SOLVED

MULTIPLE CHOICE QUESTIONS 1. Which of the following is/are the most commonly used tools for the initial screening of applicants? A. Review of resumes B. Web-based tests C. Medical and drug checks D. A and B E. A and C 2. Which of the following are recommended in a telephone screening interview? A. Ask specific questions to learn about competencies. B. Ask specific questions about applicant’s family and other background. C. Spend time thoroughly evaluating all relevant attributes. D. A and B are recommended. E. A and C are recommended. 3. You are about to conduct a screening interview with a job applicant. Which of the following is/are relevant in your case? A. You should make up questions as the interview progresses since no single list of questions will be relevant for all applicants. B. You should caution the candidate about the wisdom of pursuing the present career. C. You should describe the job in detail. D. A and B E. A and C 4. Courtesy interviews: A. are an important part of good public relations B. are rigorous C. use behavioural description or situational questions D. A and B E. A, B, and C 5. On a job application form, employment status will contain questions pertaining to: A. Date of availability if hired B. Past full-time jobs held by the applicant C. Past full- and part-time jobs held by the applicant D. Contact information of present employer E. None of the above 6. An experienced employment manager who looks at the work history section of a job application form can determine whether the applicant: A. is likely to be a long-service employee B. is a potentially capable applicant C. has the desired personality traits for the job D. A and B E. B and C 7. Which of the following is/are typically seen on job application forms? A. Signature line B. Work history C. References D. B and C E. A, B, and C 8. The areas that tend to be exaggerated in job application forms, especially for senior managerial positions, are: A. reasons for leaving prior jobs B. job responsibilities C. memberships in prestigious clubs and associations D. A and B E. B and C 9. A weighted application blank is likely to be particularly useful: A. when the employee turnover rate is high B. when the organization is small C. for jobs which have a low failure rate D. A and C E. all of the above 10. Which of the following situations is least well suited for the use of weighted application blanks? A. The job has a high failure rate. B. The organization is small. C. Large number of job applications are submitted. D. The job is complex and requires expensive training. E. All of the above conditions are inappropriate for the use of weighted application blanks.