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  • Industrial Psychology Quiz 2

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    jisoo rabbit
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    The document summarizes key concepts in industrial psychology and human resources processes like recruitment, job analysis, job evaluation, and interviewing. Some key points covered include how job analysts may conduct incumbent interviews or speak to supervisors when analyzing a job if an interview is not possible. It also discusses the responsibilities of different roles in hiring and evaluation processes and examples of typical components in a job description.

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    The document summarizes key concepts in industrial psychology and human resources processes like recruitment, job analysis, job evaluation, and interviewing. Some key points covered include how job analysts may conduct incumbent interviews or speak to supervisors when analyzing a job if an interview is not possible. It also discusses the responsibilities of different roles in hiring and evaluation processes and examples of typical components in a job description.

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    © All Rights Reserved
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    1K views2 pages

    Industrial Psychology Quiz 2

    Uploaded by

    jisoo rabbit
    The document summarizes key concepts in industrial psychology and human resources processes like recruitment, job analysis, job evaluation, and interviewing. Some key points covered include how job analysts may conduct incumbent interviews or speak to supervisors when analyzing a job if an interview is not possible. It also discusses the responsibilities of different roles in hiring and evaluation processes and examples of typical components in a job description.

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    © All Rights Reserved
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    of 2

    Industrial Psychology Quiz 2

    1. If an incumbent interview is not possible to happen for a job analysis, a job analyst
    may look into _________________. Talking with employee's supervisor
    2. Which below is a good example of an interview question? Describe the work
    environment that brings out the best in you.
    3. When hiring middle management, a recruiter can __________________ to help. None of
    the choices Advertise in professional groups
    4. An employee may be fired if he is not able to do what is stated in the job description.
    True
    5. When determining factors to consider in job evaluation, one must consider
    __________________. All of the choices
    6. If a company has an immediate need to fill a vacancy, a recruiter may opt to contract
    a personnel from an agency for ________________ of employment 4-6 months 1-3
    months
    7. It is the responsibility of the ________________ to hire. Department Manager
    8. Paper screening helps the recruiter come up with a shorter list of candidates to be
    interviewed. True
    9. Job analysis is an important part of human resources. Which of the following will not
    be affected by a job analysis? None of the choices
    10. Which of the following is not normally seen in a job description? Compensation
    package

    1. Internal equity is _________________. Ensuring that an employee's pay falls within an


    identified range
    2. Job analysis would require writing skills in order to come up with the job description.
    True
    3. Which below is a good example of an interview question? Tell me your most
    challenging project and how you overcame the challenge.
    4. "Owns sales targets" is an example of a sales director's ____________________.
    Responsibilities
    5. It is okay to ask a candidate if he has been convicted of a crime. False
    6. When determining factors to consider a candidate's eligibility, one must consider the
    __________________. Job description
    7. Job evaluation is independent of organizational climate and structure. False
    8. The interviewer is free from any bias. False
    9. Which of the following is the purpose of recruitment? Hire the correct person fit for
    the job
    10. Job analysis and job evaluation are interchangeable. False

    10/10

    1. A candidate who does not meet the criteria but is hired would mean ________________.
    Both extra training and extra supervision are required
    2. In the interview, the hiring manager may ask questions on previous experiences of
    the candidate's previous jobs. True
    3. Talent acquisition entails talent attraction, sourcing, interviewing, assessing and
    offering a job if the candidate is fit for it. True
    4. The job evaluator may assign compensable factors freely. False
    5. A new job created in an existing organization must undergo Job analysis and job
    evaluation
    6. What are the 2 methods of job evaluation that would allow quantitative analysis?
    Point factor and factor comparison
    7. Write lesson plans in a timely manner" is an example of a teacher's _______________.
    Tasks
    8. Recruitment is an easy job that can be done by any one in the organization. False
    9. Talent acquisition is normally done to fill in leadership pipelines and talent pools.
    True
    10. A job grade allows the company to classify jobs based on an identified hierarchy.
    True

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