Reference checks require a job applicants consent for an employer to gather information about the candidate from any references.

Question 1 options:

	True
	False

Question 2 (1 poin

Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.

Question 2 options:

	True
	False

Question 3 (1 poin

Which of the following is NOT considered a cognitive ability?

Question 3 options:

	reasoning
	finger dexterity
	problem solving
	numerical ability

Question 4 (1 point)

The belief that unswerving eye contact reveals honesty, directness, and confidence is an example of an implicit theory.

Question 4 options:

	True
	False

Question 5 (1 point

An ideal answer to a situational interview question must be exactly as it is written in the scoring guide.

Question 5 options:

	True
	False

Question 6 (1 point

The situational interview is a highly structured interview in which hypothetical situations are described and applicants are asked what they would do.

Question 6 options:

	True
	False

Question 7 (1 point)

Which of the following is a key assumption of situational interviewing?

Question 7 options:

	There are patterns in peoples behaviour.
	Behaviour patterns are not easily changed.
	People will behave in ways they say they will.
	Past performance may be a reliable indicator of a persons future on-the-job performance.

Question 8 (1 poin

Before any screening tool is used, it should be reviewed with respect to human rights legislation.

Question 8 options:

	True
	False

Question 9 (1 poin

Interviews are most frequently used as preliminary screening devices, as opposed to assisting in making final decisions at the end of a selection process.

Question 9 options:

	True
	False

Question 10 (1 point)

Which term refers to the amount of knowledge, skills, abilities, and experience required for minimally acceptable job performance?

Question 10 options:

	minimum qualifications
	minimum screening criteria
	minimum selection qualifications
	minimum criteria

Question 11 (1 point)

Cutoff scores ensure that applicants meet some minimum level of ability or qualification to be considered for a job.

Question 11 options:

	True
	False

Question 12 (1 point)

Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer dont work very well in practice because so many people lie on them or fake their answers.

Question 12 options:

	True
	False

Question 13 (1 point

What concept refers to the proportion of applicants who are hired for one or more positions?

Question 13 options:

	selection ratio
	screening
	efficiency
	applicant pool

Question 14 (1 poin

Before the interview begins, the interviewer already has an impression of the applicant and the degree to which the applicant appears suitable or unsuitable for the position.

Question 14 options:

	True
	False

Question 15 (1 point

Which of the following components is NOT a feature of most structured interview formats?

Question 15 options:

	Interview questions are standardized and derived from a job analysis.
	Questions from the candidate are not allowed until after the interview.
	All applicants are asked the same questions.
	Interview questions focus on opinions and self-evaluations.