solved

uestion 1 (0.5 points)
Saved
In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following?
Question 1 options:
two pages only
no GPA
a career or job objective
specific examples of accomplishments
Question 2 (0.5 points)
Traits or characteristics that involve different aspects of vision and audition, as well as other sense?
Question 2 options:
Emotional Intelligence (EQ)
Psychomotor Abilities
Physical Abilities
Sensory/perceptual abilities
Question 3 (0.5 points)
Definiton of The four groups (women, visible minorities, aboriginal peoples, and people with disabilities) designated in the federal government’s Employment Equity Act that receive legal “protection” in employment policies and practices because of their underrepresentation in the workplace?
Question 3 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 4 (0.5 points)
What are the major advantages of objective tests?
Question 4 options:
Efficiency- can administer many items per unit of testing time
Overemphasis on recall encourages memorization; can encourage thinking skills if properly constructed
Assess thinking skills and/or mastery of how a body of knowledge is structured
Organize, compose
Question 5 (0.5 points)
Random or mandatory testing by Canadian companies is not common -it is discriminatory, unless it ties directly to job -considered a disability that must be accommodated?
Question 5 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 6 (0.5 points)
What influences on learning does objective tests have?
Question 6 options:
Efficiency- can administer many items per unit of testing time
Overemphasis on recall encourages memorization; can encourage thinking skills if properly constructed
Assess thinking skills and/or mastery of how a body of knowledge is structured
Organize, compose
Question 7 (0.5 points)
Definition of involves identifying individuals from the applicant pool who have the minimum qualifications for the target position(s)?
Question 7 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 8 (0.5 points)
Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm?
Question 8 options:
a hiring liability
unauthorized hiring
negligent hiring
pre-hire favouritism
Question 9 (0.5 points)
Ensure that an applicant meets minimum standards or health to cope with the physical demands of the job-tests should be administered only after the applicant has been given an offer of employment and offer of employment made conditional on the applicant’s passing the test or exam?
Question 9 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 10 (0.5 points)
Why should employers be cautious regarding the use of biodata?
Question 10 options:
Collection of biodata information is not job related.
Providing any false, misleading, or incomplete information is grounds for discharge.
Biodata methods are illegal under US legislation.
Results may be inaccurate because of gender and race differences.
Question 11 (0.5 points)
Definition of Knowledge, skills, abilities, experiences, and other attributes and competencies deemed necessary for minimally acceptable performance in one or more positions; designed for making the “first cut” in screening job applicants; sometimes referred to as selection criteria?
Question 11 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 12 (0.5 points)
The ability to accurately perceive and appraise emotion in oneself and others; to appropriately regulate and express emotion?
Question 12 options:
Emotional Intelligence (EQ)
Psychomotor Abilities
Physical Abilities
Sensory/perceptual abilities
Question 13 (0.5 points)
What is the best use of references in the screening process?
Question 13 options:
to measure personality characteristics of candidates
to screen out weak or potentially problematic candidates
to predict job performance of candidates
to choose the best candidate for the job
Question 14 (0.5 points)
Tend to be used to assess skills and competencies -required the job candidate to produce behaviours related to job performance under controlled conditions that approximate those found in the job?
Question 14 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 15 (0.5 points)
Definition of derived from experience when learning is not the primary objective?
Question 15 options:
Tacit Knowlege
Job knowlege
no knowlge
general knowlege
Question 16 (0.5 points)
Assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job-designed to assess problem-solving ability, leadership potential, and communication skills
Question 16 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 17 (0.5 points)
Which of the following terms is defined as the correlation between assessment scores and job performance measures?
Question 17 options:
correlation coefficient
predictive validity
validity coefficient
validation strategy
Question 18 (0.5 points)
Definition of The ratio of the number of applicants hired to the total number of applicants
Question 18 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 19 (0.5 points)
Which of the following describes the result of a research study that examined the relationship between recruiters’ evaluations of candidates based on Facebook profiles and candidates’ subsequent performance on the job?
Question 19 options:
Highly rated candidates became high-performing employees.
Low-rated candidates were not offered jobs.
Recruiter ratings were poor predictors of job performance between recruiter ratings and candidate job performance.
Male applicants were favoured over female candidates.
Question 20 (0.5 points)
Which of the following types of information found in résumés is most useful for predicting job success?
Question 20 options:
academic achievement
education
extracurricular activities
work experience
uestion 1 (0.5 points)
Saved
In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following?
Question 1 options:
two pages only
no GPA
a career or job objective
specific examples of accomplishments
Question 2 (0.5 points)
Traits or characteristics that involve different aspects of vision and audition, as well as other sense?
Question 2 options:
Emotional Intelligence (EQ)
Psychomotor Abilities
Physical Abilities
Sensory/perceptual abilities
Question 3 (0.5 points)
Definiton of The four groups (women, visible minorities, aboriginal peoples, and people with disabilities) designated in the federal government’s Employment Equity Act that receive legal “protection” in employment policies and practices because of their underrepresentation in the workplace?
Question 3 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 4 (0.5 points)
What are the major advantages of objective tests?
Question 4 options:
Efficiency- can administer many items per unit of testing time
Overemphasis on recall encourages memorization; can encourage thinking skills if properly constructed
Assess thinking skills and/or mastery of how a body of knowledge is structured
Organize, compose
Question 5 (0.5 points)
Random or mandatory testing by Canadian companies is not common -it is discriminatory, unless it ties directly to job -considered a disability that must be accommodated?
Question 5 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 6 (0.5 points)
What influences on learning does objective tests have?
Question 6 options:
Efficiency- can administer many items per unit of testing time
Overemphasis on recall encourages memorization; can encourage thinking skills if properly constructed
Assess thinking skills and/or mastery of how a body of knowledge is structured
Organize, compose
Question 7 (0.5 points)
Definition of involves identifying individuals from the applicant pool who have the minimum qualifications for the target position(s)?
Question 7 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 8 (0.5 points)
Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm?
Question 8 options:
a hiring liability
unauthorized hiring
negligent hiring
pre-hire favouritism
Question 9 (0.5 points)
Ensure that an applicant meets minimum standards or health to cope with the physical demands of the job-tests should be administered only after the applicant has been given an offer of employment and offer of employment made conditional on the applicant’s passing the test or exam?
Question 9 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 10 (0.5 points)
Why should employers be cautious regarding the use of biodata?
Question 10 options:
Collection of biodata information is not job related.
Providing any false, misleading, or incomplete information is grounds for discharge.
Biodata methods are illegal under US legislation.
Results may be inaccurate because of gender and race differences.
Question 11 (0.5 points)
Definition of Knowledge, skills, abilities, experiences, and other attributes and competencies deemed necessary for minimally acceptable performance in one or more positions; designed for making the “first cut” in screening job applicants; sometimes referred to as selection criteria?
Question 11 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 12 (0.5 points)
The ability to accurately perceive and appraise emotion in oneself and others; to appropriately regulate and express emotion?
Question 12 options:
Emotional Intelligence (EQ)
Psychomotor Abilities
Physical Abilities
Sensory/perceptual abilities
Question 13 (0.5 points)
What is the best use of references in the screening process?
Question 13 options:
to measure personality characteristics of candidates
to screen out weak or potentially problematic candidates
to predict job performance of candidates
to choose the best candidate for the job
Question 14 (0.5 points)
Tend to be used to assess skills and competencies -required the job candidate to produce behaviours related to job performance under controlled conditions that approximate those found in the job?
Question 14 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 15 (0.5 points)
Definition of derived from experience when learning is not the primary objective?
Question 15 options:
Tacit Knowlege
Job knowlege
no knowlge
general knowlege
Question 16 (0.5 points)
Assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job-designed to assess problem-solving ability, leadership potential, and communication skills
Question 16 options:
Physical Fitness Tests
Drug and Alcohol Testing
Work Samples and Simulation Tests
Situational Exercises
Question 17 (0.5 points)
Which of the following terms is defined as the correlation between assessment scores and job performance measures?
Question 17 options:
correlation coefficient
predictive validity
validity coefficient
validation strategy
Question 18 (0.5 points)
Definition of The ratio of the number of applicants hired to the total number of applicants
Question 18 options:
Screening
Minimum qualifications (MQ)
Designated targeted groups
selection ratio
Question 19 (0.5 points)
Which of the following describes the result of a research study that examined the relationship between recruiters’ evaluations of candidates based on Facebook profiles and candidates’ subsequent performance on the job?
Question 19 options:
Highly rated candidates became high-performing employees.
Low-rated candidates were not offered jobs.
Recruiter ratings were poor predictors of job performance between recruiter ratings and candidate job performance.
Male applicants were favoured over female candidates.
Question 20 (0.5 points)
Which of the following types of information found in résumés is most useful for predicting job success?
Question 20 options:
academic achievement
education
extracurricular activities
work experience

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