Question

TRUE OR FALSE 1. Complex applicant selection systems are most often found in larger organizations. 2. In structurally complex organizations with many job titles but very few occupants, the number of years needed to pay back the money invested in a complex selection system almost always justifies its initial expense 3. One of the most significant environmental influences on selection is the size, composition, and availability of local labor markets. 4. When unemployment rates are low, it may be difficult for an organization to identity, attract, and hire the number of people it needs. 5. All states have virtually identical laws that limit an organization's ability to test applicants for drug use. 6. When the selection ratio gets close to 1:1, it is called a low selection ratio. 7. The goal of any selection system is to accurately determine which applicants possess the knowledge, skills, and other characteristics dictated by the job. 8. To be legal, educational standards must be related to successful performance of the job. 9. Hiring on the basis of height or physical appearance is illegal unless the job involves tasks that specifically require the characteristic. 10. An organization that wishes to use personality as a criterion must be certain that successful and unsuccessful employees can be distinguished in terms of their personalities. 11. Most experts believe that a firm's strategy must align with employee competencies and performance if growth is to be achieved. 12. In a formal evaluation system, those employees who are liked better have an advantage over others. 13. When a performance evaluation system is challenged, validity is less of an issue than it is when a selection system is challenged. 14. One of the major problems with many performance evaluations is that they require supervisors to make person evaluations rather than performance evaluations. 15. Most studies indicate that performance can be measured effectively with a single criteria. 16. Managers are more likely to accept being rated by subordinates if the information is going to be used for administrative purposes, rather than for development

Answer 1

Answer 1:

Complex applicant selection systems are most often found in larger organizations- True.

The complexity and size of an applicant selection system are few of the characteristics that could possibly influence the selection process of employees. As the development and implementation of large scale selection efforts can be extremely costly, complex applicant selection systems are most often found in larger organizations. These large organizations have the capacity with the economic resources to bear such an expense. As long as there are a sufficient number of jobs to be filled in these complex applicant selection systems could be found in large organizations. Thus, complex applicant selection systems are most often found in larger organizations.

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