GYC1 Pre-assessment Exam - Questions, Answers and Explanations

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GYC1 Pre-assessment Exam - Questions, Answers and Explanations All employees in a company receive an e-mail message from human resources with information that a job is available in the marketing dep... artment. The message includes the job description and specifies that current employees are encouraged to submit an application Which method is the company using to obtain job applicants? C. Job posting Explanation: A job posting extends an open invitation to all employees, through prominent display of notice, to apply for a job vacancy. Although job postings are usually found on the company website, they can also be found on bulletin boards, in company newsletters, circulated in employee lounges, in email notifications, and announced at staff meetings. A computer software company wants to hire permanent employees who have the most up-to-date knowledge of software development tools, but previous work experience is not necessary. What should be the primary source of recruitment for this situation? Colleges offering the relevant degree An engineering firm wants to attract applicants for full-time employment. They decide to develop potential job candidates before offering them permanent positions. Which activity should the organization implement? A. Internships Explanation: Internships are often part of an agreement between an individual and an organization to work for a specific period of time to gain training and job experience. The internships function not only as a source of training, but also as a source of exposure to the job and organizational conditions. Job duties for a marketing coordinator position include the following: planning international trade shows by identifying, assembling, and coordinating requirements; establishing contacts; developing schedules and assignments; coordinating mailing lists. Which item should be included in the required skills section of this job posting? Operates Microsoft database software How does recruiting that creates an excessively large applicant pool affect employee selection? The cost of selection will likely increase due to the need to review and assess a high volume of applicants. What is an effective way to gather relevant information about job applicants during the selection process? A. An application blank where the most important information is weighted heavily. EXPLANATION: To use application information in the most effective job-related way, organizations sometimes weight the information. That is, some information on the application is given more importance as a predictor of performance than is other information. This procedure is called a weighted application blank (WAB). WABs can be extremely effective in predicting things such as turnover, and are often developed through the use of multiple regression analysis. WABs are very useful in screening a large number of applicants for specific jobs and can help distinguish those who are likely to be effective employees. A fast-growing U.S. company is seeking a human resources generalist. This job entails recruiting and hiring a large number of employees, monitoring performance measures, determining training needs, and ensuring compliance with federal laws as the company continues to grow. Which criterion aligns with the job as outlined above? Knowledge of legal regulations in employment What is an outcome of poor reliability in a selection procedure? C. Employees who are not a good fit for the organization. Explanation: When reliable measurements are not used, the organization is more likely to hire individuals who are not a good fit for the job and end up failing. Which type of validity identifies the knowledge, skills, and abilities required to complete a job and needs no quantitative analysis? C. Content Explanation: Content validity estimates or judges the relevance of a predictor as an indicator of performance, without collecting actual performance information. In essence, job-relatedness here is an estimation or judgment. The administration of a typing test (actually a job sample test if used for typists) as a selection device for hiring typists is a classic example of a predictor judged to have content validity. Notice that in this case the predictor is a skill related to a task that is actually part of the job. Content validity thus refers to predictors that measure KSAs related to those required on the actual job. To demonstrate content validity it is necessary to know the duties of the actual job and the individual KSAs needed to perform those duties. Unlike empirical-related validity, no statistical correlation is involved in assessing content [Show More]

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