Deck 4: Staffing: Recruiting and Selection

Question 1

Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly nineteen applicants with the minimum qualifications were found and all the candidates accepted the job offer. Which of the following is true about this scenario?

A) The yield ratio will be 50%.
B) A selection process is not necessary in the given scenario.
C) The acceptance rate in this scenario is 60%.
D) The labor market in this area can be described as "loose."

Answer 1

B

Question 2

The _____ pool consists of all persons who are actually evaluated for selection.

A) applicant
B) selection
C) labor
D) talent

Answer 2

A

Question 3

The major saving in time generated by Internet recruiting compared with traditional recruiting is the time taken:

A) for conducting face-to-face interviews.
B) for communication between the applicants and the employer.
C) by new recruits to settle in a job.
D) by HR staff members for handling blogs, tweets, and e-mail with applicants versus snail mail, faxes and phone calls.

Answer 3

B

Question 4

Which of the following statements is true of Internet recruiting?

A) Twitter is rarely used by recruiters because of the 140-word limit.
B) The broad reach of Internet recruiting has significantly reduced the amount of discrimination against job seekers from racial/ethnic groups because it enlarges the applicant population exponentially over traditional recruiting methods.
C) An advantage of Internet recruiting is that by reaching out to so many people from diverse backgrounds, a very large pool of applicants can be generated.
D) An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job website is considered an applicant for legal purposes.

Question 5

The _____ includes all individuals available for selection, if all possible recruitment strategies are used.

A) labor force population
B) external labor market
C) recruitment pool
D) applicant population

Question 6

Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically provides direct access to the _____.

A) applicant pool
B) entire pool of eligible candidates
C) entire labor market
D) applicant population

Question 7

Which of the following is an example of external sources of recruitment?

A) A veterinarian selects one of her interns as her assistant.
B) Jolene recommends her colleague to fill an open position as a sales representative at the company where Jolene works as a technician.
C) An assistant librarian is shortlisted for the post of head librarian in the same library.
D) A salon shifts from Boston to New York and employs a new cashier through Internet recruitment.

Question 8

John's Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective for John's Medical to advertise:

A) on a microblogging site like Twitter.
B) online recruitment videos on a general job board such as Monster.com or CareerTV.
C) on the website of the oncology nurse practitioner professional organization.
D) on a social networking site such as Facebook.

Question 9

Exclusive use of the Internet for recruiting can reduce the diversity of an employer's applicant population because:

A) it will only attract the attention of retirees who are interested in seeking new employment opportunities.
B) individuals from lower socioeconomic groups mostly have limited access to the Internet.
C) the use of terminology such as "young and enthusiastic" is restricted.
D) it excludes retirees who are interested in seeking new employment opportunities.

Question 10

Which of the following statements is true of job boards?

A) Job boards enable job seekers to submit résumés to many employers simultaneously.
B) Much of the information provided by companies on job boards is intended to mislead competitors.
C) Applicants hired from job boards always have worse average performance levels than applicants hired via social networking media.
D) Job boards fail to offer access to numerous candidates.

Question 11

Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.?

A) Avoid including specific designations such in the job advertisements
B) Highlight terms such as "young and enthusiastic" and " journeyman lineman" in their official websites
C) Focus on training and development to generate internal candidates for all the new positions at the utility
D) Plan to do more extensive external recruiting for technical and engineering positions

Question 12

Which of the following is a defining characteristic of regular staffing?

A) It uses workers who are traditional employees.
B) It uses independent contractors.
C) Companies can utilize the "try before you buy" approach.
D) Companies can avoid litigation associated with the termination of workers.

Question 13

In which of the following situations would the use of temporary workers be most appropriate?

A) A company that has a low rate of turnover among its regular employees
B) An employer who has received a long-term contract from the Federal government for oceanic research
C) A tax preparation company that mostly handles individual clients and has few business clients
D) A start-up company with a competitive strategy of continuing expert customer service

Question 14

The process of generating a pool of qualified applicants for organizational jobs is called:

A) requisitioning.
B) pre-screening.
C) recruiting.
D) summoning.

Question 15

Angela is a self-employed graphic artist. She is usually hired by companies for special projects that lasts from a week to six months. Angela can be best described as a(n):

A) independent contractor.
B) undocumented worker.
C) regular employee.
D) full-time employee.

Question 16

When compared to internal recruitment, an advantage of external recruiting is that:

A) its selection process is more rigorous.
B) it takes lesser time and resources.
C) recruited employees often require more orientation efforts.
D) it has the potential to generate larger applicant pools.

Question 17

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the website of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

A) applicant population
B) labor force population
C) applicant pool
D) entire labor market

Question 18

Karl Graphics is conducting a vigorous recruiting campaign aimed at hiring 12 new employees within two weeks. This best exemplifies _____ recruiting.

A) continuous
B) emergency
C) intensive
D) crisis

Question 19

Patricia, an outstanding performer, was placed at Oliver & Co. by a temporary service firm for two months. Patricia's manager approaches Oliver & Co.'s HR Director with the request that she wants her as a regular employee. Given this scenario, which of the following statements is true?

A) The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is hired as a regular employee.
B) The employers will not be liable for Patricia's safety under OSHA regulations.
C) Patricia will be less expensive as a regular employee than as a temporary employee because temporary employees typically receive a 40% wage premium to offset the lack of benefits.
D) Oliver & Co. is ethically bound not to hire temporary employees provided by an agency for regular employment.

Question 20

Which of the following would be an advantage for the U.S. organizations that do not want to outsource their work overseas?

A) Advancements in American worker productivity
B) Rapidly rising labor costs in countries like India and China
C) Restrictive U.S. requirements for work permits
D) Large tax penalties that U.S. firms must pay if they outsource jobs

Question 21

Ability, intelligence, and conscientiousness are all examples of:

A) elements of job performance.
B) selection criteria.
C) predictors of selection criteria.
D) soft skills.

Question 22

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.

Question 23

Measurable or visible indicators of selection criteria are called _____.

A) reliable estimators
B) predictors
C) realistic job previews
D) validators

Question 24

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-environment fit.
C) discrimination under the ADA.
D) the multiple hurdles approach of combining predictors.

Question 25

Which of the following is a feature of school and college recruiting?

A) Vocational colleges and technical schools often have cooperative programs with employers that funnel quality students into regular jobs.
B) College recruiting is one of the least expensive recruitment methods.
C) Companies who target minority students before they graduate are likely to be violating EEO laws.
D) School and college recruiting is a type of internal recruitment.

Question 26

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-environment fit.
B) a realistic job preview.
C) negligent hiring.
D) a snap judgment.

Question 27

The percentage hired from a given group of candidates is termed:

A) the selection rate.
B) the success base rate.
C) the yield ratio.
D) the acceptance rate.

Question 28

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.

Question 29

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

Question 30

In the building trade, unions can best benefit employers by providing:

A) apprenticeship programs.
B) providing interesting "employment games" online.
C) pre-screening for job seekers.
D) providing competitive wage scales for jobs.

Question 31

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

A) placement
B) orientation
C) recruitment
D) staffing

Question 32

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-environment fit.
D) matching the person to the job.

Question 33

What is the main purpose of pre-employment 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

Question 34

Job fairs are primarily useful for:

A) rapid hiring of large numbers of people.
B) maintaining a continuous presence in a local labor market.
C) passive recruiting.
D) keeping out unemployable applicants.

Question 35

Mary, the recruiter for Aurora Borealis Lighting Inc., decides to hire an individual who has the ability to learn on the job. The recruiters 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.

Question 36

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.

Question 37

Calculating the average time from contact to hire allows a firm to most accurately:

A) calculate the cost per hire.
B) estimate the efficiency of recruiters.
C) calculate the "float time" in the recruiting process.
D) target the most time-efficient recruiting sources.

Question 38

Which of the following is true of internal recruitment?

A) Inbreeding of employees typically results in a more diverse workforce.
B) It can aid future promotions, and career development.
C) Family connections moderate the normal political maneuvering that occurs in firms.
D) This process fails to motivate current employees to perform better.

Question 39

In the _____ approach for combining predictors, a minimum cutoff is set on each predictor, and each minimum level must be "passed."

A) universal predictor
B) compensatory
C) multiple hurdles
D) matching

Question 40

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.
)

Question 41

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

Question 42

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 or 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.

Question 43

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) nondirective

Question 44

A(n) _____ is an exercise composed of a series of evaluative tests in which candidates are evaluated by multiple raters.

A) situational judgment test
B) assessment center
C) panel interview
D) work simulation

Question 45

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.

Question 46

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.

Question 47

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

Question 48

The great advantage of structured selection interviews over unstructured interviews is the:

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.

Question 49

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

Question 50

Linda is the director of HR at Colette Value Inc., a large tax-preparation firm. The firm faces a dearth of tax preparers every year when the tax season approaches. Every December, Linda outsources a bulk of the recruiting process to an employment agency to recruit temporary employees before the tax season begins. However, she wants to do so without excessively limiting her final hiring decisions. Which of the following processes of recruitment should Linda carry out first hand?

A) Advertising for recruitment over the Internet
B) Preliminary screening of résumés
C) Designing the employment advertisements
D) Face-to-face interviews with finalists

Question 51

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) Please provide details of your medical history?

Question 52

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.

Question 53

Kevin, a recent college graduate, applied for a job with a firm that 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.

Question 54

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.

Question 55

A _____ interview is more reliable and valid than fact finding or counseling interview. .

A) sequential
B) nondirective
C) stress
D) structured

Question 56

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

Question 57

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.

Question 58

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

Question 59

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

Question 60

The position for the city Manager of Science River attracted many applicants. As part of the selection process, the applicants each appeared one by one before the entire Scenic River Board of Aldemen for an interview. This is an example of a _____ interview.

A) panel
B) mass
C) biographical
D) situational

Question 61

Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given number of employees.

Question 62

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.

Question 63

Recruiters have completely stopped using newspaper ads as a tool for external recruitment because job seekers use the Internet almost exclusively even in smaller cities and towns.

Question 64

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.

Question 65

Internet recruiting generates high numbers of applicants and increases work for HR staff far beyond traditional recruiting methods.

Question 66

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

Question 67

The group of applicants that an organization has available to it when using a particular recruiting approach, such as Internet job boards, is the applicant population.

Question 68

The term "applicant population" refers to all individuals looking for a job in a particular geographic area.

Question 69

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

Question 70

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.

Question 71

Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to Seattle, Washington. Solange Allure will be changing its occupational labor market.

Question 72

"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.

Question 73

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.

Question 74

Résumé mining allows HR staff to use software to extract the most promising résumés from a large database.

Question 75

Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.

Question 76

Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market.

Question 77

An organization with a strong union may have a higher probability of having less flexibility than a nonunion company in deciding who will be hired and where a newly hired person will be placed.

Question 78

Angus is 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 that 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.

Question 79

Job boards can be used for internal recruitment but not for external recruitment.

Question 80

Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion of minorities in his company's managerial ranks is too low. To solve the issue, Illumin Media should consider recruiting methods that reach a larger applicant population of experienced managers, such as contacting professional associations.