1. According to “Beat the Overqualified Rap,” in an economic downturn, many skilled and experienced creative employees are struggling to find work because they are:
a. not willing to accept lower-level positions.
b. applying for jobs that are outside of their knowledge and skill set.
c. inexperienced at interviewing and resume writing.
d. considered too skilled and experienced for the jobs for which they are applying.
2. As presented in “Beat the Overqualified Rap,” when dealing with an employer who expresses concern about overqualification, an interested job seeker should:
a. act as if he or she is unaware of any potential concerns.
b. brush off the concerns as silly or meaningless.
c. address the concerns head-on, providing examples of mitigating factors.
d. forget about the job and move on.
3. As presented in “Hiring Right,” in addition to possessing the skills required for the job, it is essential that new hires are able to:
a. fit in with the culture of the workplace.
b. perform the tasks required without additional training.
c. begin immediately.
d. recommend others for open positions.
4. According to “Hiring Right,” to make the best hiring decisions, managers and human resources (HR) professionals should:
a. be flexible with their requirements for job applicants.
b. go with their gut instinct about an applicant.
c. envision their ideal candidate and remain steadfast in that vision.
d. hire quickly and get back to business.
5. As profiled in “The ‘Brain Drain’: How to Get Talented Women to Stay,” Wachovia senior vice president Rosie Saez recalls that when she could have been a victim within the corporate hierarchy, she instead figured out ways to:
a. ally herself with other woman of color in leadership positions.
b. become more aggressive than those she saw as aggressors.
c. develop one-on-one relationships with those who were making her feel excluded.
d. avoid her victimizers and focus on her own work.
6. As related in “The ‘Brain Drain’: How to Get Talented Women to Stay,” when Ellen Galinsky, president and cofounder of the Families and Work Institute, talks about a company that “sets up a group of women to say what stands in the way of their success,” she is referring to:
a. Eastman Kodak.
d. her Families and Work Institute.
7. As presented in “Employers Use Facebook Too, for Hiring,” Facebook is a:
a. social-networking site for Harvard University students.
b. job-hunting site for Ivy League university students.
c. employee-screening site for employers and recruiters.
d. worldwide social-networking tool.
8. According to “Employers Use Facebook Too, for Hiring,” the majority of Facebook users are:
a. college students ages 18-24.
b. adults age 35 and over.
c. teens ages 12-17.
d. young adults ages 25-34.
9. As reported in “Employers Use Facebook Too, for Hiring,” the European Union’s (EU) privacy laws require websites to:
a. warn users of the privacy risks of using the site.
b. keep all user information confidential.
c. target specific advertising only to those in certain
d. reject any user who wishes to post personal information.
10. As explained in “Employers Use Facebook Too, for Hiring,” the “Internet rule of thumb” is that Internet users should:
a. check their privacy settings frequently.
b. be aware that Internet privacy does not exist.
c. not post anything that they would not want to see in a newspaper
or other public forum.
d. have a higher expectation of privacy than users of other