Deck 11: E-Recruitment Selection

Question 1

The first task in the R&S process is:

A) filing and sorting the applications and preparing them for initial screening.
B) to attract and persuade qualified applicants to apply.
C) to define hiring objectives.
D) to identify the required applicants.

Answer 1

C

Question 2

The second task in the R&S process is:

A) filing and sorting the applications and preparing them for initial screening.
B) to attract and persuade qualified applicants to apply.
C) to define hiring objectives.
D) to identify the required applicants.

Answer 2

D

Question 3

The third task in the R&S process is:

A) filing and sorting the applications and preparing them for initial screening.
B) to attract and persuade qualified applicants to apply.
C) to define hiring objectives.
D) to identify the required applicants.

Answer 3

B

Question 4

The fourth task in the R&S process is:

A) filing and sorting the applications and preparing them for initial screening.
B) to attract and persuade qualified applicants to apply.
C) to define hiring objectives.
D) to identify the required applicants.

Question 5

Applicants who might not actively look for a new job but might consider changing employer if the job offer is good are

A) active jobseekers
B) employee referals
C) exploratory jobseekers
D) passive jobseekers

Question 6

According to a survey conducted by the UK-based Chartered Institute of Personnel and Development (CIPD) in 2017, HR professionals find the most effective methods for recruiting to be:

A) Internet job boards
B) professional networking sites
C) their own corporate websites
D) social networking sites

Question 7

According to SHRM 2016, __________ is not among the most used recruitment sources of external candidates.

A) employee referrals
B) job boards
C) corporate websites
D) social media

Question 8

When well developed and executed, __________ can be a reliable technique for employee selection.

A) personality tests
B) cognitive ability tests
C) interviews
D) job knowledge tests

Question 9

A __________ interview is a richer and more interactive communication mode than other modes.

A) face-to-face
B) video
C) interactive voice response
D) phone

Question 10

__________ use multiple choice or true/false questions to measure candidates' attitudes about their trustworthiness, honesty, moral character and reliability.

A) personality tests
B) cognitive ability tests
C) integrity and situational judgement tests
D) job knowledge tests

Question 11

According to Cervellon and Lirio 2017

A) all employees today feel motivated to share company postings
B) not all employees feel immediately motivated to function as brand ambassadors
C) all employees take part in employee referrals
D) all employees feel motivated to function as brand ambassadors

Question 12

According to Breaugh 2008 employee referrals are

A) among the least effective recruitment sources
B) only applicable for passive jobseekers
C) only applicable for active jobseekers
D) one of the most effective recruitment sources

Question 13

According to Weber 2013, smartphone application

A) is today offered by 90% of all Fortune 500 companies
B) is today offered by less than 10% of all Fortune 500 companies
C) is today offered by more than 90% of all small and large companies
D) is today offered by more than 90% of private sector corporations

Question 14

What is a 'Job analysis' and how is technology used to complete a job analysis?

Question 15

With the acceptance of information and communication technology, what recruitment sources do HR professionals find to be the most effective?

Question 16

What four important points are worth emphasizing when using corporate websites to attract future employees?

Question 17

What is the main criterion for choosing a selection method?

Question 18

What is the difference between the screening and the evaluative selection methods?

Question 19

Which evaluative methods have high validity?

Question 20

Describe the use of technology in the selection function?

Question 21

Discuss a potential issue(s) when using electronic computer based tests.