answer Selected Answer: employees at the bottom of the organizational chart Correct Answer: upper-level executives

Question 11
Needs Grading List and discuss each of the steps in the selection process. Answer Selected 1. 1. Preliminary Screening: Often referred to as application blanks Answer: ask enough questions about the applicant to determine whether
they meet minimum requirements for the job.

2.

2.

Employment Interview: The interview is the most common selection technique encountered by an individual applying for a job in the United States. There are two types of interviews a structured interview and an unstructured interview. An unstructured interview does not follow any particular format when a structured one does. Unstructured interviews may lead to insightful details about the applicant while a structure interview can assist in preventing unintentional biases.
3. Employment tests: Employment tests are mechanisms that are in place that can determine a certain mental dexterity or a certain aptitude of an applicant. These tests can be paper and pencil or computer simulations.

3.

4.

4. Reference Checks and Recommendations: This is built in bias in favor of the applicant is often perceived as a violation of the employees right to privacy. Rarely does an individual provide as a reference someone who would not provide a positive reference. Organizations generally include, as a policy in their employee handbook, methods of providing information about former employees.

Selection Decision: Multiple-hurdle approach and compensatory model approach are the two major approaches utilized by organizations to arrive at a selection decision. The Multiple-hurdle approach is the process of arriving at a selection decision by requiring the job candidate to meet basic minimum requirements in each of the stages of the process. In order for a person to be a finalist they must pass every hurdle in each stage. Using the compensatory model, the applicant must achieve a very high score on the selection tests. By scoring high on one section, it may offset a low score from another section. 6. Physical Examination: The physical examination is the last
5. step. Careful adherence to the American with Disabilities Act indicates that physical examinations can be utilized to rule out unqualified individuals, usually only after a conditional offer has been made.

Reference list:

Ivancevich, J. M. (2010). Human Resource Management, 11th edition. McGraw-Hill.

Correct Answer: [None]

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Question 12
Needs Grading For this exercise, go to one of the internet recruiting sites listed on page 193 of your textbook. Find and identify three jobs that interest you. Using the information you have learned from this unit, modify your resume and cover letter to fit each of the three jobs you have selected. Make sure to include the link to the job posting on your cover letter. Include the three copies of your resume and cover letter in one document for submission. Submit your document as a file response. To submit your document, click the Browse button and select your file. Then click the Submit button. Your professor will be notified that your response is ready to be graded. Answer Selected Answer: Unit 4 Assessment question 12.docx

Response Feedback: [None Given]