As an interviewer, jumping to conclusions about candidates during the first few minutes of the interview is an example of making A snap judgements B good judgements C positive connection D worker judgement tests measure basic aspects of an applicant such as introversion, stability, and motivation A Strength B Personality C Physical ability D Work Online systems that help employers attract, gather, screen, compile, and manage applicants are known as A help systems B working data C fixed employment predictors D applicant tracking systems With few exceptions, the law prohibits most employers from conducting examinations of all applicants and most employees to assess a job candidate's honesty A background checks B polygraph C criminal background checks D credit checks Accenture predicts that about of new recruits will soon come through prospective employees' social media connections A 93 B 80 C 71 D 55 When collecting job analysis information, is usually not appropriate when a job entails a lot of mental activity (lawyer, design engineer, etc ) A a questionnaire B an interview C a log D observation usually focus on recruiting for executive positions paying $150,0000 or more A Executive recruiters B Top managers C Key recruiters D Service managers Describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and or behaviors) that an employee doing that job must exhibit to do the job well is A not possible B challenging C mandatory D competency based job analysis The job specification should include ideal on the job behaviors such as A Compensation requests B Management experience C Employee engagement D Math skills Many employers encourage , on the reasonable assumption that doing so improves employee engagement A outside recruiting B personal references C internal recruiting D hiring friends

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As an interviewer, jumping to conclusions about candidates during the first few minutes of the interview is an example of making __________. A. snap judgements

As an interviewer, jumping to conclusions about candidates during the first few minutes of the interview is an example of making __________.

	A.	snap judgements
	B.	good judgements
	C.	positive connection
	D.	worker judgement

__________ tests measure basic aspects of an applicant such as introversion, stability, and motivation.

	A.	Strength
	B.	Personality
	C.	Physical ability
	D.	Work

Online systems that help employers attract, gather, screen, compile, and manage applicants are known as __________.

	A.	help systems
	B.	working data
	C.	fixed employment predictors
	D.	applicant tracking systems

With few exceptions, the law prohibits most employers from conducting __________ examinations of all applicants and most employees to assess a job candidate's honesty.

	A.	background checks
	B.	polygraph
	C.	criminal background checks
	D.	credit checks

Accenture predicts that about _________% of new recruits will soon come through prospective employees' social media connections.

	A.	93
	B.	80
	C.	71
	D.	55

When collecting job analysis information, __________ is usually not appropriate when a job entails a lot of mental activity (lawyer, design engineer, etc.).

	A.	a questionnaire
	B.	an interview
	C.	a log
	D.	observation

__________ usually focus on recruiting for executive positions paying $150,0000 or more.

	A.	Executive recruiters
	B.	Top managers
	C.	Key recruiters
	D.	Service managers

Describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well is ___________.