Question : 71) In a study conducted by the U.S. Postal Service : 1346229

71) In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________ % more often than those who did not.

A) 10

B) 25

C) 40

D) 55

72) A study conducted by the U.S. Postal Service regarding drug testing:

A) showed that drug testing is a valid predictor of job performance.

B) showed that drug testing does not correlate with on-the-job performance.

C) revealed that most job candidates can “beat” a drug test.

D) has been struck down by the Supreme Court.

73) An employer’s best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?

A) Structured interviews

B) Honesty tests

C) Personality tests

D) Reference checks

74) Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a “qualified privilege” if the employer:

A) only discusses EEO-related information.

B) has selection test information to support the reference.

C) only gives information to an inquirer who has a job-related need to know.

D) qualifies the information as “his/her opinion” and not necessarily factual.

75) Most state courts have upheld that employers have a qualified privilege to discuss an employee’s past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege?

A) Applicant must receive a copy of any information released by a former employer.

B) Inquirer must exhibit a job-related need to know the information.

C) Former employers must release only truthful information.

D) EEO-related information should not be released.

76) Which screening method is most commonly used to help firms avoid negligent hiring lawsuits?

A) Recommendation letters

B) Assessment centers

C) Background checks

D) Honesty tests

77) It is generally held in the U.S. that graphology is:

A) an invalid predictor of job performance.

B) an unreliable but valid predictor of job performance.

C) a valid selection tool when combined with psychological testing.

D) associated with creating disparate impact among minority groups.

78) A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.

A) clinical

B) statistical

C) centralized

D) multiple hurdle

79) Which selection strategy is most appropriate when a large number of applicants are being considered for a position?

A) single-variant

B) multiple-hurdle

C) statistical

D) clinical

80) One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class. During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer, you are most likely:

A) not liable for any injuries because the employee was a member of a protected class.

B) not liable for negligent hiring because you had an affirmative action plan.

C) liable for negligent hiring because you did not conduct a background check.

D) liable for injuries under Executive Order 11246.

Case 5.1

About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.

Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.

This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn’t require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.