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Chapter 7—Selecting Human Resources

MULTIPLE CHOICE

1. The process of choosing individuals with correct qualifications to fill jobs in an organization is called
_____.
a. recruitment
b. selection
c. job matching
d. attrition
ANS: B PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

2. The purpose of selection is _____, fitting a person to the right job.

a. placement
b. orientation
c. recruitment
d. staffing
ANS: A PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

3. More than anything else, placement of human resources should be seen as a(n):
a. public relations activity.
b. operating management responsibility.
c. matching process.
d. marketing tool.
ANS: C PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

4. Lack of fit between a person and a job is most likely to result from:
a. mistakes in evaluating the person’s KSAs.
b. improper employee training.
c. negligence of exit interviews.
d. a lack of a positive company “brand” that attracts qualified applicants.
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

5. Mark is unhappy with his new job as a first line supervisor at a call center. Mark finds the job boring
and longs for the end of his shift every day. He wants to apply for another job either within or outside
the organization. This is an example of:
a. a realistic job preview.
b. burnout.
c. negligent hiring.
d. a poor person/job fit.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-01
 NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

6. Voltra Inc. is planning to fill a number of openings for entry-level professionals. The selection process
is quite extensive and includes several levels of individual interviews, panel interviews, psychological
tests, and general ability tests. Much of the interview time is spent on the applicant’s philosophy of life
and work. Voltra is highly concerned about:
a. defining who is an applicant.
b. complying with EEO and ADA requirements.
c. person/organization fit.
d. matching the person to the job.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

7. Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a
major national bank. Jill was one of the top candidates when she was hired by the bank. Three months
into her job, she feels that the individual bank customers are not valued, and that the bank engages in
misleading advertising. This is an example of:
a. poor person/organization fit.
b. a realistic job preview.
c. negligent hiring.
d. a snap judgment.
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

8. Ability, intelligence, and conscientiousness are all examples of:

a. elements of job performance.
b. selection criteria.
c. predictors of selection criteria.
d. soft skills.
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

9. Measurable or visible indicators of selection criteria are called:

a. reliable estimators.
b. predictors.
c. realistic job previews.
d. validators.
ANS: B PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

10. Mary, the recruiter for Aurora Borealis Lighting Inc., decides to hire an individual who has the ability
to learn on the job. They estimate it will be two years before the new hire will be fully productive.
Consequently, they are looking to hire a person who will be with the company for at least four or five
years. Mary suggests that they only hire applicants who have been with their previous employers for at
least two years, and who have not changed their jobs too frequently. Mary’s suggestion is an example
of a:
 a. KSA.
b. soft skill.
c. realistic job preview.
d. predictor of selection criteria.
ANS: D PTS: 1 DIF: Challenging OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

11. In selection, validity refers to:

a. the strength of the correlation between a test score and a predictor.
b. the consistency with which the predictor actually tests the desired construct.
c. the applicant achieving approximately the same score in a test-retest situation.
d. the correlation between a predictor and job performance.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

12. Which of the following is a feature about validity?

a. The EEOC prefers concurrent validity over predictive validity studies of predictors.
b. Concurrent validity studies take much longer than do predictive studies of predictors.
c. Concurrent validity studies use the employer’s existing employees to test whether certain
predictors are tied to performance levels.
d. Both concurrent and predictive validity tests can be accurately run with as few as 15
employees.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

13. For the last five years, the HR manager at Fresh Foods has been asking all applicants to appear for a
test. The HR manager now intends to study the correlation between the test scores of those employees
that were hired and their performance appraisals and promotion records, and whether they have stayed
with the firm or have left. The HR manager is conducting a:
a. content validity test.
b. concurrent validity test.
c. face-validity test.
d. predictive validity test.
ANS: D PTS: 1 DIF: Challenging OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

14. The _____ of a test is the extent to which a predictor repeatedly produces the same results over time.
a. reliability
b. test validity
c. consistency
d. predictability
ANS: A PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge
15. In the _____ approach for combining predictors, a minimum cutoff score is set on each predictor, and
to be considered, each minimum level must be “passed.”
a. universal predictor
b. compensatory
c. multiple hurdles
d. matching
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

16. For the position of firefighter in Redville, the physical requirements are rigorous and the selection
process involves many ability tests. Mark has a hearing impairment. This impairment alone caused
him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests
that were conducted earlier. This is an example of:
a. the compensatory approach to selection.
b. poor person/organization fit.
c. discrimination under the ADA.
d. the multiple hurdles approach of combining predictors.
ANS: D PTS: 1 DIF: Challenging OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

17. How does the compensatory approach combine predictors?

a. A minimum cutoff is set on each predictor
b. A higher score on one predictor offsets a lower score on another
c. The highest predictor scores for all test takers is used to set an average cutoff
d. Multiple hurdles are set to compensate for the different predictors
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

18. HR professionals are least likely to make the final hiring decisions when _____ positions are filled.
a. clerical
b. contract
c. entry-level
d. middle-management
ANS: D PTS: 1 DIF: Easy OBJ: LO: 07-01
NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Comprehension

19. The purpose of a _____ is to give applicants an accurate idea of the positive and negative aspects of a
job so that they can more accurately evaluate the employment situation.
a. job specification
b. realistic job preview
c. truth-in-hiring approach
d. job analysis
ANS: B PTS: 1 DIF: Easy OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge
20. What is the main purpose of preemployment screening?
a. To provide a realistic job preview and discourage potential applicants who would be
dissatisfied with the job
b. To identify applicants with arrest records and convictions
c. To determine if applicants meet the minimum qualifications for job openings
d. To obtain information for EEO and affirmative action reports
ANS: C PTS: 1 DIF: Easy OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

21. A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino’s HR
department requires applicants to complete an online questionnaire which is later analyzed using
computer software and only those applicants who have previously worked in hotels and casinos are
considered eligible for the next step in the hiring process. This is an example of a:
a. compensatory approach to selection.
b. realistic job preview.
c. preemployment screening process.
d. multiple hurdles approach to selection.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Application

22. Which of the following is a fundamental purpose of an application form?

a. It forms the basis for an organization’s EEO/affirmative action plans.
b. It can be used as a defense in an ADA discrimination case.
c. It is a record of an employer’s desire to hire someone for an open position.
d. It acts as a basic employee record for applicants who are eventually hired.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

23. _____ means that the employer or applicant has the right to terminate employment at any time with or
without notice or cause (where applicable by state law).
a. Employment-at-will
b. Right-to-work
c. Free agency
d. Contingency employment
ANS: A PTS: 1 DIF: Easy OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

24. Greta is the new HR manager at a small company. The previous HR manager had kept every scrap of
paper that crossed his desk during the last ten years but Greta is determined to clear out the
unnecessary documents. Greta knows she should keep all applications and hiring-related documents
and records _____ before they can be discarded.
a. for one year
b. for three years
c. for five years
d. for seven years
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-02
 NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Application

25. Roger, a new HR manager at Charlemagne Tools Inc., examines the application form that the company
has been using for the last two years. According to the guidelines set by the EEOC and various court
decisions, which of the following is an illegal question in the application form?
a. Have you ever been convicted of a felony?
b. Can you perform the duties of the job with accommodation?
c. What is your driver’s license number?
d. Who should we contact in case of emergency?
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Application

26. In verifying the identities and credentials of job applicants, employers must use the revised form I-9
for each employee hired and must:
a. permit annual audits of HR records by ICE agents.
b. send copies of all documents submitted by employees to the Immigration and
Naturalization Service within 48 hours of hiring.
c. determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within
72 hours of hiring.
d. contact the Department of Homeland Security within 24 hours if an illegal alien applies
for a job with a government contractor in the transportation sector.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

27. Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile
individuals. During the selection process, he was given a test for visual memory. Tests such as these
are classified as:
a. psychomotor ability tests.
b. cognitive ability tests.
c. illegal tests that discriminate against the disabled.
d. work sample tests.
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-03
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

28. _____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

a. Physical ability tests
b. Work sample tests
c. Aptitude tests
d. Psychomotor tests
ANS: D PTS: 1 DIF: Easy OBJ: LO: 07-03
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

29. Amanda has applied for a job and has taken a number of selection tests. She has not been given a
conditional job offer. Which of the following tests can she refuse to take because it will be considered
illegal under the ADA?
a. A step test for endurance
 b. An English fluency test
c. A test to demonstrate her ability to use photo editing software
d. An honesty test
ANS: A PTS: 1 DIF: Challenging OBJ: LO: 07-03
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

30. An “in-basket” test is an example of a _____ test.

a. psychological
b. psychomotor
c. work sample
d. physical ability
ANS: C PTS: 1 DIF: Easy OBJ: LO: 07-03
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

31. A(n) _____ is a selection and development device composed of a series of evaluative exercises and
tests in which candidates are evaluated by a panel of trained raters.
a. situational judgment test
b. assessment center
c. panel interview
d. work simulation
ANS: B PTS: 1 DIF: Easy OBJ: LO: 07-03
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

32. The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information
gathered throughout the selection process.
a. personality test
b. application form
c. selection interview
d. polygraph
ANS: C PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

33. Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant,
they often find that they have different opinions about the applicant’s potential as a future high
performer for Sunspree. Kent and Julie demonstrate:
a. low inter-rater reliability.
b. high inter-rater reliability.
c. high intra-rater reliability.
d. low intra-rater reliability.
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

34. Which of the following is true of all structured interviews?

a. All candidates meet with the same interviewer.
b. A set of standardized questions are asked of all job applicants.
 c. Each candidate appears before a panel of interviewers.
d. Questions are designed to address all of the Big Five personality traits.
ANS: B PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

35. The great advantage of structured selection interviews over unstructured interviews is their:
a. naturalness and ability to set the candidate at ease.
b. effectiveness at organizational branding.
c. consistency in evaluation of candidates.
d. improvisational approach to gathering information about candidates.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Comprehension

36. The _____ interview is more reliable and valid than the others types of interviews.
a. sequential
b. nondirective
c. stress
d. structured
ANS: D PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

37. Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first
15 minutes of the job interview relating details about his education and work experience to the
interviewer. This is a _____ interview.
a. behavioral
b. competency
c. biographical
d. non-directive
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

38. Patrick, a job applicant, was asked by his interviewer, “In your previous job, how did you handle
employees who were poor performers?” Based on this information, what type of interview did Patrick
attend?
a. Behavioral interview
b. Biographical interview
c. Nondirective interview
d. Situational interview
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

39. In her interview for a position as a bartender at a luxury hotel bar, Megan was asked “What would you
do if one of the customers started slurring her words and began making off-color jokes that other
customers in the bar could hear?” Such types of questions are typically asked in _____ interviews.
a. behavioral
 b. nondirective
c. situational
d. stress
ANS: C PTS: 1 DIF: Challenging OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

40. The selection process for hiring the assistant to the mayor of a large city includes giving the finalists
three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals
with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must
describe her/his approach to handling the crisis, which will be recorded and evaluated by a panel. This
is an example of a:
a. competency interview.
b. behavioral interview.
c. stress interview.
d. situational interview.
ANS: D PTS: 1 DIF: Challenging OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

41. Gisela has just finished her interview with the managing editor of a large city newspaper. She is
shaken and upset because the editor talked about her educational background in an insulting tone. He
also pressured her to answer confusing questions without allowing her time to collect her thoughts.
Given this scenario, Gisela most likely attended a _____ interview.
a. behavioral
b. nondirective
c. biographical
d. stress
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

42. Which of the following types of selection interviews is unstructured?

a. Behavioral interview
b. Situational interview
c. Competency interview
d. Nondirective interview
ANS: D PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

43. Anthony was interviewing an applicant to be a volunteer docent (instructor and tour guide) for a large
art museum. During the course of the interview, the applicant began to discuss her interest in
introducing young children to great works of art. Anthony followed up with several questions about
how young children react to art, why she felt early exposure to art was important, and how she would
design situations for children to experience art. Anthony was conducting a _____ interview.
a. behavioral
b. nondirective
c. stress
d. structured
 ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

44. The position for City Manager of Scenic River attracted many applicants. As part of the selection
process, the applicants each appeared one-by-one before the entire Scenic River Board of Aldermen
for an interview. This is an example of a _____ interview.
a. panel
b. mass
c. biographical
d. situational
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

45. The interior decorators, designers, and architects of WorldKraft Design work together in
self-managing work groups. This structure is key to the organization’s culture, and it is important that
new hires fit in with the work group to which they are assigned. In this case, it would be wise to use:
a. multiple-hurdle interviews.
b. stress interviews.
c. biographical interviews.
d. team interviews.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

46. The problem of _____ occurs when interviewers make a decision on the job suitability of applicants
within the first few minutes of the interview and spend the balance of the interview looking for
evidence to support it.
a. cultural noise
b. snap judgment
c. stereotyping
d. negative emphasis
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

47. Which of the following occurs when an interviewer allows a positive characteristic about a job
applicant to overshadow other evidence?
a. Halo effect
b. Cultural noise
c. Similarity bias
d. Snap judgment
ANS: A PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

48. Which of the following occurs when interviewers favor or select people whom they believe to be like
themselves on the basis of a variety of personal factors?
a. Halo effect
b. Cultural noise
 c. Similarity bias
d. First impression error
ANS: C PTS: 1 DIF: Easy OBJ: LO: 07-04
NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

49. The main legal reason for performing a thorough background check of all applicants is:
a. to comply with the Immigration and Naturalization Act.
b. to avoid résumé fraud.
c. to prevent discrimination against protected classes.
d. to protect the organization against charges of negligent hiring.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-05
NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Knowledge

50. A school district hired a school bus driver without conducting a multi-state criminal background
check; a background check was conducted only in the state in which the school was located.
Subsequently, the school bus driver was convicted of kidnapping one of the children who traveled in
his bus. The prosecution in the case revealed that the driver had been convicted ten years ago for a
similar case in another state. The school district is guilty of:
a. information falsification.
b. stereotyping.
c. compensatory hiring.
d. negligent hiring.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-05
NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Application

51. Angus has been a bus driver for a tour bus company for the last 15 years and has an excellent driving
record. Last year, Angus was on medical leave for 8 weeks due to a back injury which has left him in
chronic pain. If Angus has an accident while driving one of the tour buses because of the effects of his
prescription pain medication and if passengers are injured, the company might be liable for:
a. failure to conduct a thorough background check on Angus.
b. negligent hiring.
c. criminal negligence.
d. negligent retention.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 07-05
NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Application

52. Which of the following statements is true about medical examinations and inquiries?
a. A company may require applicants to take a drug test even before a conditional job offer
has been made.
b. A preemployment health checklist can be required of applicants before a job offer is made,
but physical medical exams cannot be requested until a job has been conditionally offered.
c. A drug test is considered a medical exam and cannot be administered unless a conditional
job offer has been made.
d. Companies may ask questions about an applicant’s current medical condition but not
about past medical problems, even after a conditional job offer has been made.
ANS: A PTS: 1 DIF: Challenging OBJ: LO: 07-05
 NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Comprehension

53. Morgan, the best candidate for the position of director of marketing, has tested positive for the
presence of illegal drugs in a hair sample. Given this scenario, the HR manager should:
a. notify Morgan that he was denied the job because of a positive drug test.
b. inform Morgan that someone else has been hired.
c. hire Morgan and inform him of the company’s Employee Assistance program.
d. ask Morgan to submit to a second type of drug test at another laboratory.
ANS: D PTS: 1 DIF: Challenging OBJ: LO: 07-05
NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Application

54. Carrie phoned an applicant’s former supervisor for a reference. The supervisor refuses to give any
information about the former employee. What mistake may Carrie have made?
a. She did not get a signed consent form from the applicant releasing the former supervisor
from liability.
b. She limited her request for information to dates of employment, positions held, and the
applicant’s previous job title rather than asking for particular examples of good or poor
performance.
c. She contacted the supervisor by phone rather than in writing or via email, thus opening the
supervisor to a charge of slander by the applicant.
d. Former supervisors rarely provide useful information, so it is not an effective use of
Carrie’s time to pursue this contact.
ANS: A PTS: 1 DIF: Challenging OBJ: LO: 07-05
NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Application

55. What is the main purpose of an applicant flow form?

a. To report applicant demographic data to the EEOC
b. To document that the employer asked each applicant to voluntarily provide demographic
data
c. To use the protected class status of individuals to make hiring decisions
d. To collect EEO data that the applicant is required by law to provide
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 07-06
NAT: BUSPROG: Analytic TOP: Legal Concerns in the Selection Process
KEY: Bloom's: Knowledge

TRUE/FALSE

1. In selection, a predictor is a characteristic that a person must have to perform a job successfully.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-01

NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge

2. Reliability is the ability of a test to produce the same results repeatedly over time.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-01

NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Knowledge
3. “Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he
showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him, and
give him some intense training on our desk procedures.” This is an example of the compensatory
approach to combining predictors of work performance.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-01

NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Application

4. When operating managers are allowed to select their own staff, the effectiveness of the selection
process is enhanced because the operating managers have an instinctive feel for the type of employee
who would perform well in their department.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-01

NAT: BUSPROG: Analytic TOP: Selection and Placement
KEY: Bloom's: Comprehension

5. The brand of an organization is clarified and sharpened by realistic job previews that focus on both the
attractive and unattractive aspects of a job.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-02

NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

6. Courts have ruled that disqualification questions that screen out potential job applicants before the
individuals even fill out a job application are discriminatory.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-02

NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

7. Albert, a top-performing district manager, was fired when his employer learned that he had not
graduated with an MBA as Albert had indicated on his application form two years ago. The
employer’s application form contained a disclosure that falsification of application information was
grounds for termination. Albert’s attorney says that the employer’s termination of Albert is illegal
because application fraud is applicable only within the first year of employment with the employer.
Albert’s attorney is correct.

ANS: F PTS: 1 DIF: Challenging OBJ: LO: 07-02

NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Application

8. According to the EEOC, if an applicant’s résumé voluntarily furnishes some information that cannot
be legally obtained, the employer should not use that information during the selection process.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-02

NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Knowledge

9. If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S.,
the employer is considered to be in technical violation of federal law and can be audited by U.S.
Immigration and Customs Enforcement.
 ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-02
NAT: BUSPROG: Analytic TOP: The Selection Process
KEY: Bloom's: Comprehension

10. Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical
calculations including working with fractions and geometry. This is illegal because carpentry is a
manual labor job and these tests are cognitive and not job-related.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-03

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

11. John has a minor hand tremor which affects his ability to write legibly. This hand tremor would most
likely lower John’s score on the MacQuarie Test for Mechanical Ability and disqualify him for jobs
requiring fine manual dexterity.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-03

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

12. On the Big Five personality framework, Bob has tested as broad-minded, curious, and original, which
would mean that he is extroverted.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-03

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Application

13. Organizations can use honesty/integrity tests to communicate to applicants and employees alike that
dishonesty will not be tolerated.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-03

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

14. The Employee Polygraph Protection Act prohibits employers, including federal, state, and local
government agencies, from using polygraphs for preemployment screening purposes.

ANS: F PTS: 1 DIF: Easy OBJ: LO: 07-03

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

15. In general, the more structured a type of selection interview, the more likely it is to be statistically
valid.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-04

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Comprehension

16. In a situational interview, applicants are required to give specific examples of how they have handled a
problem in the past.

ANS: F PTS: 1 DIF: Easy OBJ: LO: 07-04

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge
17. A nondirective interview allows the interviewer to improvise and pursue interesting nonroutine
discussions. Consequently, the nondirective interview is more likely to turn up critical information that
can be compared across applicants than a prepared list of questions.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-04

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Comprehension

18. Listening responses such as mirroring and echoing may backfire for managers doing job interviews
because these responses give feedback to the applicant.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-04

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

19. Interviewers are legally allowed to ask applicants questions about their national origin and marital
status.

ANS: F PTS: 1 DIF: Easy OBJ: LO: 07-04

NAT: BUSPROG: Analytic TOP: Selection Testing
KEY: Bloom's: Knowledge

20. It is legal for an employer to check a person’s Social Security number, motor vehicle records, and
military records when performing a background check on an applicant.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-05

NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Knowledge

21. Negligent hiring occurs when an employer becomes aware that an employee may be unfit for
employment but continues to employ the person, and the person injures someone on the job.

ANS: F PTS: 1 DIF: Easy OBJ: LO: 07-05

NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Knowledge

22. The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has
been conditionally offered.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-05

NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Knowledge

23. Jennifer, the HR employee of a company, sends an offer letter to the applicant who is significantly
more promising than any of the other applicants. The letter welcomes the applicant to the company,
and reads, “We look forward to many years of a mutually-beneficial, productive relationship.” This
language is appropriate because there is no offer of a permanent job.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-05

NAT: BUSPROG: Analytic TOP: Background Investigations
KEY: Bloom's: Application
 24. The selection process for an international assignment should provide a realistic picture of the life,
work, and culture to which the employee may be sent.

ANS: T PTS: 1 DIF: Easy OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Global Staffing Issues
KEY: Bloom's: Knowledge

25. Poor adaptation of an expatriate’s spouse and/or family to the overseas location is a major factor in the
failure of expatriate assignments.

ANS: T PTS: 1 DIF: Moderate OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Global Staffing Issues
KEY: Bloom's: Comprehension

26. The United States is the only country which restricts the employment of foreign nationals by requiring
work permits and visas.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Global Staffing Issues
KEY: Bloom's: Knowledge

27. All U.S. EEOC regulations and laws apply to foreign-owned firms operating in the United States.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Global Staffing Issues
KEY: Bloom's: Knowledge

28. EEO laws require employers to collect data on race, sex, and other demographics about their
applicants but, legally, employers are not allowed to use this information in making hiring decisions
except in very limited circumstances.

ANS: T PTS: 1 DIF: Challenging OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Legal Concerns in the Selection Process
KEY: Bloom's: Knowledge

29. Since “soft skills” are difficult to test for, and interviewing for these skills often puts women
candidates at a disadvantage, the EEOC’s guidelines require that applicants be selected for quantifiable
or measurable “hard skills” only.

ANS: F PTS: 1 DIF: Moderate OBJ: LO: 07-06

NAT: BUSPROG: Analytic TOP: Legal Concerns in the Selection Process
KEY: Bloom's: Comprehension

SHORT ANSWER

1. In the context of selection and placement, what is meant by the term “mismatch”?

ANS:
Lack of fit between KSAs and job requirements can be classified as a mismatch. A mismatch results
from poor pairing of a person’s needs, interests, abilities, personality, and expectations with
characteristics of the job, rewards, and the organization in which the job is located. The need to match
people and jobs on multiple dimensions makes placement difficult and complex.
 PTS: 1 DIF: Easy OBJ: LO: 07-01 NAT: BUSPROG: Analytic
TOP: Selection and Placement KEY: Bloom's: Knowledge

2. What is the attraction-selection-attrition (ASA) theory?

ANS:
Organizations tend to favor job applicants who effectively blend into how business is conducted. As a
result, the attraction-selection-attrition (ASA) theory is often used to better understand the concept of
fit in companies. The ASA theory proposes that job candidates are attracted to and selected by firms
where similar types of individuals are employed, and that individuals who are different quit their jobs
to work elsewhere.

PTS: 1 DIF: Easy OBJ: LO: 07-01 NAT: BUSPROG: Analytic

TOP: Selection and Placement KEY: Bloom's: Knowledge

3. List the employment functions that organizations need to be concerned with.

ANS:
The employment function in any organization may be concerned with some or all of the following
activities: (1) receiving applications, (2) interviewing the applicants, (3) administering tests to
applicants, (4) conducting background investigations, (5) arranging for physical examinations, (6)
placing and assigning new employees, (7) coordinating follow-up evaluations of these employees, (8)
conducting exit interviews with departing employees, and (9) maintaining appropriate records and
reports.

PTS: 1 DIF: Easy OBJ: LO: 07-01 NAT: BUSPROG: Analytic

TOP: Selection and Placement KEY: Bloom's: Knowledge

4. What purposes do application forms serve?

ANS:
Application forms, which are used universally, can take on different formats. Properly prepared, the
application form serves four purposes:
1. It is a record of the applicant’s desire to obtain a position.
2. It provides the interviewer with an applicant profile that can be used during the interview.
3. It is a basic employee record for applicants who are hired.
4. It can be used for research on the effectiveness of the selection process.

PTS: 1 DIF: Easy OBJ: LO: 07-02 NAT: BUSPROG: Analytic

TOP: The Selection Process KEY: Bloom's: Knowledge

5. Define situational judgment tests.

ANS:
Situational judgment tests are designed to measure a person’s judgment in work settings. The
candidate is given a situation and a list of possible solutions to the problem. The candidate then has to
make judgments about how to deal with the situation. Situational judgment tests are a form of job
simulation.

PTS: 1 DIF: Easy OBJ: LO: 07-03 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Knowledge

6. When does inter-rater reliability become important during selection interviewing?

 ANS:
Inter-rater reliability (across different interviewers) becomes important when each of several
interviewers is selecting employees from a pool of applicants, or if the employer uses team or panel
interviews with multiple interviewers.

PTS: 1 DIF: Easy OBJ: LO: 07-04 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Knowledge

7. How does an unstructured interview differ from a semistructured one?

ANS:
An unstructured interview occurs when the interviewer improvises by asking questions that are not
predetermined, while a semistructured interview is a guided conversation in which broad questions are
asked and new questions arise as a result of the discussion.

PTS: 1 DIF: Easy OBJ: LO: 07-04 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Knowledge

8. Identify the sources of background information for job applicants.

ANS:
Background information can be obtained from many sources. Some of these sources include past job
records, credit history, testing records, educational and certification records, drug tests, Social Security
numbers, sex offender lists, motor vehicle records, and military records.

PTS: 1 DIF: Easy OBJ: LO: 07-05 NAT: BUSPROG: Analytic

TOP: Background Investigations KEY: Bloom's: Knowledge

9. Why are medical examinations required in the selection process?

ANS:
Medical information on applicants may be used to determine their physical and mental capabilities for
performing jobs. Physical standards for jobs should be realistic, justifiable, and linked to job
requirements. Even though workers with disabilities can competently perform many jobs, they
sometimes may be rejected because of their physical or mental limitations.

PTS: 1 DIF: Easy OBJ: LO: 07-05 NAT: BUSPROG: Analytic

TOP: Background Investigations KEY: Bloom's: Knowledge

10. What are the types of global employees that need to be considered when selecting candidates for
international assignments?

ANS:
Global organizations can be staffed in many ways, including with expatriates, host-country nationals,
and third-country nationals. Each staffing option presents some unique HR management challenges.
For instance, when staffing with citizens of different countries, different tax laws and other factors
apply. HR professionals need to be knowledgeable about the laws and customs of each country
represented in their workforce. Experienced expatriates can provide a pool of talent that can be used as
the firm expands operations into other countries.

PTS: 1 DIF: Moderate OBJ: LO: 07-06 NAT: BUSPROG: Analytic

TOP: Global Staffing IssuesKEY: Bloom's: Knowledge
ESSAY

1. Describe the relationship among job performance, selection criteria, and predictors in the employee
selection process.

ANS:
Effective selection of employees involves using selection criteria and predictors of these criteria. At
the heart of an effective selection system must be the knowledge of what constitutes good job
performance. When one knows what good performance looks like on a particular job, one needs to
identify what it takes for the employee to achieve successful performance. These are called selection
criteria. A selection criterion is a characteristic that a person must possess to successfully perform
work. Ability, motivation, intelligence, conscientiousness, appropriate risk, and permanence might be
selection criteria for many jobs. Selection criteria that might be more specific to managerial jobs
include leading and deciding, supporting and cooperating, organizing and executing, and enterprising
and performing.
To determine whether candidates might possess certain selection criteria (such as ability and
motivation), employers try to identify predictors of selection criteria, which are measurable or visible
indicators of those positive characteristics (or criteria). Predictors of permanence might be individual
interests, salary requirements, and tenure on previous jobs. If a candidate possesses appropriate
amounts of any or all of these predictors, it might be assumed that the person would stay on the job
longer than someone without those predictors. In addition, the information gathered about an applicant
using the individual predictors included in application forms, tests, and interviews should focus on the
likelihood that the person will execute the job competently once hired, so the factors need to be valid
for the purposes of selection.

PTS: 1 DIF: Moderate OBJ: LO: 07-01 NAT: BUSPROG: Analytic

TOP: Selection and Placement KEY: Bloom's: Comprehension

2. What are the circumstances in which an employer needs to combine predictors? What are the two ways
of combining predictors?

ANS:
When an employer uses predictors such as three years of experience, possesses a college degree, and
acceptable aptitude test score, job applicants are evaluated on all of these requirements and the
multiple predictors combined in some way. Two approaches for combining predictors are as follows:
-Multiple hurdles: A minimum cutoff is set on each predictor, and each minimum level must be
“passed.” For example, to be hired, a candidate for a sales representative job must achieve a minimum
education level, a certain score on a sales aptitude test, and a minimum score on a structured interview.
-Compensatory approach: Scores from individual predictors are added and combined into an overall
score, thereby allowing a higher score on one predictor to offset, or compensate for, a lower score on
another. The combined index takes into consideration performance on all predictors. For example,
when admitting students into graduate business programs, a higher overall score on an admissions test
might offset a lower undergraduate grade point average.

PTS: 1 DIF: Easy OBJ: LO: 07-01 NAT: BUSPROG: Analytic

TOP: Selection and Placement KEY: Bloom's: Knowledge

3. What are the purposes of the application form? What disclaimers should application forms contain?

ANS:
An application form is the record of the applicant’s desire to obtain a position, and it provides the
interviewer with an applicant profile that can be used in the interview. If the applicant is hired, it forms
a basic employee record. Application forms can also be used for research on the effectiveness of the
selection process.
 A number of disclaimers and disclosures should appear on the application form to reduce litigation.
These include an employment-at-will statement, permission to contact references, notice of
employment testing, the application’s active status time limit, and a notice that falsification of
application information can be grounds for serious reprimand or termination.

PTS: 1 DIF: Moderate OBJ: LO: 07-02 NAT: BUSPROG: Analytic

TOP: The Selection Process KEY: Bloom's: Knowledge

4. What are the EEOC guidelines that need to be considered when planning the content of application
forms?

ANS:
An organization should retain all applications and hiring-related documents and records for three
years. Guidelines from the EEOC and court decisions require that the data requested on application
forms must be job related. Though frequently found on application forms, questions
that ask for the following information are illegal.
-Marital status
-Height/weight
-Number and ages of dependents
-Information on spouse
-Date of high school graduation
-Contact in case of emergency
Most of the litigation surrounding application forms has involved questions regarding the gender and
age of a potential employee, so special consideration should be dedicated to removing any items that
relate to these personal characteristics. Concerns about inappropriate questions stem from their
potential to elicit information that should not be used in hiring decisions.

PTS: 1 DIF: Moderate OBJ: LO: 07-02 NAT: BUSPROG: Analytic

TOP: The Selection Process KEY: Bloom's: Knowledge

5. What selection tests would be appropriate to use for entry-level professional positions? Which tests
would clearly not be appropriate or even illegal?

ANS:
Appropriate tests for entry-level professional positions would include specific cognitive ability tests
that assess job-related requirements. For instance, mathematical ability and complex problem solving
might be appropriate for some positions in an investment bank. Physical ability and psychomotor tests
would not be appropriate because professional positions would not require much physical ability, and
many disabilities could be accommodated in an office setting. An assessment center to ascertain
management potential would be appropriate if the applicants are on a dual professional/managerial
career track. Personality tests such as the MMPI would be appropriate if there were job-related reasons
for certain personality characteristics, such as conscientiousness to contribute to job performance.
Honesty and integrity tests would be appropriate for some industries, if they were professionally
scored. Polygraph tests may not be legal to prescreen applicants for this job. Background checks and
drug tests would be mandatory in this industry. Medical tests would be legal only after a conditional
job offer was made according to the ADA.

PTS: 1 DIF: Challenging OBJ: LO: 07-03 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Comprehension

6. Discuss the usefulness of honesty and integrity tests as selection tests.

ANS:
 Companies are utilizing different tests to assess the honesty and integrity of applicants and employees.
Employers use these tests as a screening mechanism to prevent the hiring of dishonest employees, to
reduce the frequency of lying and theft on the job, and to communicate to applicants and employees
alike that dishonesty will not be tolerated. Honesty/integrity tests can be valid as broad screening
devices for organizations if used properly. Research also indicates that, even though honesty tests can
be expensive to administer, much of these costs were justified by savings in workers’ compensation
claims. However, these instruments have limitations. For instance, socially desirable responding is a
key concern; some questions can be considered overly invasive, insulting, and not job related;
sometimes false-positives are generated (or an honest person is scored as “dishonest”); and test scores
might be affected by individual demographic factors such as gender and race.

PTS: 1 DIF: Moderate OBJ: LO: 07-03 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Knowledge

7. “Interviews are the most widely used, but the least valid selection method.” Discuss this statement.
What are some of the uses and problems associated with employment interviews?

ANS:
A selection interview can integrate all information obtained from application forms, tests, and
reference checks, and investigate any conflicting information that may have emerged. The interview
tends to have high intra-rater reliability. But, typically, inter-rater reliability is only moderate to low.
Consequently, the same applicant can be evaluated differently by different raters. An interview
typically does not have statistical validity unless the interview is highly structured. Interviewing skills
must be acquired through training so that effective questioning and listening techniques are used and
that illegal questions are avoided. In addition, interviewers are susceptible to problems such as snap
judgments, negative emphasis, halo effect, stereotyping, biases, and cultural noise. The most valid and
reliable interviews are structured. Nondirective and unstructured interviews are not the best for
selection interviewing. In addition, poorly trained interviewers can ask illegal questions that make an
employer vulnerable to discrimination lawsuits.

PTS: 1 DIF: Challenging OBJ: LO: 07-04 NAT: BUSPROG: Analytic

TOP: Selection Testing KEY: Bloom's: Comprehension

8. What is the purpose of conducting background investigations on job applicants? What are some of the
legal issues involved?

ANS:
A background investigation shows that the employer exercised due diligence in hiring the employee.
This can protect the employer from negligent hiring lawsuits if the employee causes harm to someone
in the course of his/her job. It can also protect the employer from someone who might commit
corporate theft or other wrongdoings such as injury to other employees or clients. Background checks
are often mandated by states for people who work with vulnerable populations such as children or the
elderly, persons who operate buses and commercial trucks, and people who deal with financial assets
or with prescription drugs. Although it is legal for employers to check social media in the course of
background checks, the information derived may not be accurate because anyone can post anything
about an individual, true or not. Under the Fair Credit Reporting Act, the employer must disclose that a
credit check is being made, obtain written consent from the applicant, and provide the applicant with a
copy of the report. Credit checks are routine in financial institutions, but may be illegal for use in other
types of jobs if the credit checks are not really necessary.

PTS: 1 DIF: Moderate OBJ: LO: 07-05 NAT: BUSPROG: Analytic

TOP: Background Investigations KEY: Bloom's: Comprehension

9. What are the key competencies for successful global employees?

 ANS:
The key competencies for successful global employees include the following:
-Cultural adjustment: Individuals who accept foreign job assignments need to be able to successfully
adjust to cultural differences.
-Personal characteristics: The experiences of many global firms demonstrate that the best employees in
the home country may not be the best employees in a global assignment, primarily because of personal
characteristics of individuals.
-Organizational requirements: Many global employers find that knowledge of the organization and
how it operates is important.
-Communication skills: Expatriate employees should be able to communicate in the host-country
language both orally and in writing.
-Personal/family concerns: The preferences and attitudes of spouses and other family members can
influence the success of expatriate assignments.

PTS: 1 DIF: Easy OBJ: LO: 07-06 NAT: BUSPROG: Analytic

TOP: Global Staffing IssuesKEY: Bloom's: Knowledge

10. According to the EEOC and Office of Federal Contract Compliance Programs (OFCCP), what is the
definition of an “applicant”?

ANS:
The EEOC and Office of Federal Contract Compliance Programs (OFCCP) have agreed on this
definition of “applicant” to be used when an application has been submitted electronically. An
applicant is a person who:
-has expressed interest through the Internet or electronically and is being considered for a specific
position by the employer;
-has identified that he or she has the basic position qualifications;
-does not remove his or her interest in the position at anytime during the selection process; and
-has been ranked using “hit features” by employer software.

PTS: 1 DIF: Easy OBJ: LO: 07-06 NAT: BUSPROG: Analytic

TOP: Legal Concerns in the Selection Process KEY: Bloom's: Knowledge
 Another Random Document on
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The Project Gutenberg eBook of A moment of
madness, and other stories (vol. 2 of 3)
This ebook is for the use of anyone anywhere in the United States
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Title: A moment of madness, and other stories (vol. 2 of 3)

Author: Florence Marryat

Release date: January 1, 2024 [eBook #72575]

Language: English

Original publication: London: F. V. White & Co, 1883

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*** START OF THE PROJECT GUTENBERG EBOOK A MOMENT

OF MADNESS, AND OTHER STORIES (VOL. 2 OF 3) ***
A MOMENT OF MADNESS.

A MOMENT OF MADNESS,
AND OTHER STORIES.

BY
FLORENCE MARRYAT,
AUTHOR OF ‘PHYLLIDA,’ ‘FACING THE FOOTLIGHTS,’ ETC., ETC.

IN THREE VOLUMES.

VOL. II.

LONDON: F. V. WHITE & CO.,

31 SOUTHAMPTON STREET, STRAND, W.C.
1883.

[All Rights reserved.]

 CHEAP EDITION OF
FLORENCE MARRYAT’S
POPULAR NOVELS.
Crown 8vo, cloth, 3s. 6d.

At all Booksellers in Town and Country, and at all Railway Bookstalls.

MY SISTER THE ACTRESS. By Florence Marryat, Author of
‘A Broken Blossom,’ ‘Phyllida,’ ‘How They Loved Him,’ etc.,
etc.
PHYLLIDA. By Florence Marryat, Author of ‘My Sister the
Actress,’ ‘A Broken Blossom,’ etc., etc., etc.
THE ROOT OF ALL EVIL. By Florence Marryat, Author of
‘Love’s Conflict,’ ‘Phyllida,’ ‘A Broken Blossom,’ etc., etc., etc.
A BROKEN BLOSSOM. By Florence Marryat, Author of
‘Phyllida,’ ‘Facing the Footlights,’ etc., etc.

F. V. White & Co., 31 Southampton Street, Strand.

COLSTON AND SON, PRINTERS, EDINBURGH.

 CONTENTS.
PAGE
‘SENT TO HIS DEATH!’—Continued, 1
LOST IN THE MARSHES, 21
THE INVISIBLE TENANTS OF RUSHMERE, 93
AMY’S LOVER, 147
LEOPOLD-FERDINAND, DUC DE BRABANT, 185
LITTLE WHITE SOULS, 211
 SENT TO HIS DEATH
(Continued).

I had been dreaming of the ghost, and was conscious in a moment,

and sitting up in bed. Whatever I had thought of Bessie’s tales
before, I believed them now, for I could distinctly hear the low,
gasping breath which follows an inordinate fit of sobbing, drawn
apparently close to us.
‘What time is it?’ I exclaimed.
‘It is just three. I have been listening to it for some time, but did not
like to rouse you till I was sure. Is the door locked?’
‘Yes; but I will unlock it at once,’ I said, springing out of bed.
‘No, no! pray do not,’ cried Bessie, clinging to me. ‘What are you
doing? It might come into the room.’
‘My dear Bessie, if it is a ghost, no locks can keep it out; and if it is
not a ghost, what harm can it do us by entering? Pray be
reasonable. We shall never clear up this mystery if we are not a little
brave!’
I shook her off, and approached the door, whilst she rushed back
to her own bed.
I confess that as I turned the key in the lock I felt very nervous. Do
what we will, it is hard to accustom ourselves to think lightly of
communication with the dead; neither did I relish the idea of a trick
being played us in that lonely house at dead of night. The light was
burning brightly in my room, but as I threw the door open, the
corridor seemed dark and empty. I stood upon the threshold and
looked from right to left. What was that white, tall shadow in the
doorway of the spare room?
I called out, ‘Who are you? What do you want?’ The answer I
received was a quick sob and a rustle. Then I saw an indistinct figure
move down the passage with a hurried step, and disappear
somewhere at the further end.
Shall I confess that for all my boasted strength I had not the
courage to follow it? It was one thing to have stood on the threshold
of my lighted room and addressed the apparition, and another to
venture out into the cold and darkness in pursuit of it. I retreated to
Bessie’s bedroom instead.
‘I have seen it!’ I exclaimed. ‘I believe that you are right, Bessie,
and for the first time in my life I have seen a ghost. I meant to have
followed it; but I really felt I couldn’t. To-morrow night I may have
more courage. But hark! what is that noise? Isn’t it baby crying?’
‘Never mind baby; Mrs Graham will attend to him,’ said Bessie.
‘Lock the door again, Dolly dear, do, and get into bed with me, or I
sha’n’t sleep another wink to-night. I’m shaking from head to foot as
it is.’
But the cries from baby’s room became more distinct; and my
courage had returned to me.
‘Let me go and see what is the matter with little Dick first,’ I said,
taking up the lighted candle.
Bessie yelled at being kept alone in the dark, but I could not have
lain down again without ascertaining what ailed the little fellow; so,
disregarding her remonstrances, I walked off to Mrs Graham’s room.
Her door was unlocked, and I entered without knocking.
The child was still crying lustily; and what was my surprise to find
his nurse, utterly regardless of the noise, sitting up in bed, with
scared wide-open eyes, talking vehemently.
 ‘Go away!’ she was exclaiming in a loud voice; ‘Go away! and
don’t come back again. You let the water in each time you open the
door: I tell you we don’t want you! Go away, I say, and don’t come
back again!’
She halted for a moment at this juncture, and I was about to
waken her from what I perceived was a nightmare, when she
suddenly clapped her hands before her eyes and screamed.
‘Ah, Heavens! a wave—a fearful wave that covers the deck—that
covers everything. Where is he? Where is he gone to? I have sent
him to his death! Edward! Edward! come back to me! I didn’t mean it
—I didn’t mean it! Ah! Lord have pity on me.’
Her agitation was rising so rapidly, and the baby was crying so
violently, that I thought it time to interfere.
‘Mrs Graham!’ I exclaimed, shaking her by the arm, ‘wake up.
Don’t you hear the baby wants you?’
She turned her big eyes upon me in such a pitiful vacuous way.
Then she recognised me, and looked frightened.
‘Have I been dreaming? Have I been saying anything? Oh! I am so
sorry,’ she said apologetically, as she caught up the child and held it
to her breast.
‘You have only been talking a little in your sleep,’ I replied
soothingly; ‘don’t be alarmed; you said nothing out of the common
way, and there is no one here but myself.’
She did not answer, but as she held the child I saw how her arms
trembled.
‘Your agitation is the worst thing possible for the baby, you know;
and you must try and calm yourself for his sake,’ I continued.
‘I should be so sorry to hurt him,’ she murmured; ‘and I will try and
not dream again, if it is possible.’
‘Shall I fetch you anything?’
‘Oh no, madam, thank you. The best thing I can do is to go to
sleep again. There is nothing for me but sleep—and prayer,’ she
added in a whisper.
I felt deeply interested in this young woman. There was an air of
patient mournfulness about her that betokened deep suffering; and
as I returned to my room I resolved to do my best to be of use to her.
She so completely occupied my thoughts, indeed, that I had
forgotten all about the ghost, till Bessie asked me how I could
possibly walk through the corridor with so composed a step.
‘My dear, I was thinking about baby and his nurse, and quite forgot
to be frightened. Yes, they are all right now, and going to sleep again
comfortably; and I think the ghost must have followed their example,
for certainly there were no signs of its presence as I returned: so I
think we had better try to make up for our broken rest by a few hours’
sleep.’
Bessie was quite ready to do so; but for my own part I lay awake
until the loitering dawn broke through the shuttered windows.
Mr Maclean’s absence was really, I found, not to be prolonged
beyond the two nights; so I could write Dick word to fetch me home
on the following day; but I resolved, before I went, to have some sort
of explanatory conversation with Mrs Graham, with respect to her
dream of the night before. I told nothing of it to Bessie; for I felt she
would spoil everything perhaps by her awkwardness in handling the
subject, or wound the poor girl’s feelings by too abrupt a reference to
her grief. But I watched Mrs Graham leave the house at about
eleven o’clock to take her little charge out for his morning walk, and
as soon as Bessie descended to the kitchen quarters to give her
orders for the day, I put on my bonnet and shawl and ran after the
nurse. There was a cold wind blowing from the north, and I knew I
should find her in the sheltered shrubbery, where she had been told
to take the child. It extended for some distance, and when I came up
with her we were quite out of sight and hearing of the house.
‘A fine cold morning!’ I remarked, by way of a beginning.
‘Very cold, madam.’
‘With the wind in the north. A nasty day for the sea—I pity the
ships in the channel.’
 To this she made no response.
‘Have you ever been on the sea, Mrs Graham?’
‘Yes! once!’ with a shudder.
‘And did you like it?’
‘Like it? Oh! for God’s sake, madam, don’t speak of it, for I cannot
bear the thought even.’
‘You were unfortunate, perhaps? You had experience of a storm?
But the sea is not always rough, Mrs Graham.’
She was silent, and I looked in her face, and saw the tears
streaming down it.
‘My dear girl,’ I said, placing my hand on her shoulder, ‘don’t think
me unkind. I have guessed somewhat of your history, and I feel for
you—oh, so deeply. Confide in me; my husband is a man of
influence, and I may be of use to you. I see that you are superior to
the position you hold, and I have conceived an interest in you. Don’t
keep your sorrows locked in your own breast, or they will eat out
your very heart and life.’
As I spoke she began to sob piteously.
‘You are not doing right by this poor little baby, nor his parents,’ I
continued, ‘by brooding over a silent grief. You will injure his health,
when perhaps if you will tell us all, we may be able to comfort you.’
‘No one can comfort me, madam! I am beyond all relief.’
‘No one dare say that in this world, which God rules according to
His will. You cannot tell what solace He may hold in the future for
you.’
‘I have no future,’ she said sadly. ‘If you think I am likely to injure
this little one,’ pressing it tightly to her bosom, ‘I am very, very sorry;
but to have something to love and care for, seemed to be the only
thing to prevent my going mad.’
‘Mrs Graham, I don’t wish to be impertinently curious, but I want to
hear your story. Won’t you tell it to me?’
 ‘If you do, you will hate me—as I hate myself.’
‘I hardly think that possible. Of what crime can you be guilty, to
accuse yourself so bitterly.’
‘I am a murderess!’
She brought out the words so vehemently that I started. Was it
possible she spoke the truth? And yet I had seen in our gaol, such
young and superior-looking criminals, that I knew it might be
possible. My thoughts flew at once to her child.
‘Was it the baby?’ I cried. ‘Oh! my poor child! what drove you to
such an awful deed?’
‘Do you pity me still?’
‘I pity you with all my heart.’
‘Ah! madam; you are too good.’
She trembled so violently that I had taken the child from her arms,
and as I stood there in the wintry path, she sank down upon her
knees before me and kissed the border of my shawl, and hid her
face in it and cried.
‘Mrs Graham, I cannot believe it!’
‘No! you need not believe it. In that sense I did not kill my child.
God took it away from me in anger; but I sent its father, my dearly-
loved husband, to his death.’
‘Sent him to his death!’
‘Ah, madam! have pity on me and listen. We had been married but
six months, and we loved each other, ah! so dearly. He was a clerk
in a city firm, and his employers sent him over to Ireland on
business. We could not bear to part—we went together. In order to
return to England we embarked in a small sailing vessel, and we had
a fearful storm in crossing. The sea ran mountains high, and the
women on board were assembled together in a deck cabin. The men
to whom they belonged kept looking in every now and then to tell
them how we were getting on, and every time the door of the cabin
was opened, the sea rushed in and wetted them. They grew
impatient, I the most of all; and when my dear husband, in his
anxiety lest I should be frightened at our danger, put his head in for
the third or fourth time I called out, saying, ‘Go away, Edward, and
don’t come back again.’ And he went away, and he never did come
back. Ah, Heaven! have mercy upon me!’
‘My poor girl! how did it happen?’
‘He was washed off the deck, madam, by a huge wave that nearly
swamped the ship—so they told me afterwards. But I never saw him
more! The glimpse I had of his bonnie face as it was thrust in at the
half-opened door, beaming with love and anxiety, was the last
glimpse I was ever to have in this world—and I sent him to his death.
I said, ‘Go away, and don’t come back’—and he never came back!—
he never came back!’
Her grief was so violent I almost thought she would have swooned
at my feet. I tried to direct her thoughts in another direction.
‘Have you no friends to go to, Mrs Graham?’
‘None of my own, madam. I was a soldier’s orphan from the Home
when Edward married me. And I could not go to his.’
‘How did you lose your baby?’
‘It died of my grief, I suppose; it only lived a few days. And then
they advised me at the hospital to get a situation as wet nurse; and I
thought the care of an infant might soothe me a little. But my sorrow
is past cure.’
‘You have bad dreams at night, I fear.’
‘Oh! such awful dreams! He is always calling me—calling me to go
to him, and I can find him nowhere; or else I am in the ship again,
and see that which I never did see—the cruel wave that washed him
from me!’
‘Do you feel strong enough to take the child again?’
She had risen by this time, and was, comparatively speaking,
calm. She held out her arms mechanically. I put the baby in them,
and then stooped and kissed her swollen eyes and burning
forehead.
‘I will not discuss this subject with you further to-day,’ I said; ‘but
you have found a friend. Go on with your walk, child, and may God
comfort you. I am glad you have told me the story of your grief.’
I hurried back to Bessie, fearful lest she might come in search of
me, and insist upon hearing the reason of Mrs Graham’s tears.
There was no doubt of one thing—another nurse must be found as
soon as possible for little Dick, and I must take on myself the
responsibility of providing for his present one. But all that required
my husband’s permission and advice, and I must wait till I had seen
and confided in him.
Bessie, who had discovered that, notwithstanding my deplorable
deficiency in the way of children, I could cut out their garments far
better than she could do herself, had provided a delightful
entertainment for me in the shape of half-a-dozen frocks to be made
ready for the nurse’s hands, and the whole afternoon was spent in
snipping and piecing and tacking together. But I didn’t grumble; my
mind was too much occupied with poor Mrs Graham and her pathetic
story. I thought of it so much that the temporary fear evoked by the
apparition of the night before had totally evaporated. In the presence
of a real, substantial human grief, we can hardly spare time for
imaginary horrors.
As bed-time recurred, and Bessie and I locked ourselves into our
stronghold, I refused the half of the bed she offered me, and
preferred to retain my own. I even made up my mind, if possible, not
to sleep, but to watch for the mysterious sounds, and be the first to
investigate them. So I would not put out my candle, but lay in bed
reading long after Bessie’s snores had announced her departure to
the land of dreams.
I had come to the end of my book, my candle, and my patience,
and was just about to give up the vigil as a failure, when I heard
footsteps distinctly sounding along the corridor. I was out of bed in a
moment, with my hand upon the lock of the door. I waited till the
steps had passed my room, and then I turned the key and looked
gently out. The same white figure I had seen the night before was
standing a little beyond me, its course arrested, as it would appear,
by the slight sound of unlocking the door.
‘Now or never,’ I thought to myself. ‘Dick always says I am the
bravest woman he ever met, and I will try and prove him true. Why
should I be afraid? Even if this is a spirit, God is over it and us,
alike!’
So I stepped out into the passage, just as I should sit down to
have a tooth drawn. The figure had recommenced walking, and was
some paces farther from me. I followed it, saying softly, ‘What are
you? Speak to me.’ But it did not turn, but went on, clasping its
hands, and talking rapidly to itself.
A sudden thought flashed across my mind. In a moment I felt sure
that I was right, and had solved the mystery of Poplar Farm. I placed
myself full in the path of the apparition, and as the end of the corridor
forced it to turn and retrace its steps, I met face to face my poor,
pretty Mrs Graham, with the flaxen hair she usually kept concealed
beneath her widow’s cap, streaming over her shoulders and giving
her a most weird and unearthly appearance.
‘Edward! Edward!’ she was whispering in a feverish, uncertain
manner, ‘where are you? It is so dark here and so cold. Put out your
hand and lead me. I want to come to you, darling; I want to come to
you.’
I stretched out my own hand and took hers. She clung to me
joyfully.
‘Is it you?’ she exclaimed, in the undisturbed voice of a sleep-
walker. ‘Have I found you again? Oh, Edward! I have been trying to
find you for so long—so long, and I thought we were parted for ever.’
I drew her gently along to her own room and put her in her bed,
whilst she continued to talk to me in the fond, low tones in which she
thought she was addressing her dead husband.
 Bessie slept through it all.
Of course I told her all about it next day, and equally, of course,
she did not believe half what I said. She did not like the idea of
parting with her cherished grievance in the shape of the ghost, nor
having the trouble of changing her wet nurse. So I left her, as soon
as ever Dick arrived, rather disgusted with the manner in which she
had received my efforts for her good, but still determined to do what I
could in the way of befriending Mrs Graham. As I told her the last
thing, when I ran up to the nursery to say good-bye to little Dick, and
received her grateful thanks in reply. ‘Only nothing,’ she said with a
deep sigh, ‘could ever do her any good in this world again.’
‘But I’m determined to get her out of Poplar Farm,’ I said to Dick,
as we drove homeward, after I had told him this long-winded story.
‘She’s killing the baby and herself too. She ought to have a much
more cheerful home and active employment. Now, can’t you think of
something for her to do about the gaol or the hospital, like a dear,
darling old boy as you are?’
‘Well, I don’t quite see how you can take Mrs Maclean’s servant
away from her against her will, Dolly. If Mrs Graham leaves, it will be
a different thing; but as things are, I’m afraid you ought not to
interfere.’
I called him a wretch; but I knew he was right for all that, and
determined to take his advice and wait patiently to see how things
turned out. And, as it happened, I had not long to wait, for a week
afterwards I received this doleful epistle from Bessie:—

‘My dear Dolly,—I am perfectly miserable; nothing ever

goes right with me. Tom threw Charlie out of the wheel-barrow
yesterday, and cut his forehead right across. He will be
scarred for life. And nurse has entirely spoiled those frocks
you were so kind as to cut out for Lily and Bessie. She is so
obstinate, she would have her own way, and the children
positively cannot get into them. But the worst news of all is,
that Mrs Graham is going to leave me, and I have had to
wean baby, and put him on the bottle.’
 ‘Hurrah!’ I cried, ‘it’s all right. I shall get that poor child here after
all, and be able to patch up her broken life. No, I sha’n’t, though,’ I
continued, as I went on reading, and then, to my husband’s
astonishment, I fell on his neck, and burst into tears. ‘Oh, Dick, Dick,
Dick, I am so glad!’
‘Halloa! what’s up now?’ said that vulgar Dick, in his own way of
expressing things.
‘My darling, she’s got him again.’
‘Who’s got which?’
‘Mrs Graham’s husband has returned. He wasn’t drowned, but let
me finish the letter,’ and drying my eyes I went on—

‘Just imagine how awkward and unpleasant for me. The

other evening there was an awful screaming in the kitchen,
and when I went down, I found Mrs Graham fainted dead
away in the arms of a man. I was very angry at first, naturally;
but when she recovered I found it was her husband whom
she thought was drowned at sea three months ago. It seems
he was picked up insensible by some ship, and taken to
Spain, where he had a fever, and was delirious, and all that
sort of thing; and when he recovered, he worked his way
home before the mast, and had only just found out where his
wife lived. But I think it is excessively unreasonable of people
to take situations, and say they’re widows, and then—’

‘Oh, don’t read any more of that rubbish, for heaven’s sake!’ said
Dick, irreverently. ‘The long and the short of the matter is, that the
girl’s got her man again.’
‘Oh! I am so thankful!’ I exclaimed, with the tears still in my eyes; I
couldn’t help it, they would come. ‘Poor child! poor, desolate, heart-
broken child! What a heaven earth must appear to her to-day. Dick,
will you drive me over to the farm directly after breakfast? I want to
see her and congratulate her.’
 ‘You seem to take a vast interest in this Mrs Graham, and her joys
and sorrows,’ said Dick; ‘why is it, Dolly?’
‘Because I can sympathise with them so deeply. Because—
because—oh, Dick, you know—because God has given me—you,
and I am the very happiest woman in all the world.’
THE END.
 LOST IN THE MARSHES.
On the east coast of the county of Norfolk, there lay a village which
shall be distinguished by the name of Corston. It was bounded on
the one side by the sea, on the other by the open country, and
beside the two or three gentleman farmers whose possessions
comprised all the agricultural land within a radius of five miles, it
could boast of a church and resident parson—a coastguard with its
attendant officer, and above all, close contiguity with Rooklands, the
estate of the Earl of Worcester. And those who are acquainted with
the moral and social aspect, as it existed forty or fifty years ago, of
the more insignificant villages of Norfolk, will acknowledge that
Corston was favoured above its fellows. The sea coast in its vicinity
brought many a gay riding party over from Rooklands, either to enjoy
the fresh breezes, or to bathe in the sparkling waves from some
sequestered nook, whilst the congregation of the church was made
up of drafts from some four or five outlying hamlets which had not
the advantage of a place of worship of their own. Conceive then
what a much larger audience the Corston parson could depend
upon, when the women had a prospect of seeing the bonnets from
ten miles round (to say nothing of a chance of the Rookland
aristocrats taking it into their heads to drive out), in addition to
listening to his somewhat uninteresting sermons. The coastguard,
too, was a cause of constant excitement, on account of the Admiralty
having been in the habit of bestowing the appointment on old, worn-
out, half-pay lieutenants who chose to expire almost as soon as they
obtained it, and really, notwithstanding the church and the parson