Deck 1: An Introduction to Recruitment and Selection

Question 1

Why must Canadian organizations be cognizant of the influences of globalization when considering recruitment and selection?

A) Globalization affects the pricing strategies for goods and services.
B) Globalization creates higher trade barriers for entry.
C) Globalization demonstrates that best practices for staffing are necessary.
D) Globalization threatens the survival of domestic retailers.

Answer 1

C

Question 2

Why might you consider acquiring your CHRP designation?

A) Ethical standards are defined, which will allow you to easily resolve workplace ethical dilemmas.
B) It will certify you to provide advice concerning legal and ethical behaviour.
C) It will identify you as someone possessing HR knowledge, skills and abilities, and ethical behaviour.
D) It is recognition of achievement of all the HR competencies, meaning that you will require minimal post-secondary education.

Answer 2

C

Question 3

Which of the following organizations establishes national core standards for the HR profession in Canada?

A) CSIOP
B) CCHRA
C) CPA
D) CHRP

Answer 3

B

Question 4

Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics?

A) knowing what is good from what is bad
B) determining what is moral from what is immoral
C) identifying what may be done from what may not be done
D) distinguishing what is right from what is wrong

Question 5

Which of the following is NOT a benefit of e-recruiting, according to the Government of Canada?

A) higher tracking costs
B) lower recruiting costs
C) lower printing costs
D) larger pool of candidates

Question 6

What is the definition of selection?

A) generating an applicant pool
B) finding and screening job applicants
C) choosing job candidates
D) matching an applicant's competencies with a job position

Question 7

Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies?

A) establishing employee trust
B) increasing the firm's market price
C) reducing employee turnover
D) encouraging poor performers to leave

Question 8

What two important principles ensure a human resources system functions properly?

A) Enhance communication between human resource functions and ensure ethical compliance.
B) Assess the impact of legislative requirements and scan the socioeconomic environment for trends.
C) Emphasize the roles of recruitment and selection and apply them to organizational strategy.
D) Think in systems terms and coordinate human resource activities with all organizational units and people.

Question 9

According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $2800 of profit per employee?

A) 1 percent
B) 5 percent
C) 10 percent
D) 50 percent

Question 10

Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection?

A) national and international organization policies
B) human resources information systems and management
C) globalization and demographics
D) cost containment and marketplace

Question 11

The chapter opening article, "Batfleck: What You Should Know About Making Bad Hires," explains why a selection error was made. What was the reason for the selection error?

A) The employer didn't consider the intangible factors that lead to job success.
B) The employer wanted to avoid the cost of hiring the wrong person.
C) The employer gave too much consideration to only one job requirement.
D) The employer chose a candidate that was somewhat qualified on all requirements.

Question 12

What can effective recruitment and selection practices do for an organization?

A) improve the knowledge, skills, and abilities of its employees
B) offer a limited impact on employee motivation
C) encourage expensive high performers to leave the organization
D) discourage poor performers from leaving an organization

Question 13

In the Human Resources System model outlined in the textbook, within which environment does human rights belong?

A) social
B) economic
C) political
D) legislative

Question 14

In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate to work environment?

A) complaint resolution
B) leadership
C) health and safety
D) vision and mission

Question 15

Why do growing numbers of employers require their human resources professionals to have CHRP designations?

A) Certified human resources professionals must adhere to a code of ethics that dictates standards of performance.
B) Certified human resources professionals clearly understand all legislation.
C) Certified human resources professionals can enforce organizational conflict-of-interest policies and ethical codes of conduct.
D) Certified human resources professionals are certified in their HR field of expertise, which requires less post-secondary education.

Question 16

Given the application of progressive human resources practices, what might an organization expect from its employees?

A) higher compensation costs
B) lower dysfunctional behaviours
C) higher operating costs
D) lower unionization

Question 17

The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that it places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection. With what might the HRM be most concerned?

A) organizational culture
B) legal requirements and equitable practices
C) conflict of interest
D) poor leadership

Question 18

In the Human Resources System model outlined in the textbook, which of the following is NOT part of the socioeconomic environment?

A) competition
B) globalization
C) marketplace
D) demographics

Question 19

Which of the following practices would NOT lead to an improvement in the hiring system of an organization?

A) communicating to the hiring managers about their annoying interview habits
B) using scientific methods and efficient selection methods
C) determining the motivations of job seekers
D) knowing the going rates of pay and offering slightly more

Question 20

What is the definition of recruitment?

A) generating an applicant pool
B) choosing job candidates
C) finding and hiring the best person for the job
D) finding and screening job applicants

Question 21

Refer to Scenario 1-2. What does TS Inc. accomplish by using technology in its recruitment and selection process?

A) It ensures that human resource planning is integrated with selection criteria.
B) It coordinates human resource activities with other parts of the organization by using a systems-thinking approach.
C) It determines which recruitment and retention processes are economically and technically feasible.
D) It guarantees that organizational information contained in human resource information systems is current, secure, and confidential.

Question 22

Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?

A) Employers have reduced their need to advertise with traditional media sources like newspapers.
B) Employers have focused their search on younger and tech-savvy applicants.
C) Employers have limited their early-retirement incentives to managers only.
D) Employers have implemented layoffs that are not age related.

Question 23

According to the textbook, what is the ratio of men to women in the Canadian workforce aged 18 to 65?
a.62.8 to 62.1
b.63.9 to 62.6
c.64.2 to 59.1
d.70.3 to 68.5

Question 24

Refer to Scenario 1-2. Why might TS Inc. state that a CHRP designation is required?

A) The HRM professional association defines the competencies and ethical guidelines for human resources professionals.
B) HR professionals clearly understand and can oversee employment legislation.
C) The certification sets a high standard that requires less training and the costs associated with continuing education.
D) Professional ethical standards are defined, allowing HR professionals to easily resolve workplace ethical dilemmas.

Question 25

Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures?

A) legal and socioeconomic environments
B) labour market and economic climate
C) strategic goals and organizational requirements
D) systems view and principles

Question 26

Scenario 1-1
You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs.
Refer to Scenario 1-1. Upon what would you initially want to concentrate your efforts?

A) understanding the external organizational factors affecting recruitment and selection
B) ensuring that human resource planning is integrated with the strategic planning of the organization
C) determining which recruitment and retention processes are economically and technically feasible
D) ensuring that organizational information contained in the human resource information systems is current, secure, and confidential

Question 27

What important principles underlying Figure 1.1 are critical for the human resource system to function properly?

A) two-way communication between human resource functions and business units
B) assessment of the strengths and weaknesses of the external and internal environment
C) thinking in systems terms and coordinating human resource activities with all organizational units and people
D) a focus on productivity and profitability through recruitment and selection processes

Question 28

Refer to Scenario 1-2. What two important principles should be followed if TS Inc.'s human resource system is to function properly?

A) Build a sustainable staffing strategy and use Web-based technology.
B) Coordinate human resources activities with other parts of the organization and use a systems-thinking approach.
C) Systematically integrate diversity and manage human resource information systems.
D) Build a strong culture and enhance communication systems.

Question 29

Refer to Scenario 1-1. What is a current economic challenge that may have an impact on the recruitment and selection practices at Scribe Engineering?

A) human rights and total compensation issues
B) global competition
C) rapid advances in information technology
D) changing work force demographics

Question 30

Refer to Scenario 1-2. What is TS Inc.'s goal for recruitment?

A) to find and screen job applicants
B) to hire job candidates
C) to generate an applicant pool
D) to find and hire the best aviation employees

Question 31

Refer to Scenario 1-1. What is a current internal factor that may have an impact on Scribe Engineering's recruitment and selection practices?

A) human rights legislation
B) organization values, mission, and strategic goals
C) knowledge, skills, and abilities available in the labour market
D) industry and organization type and size

Question 32

The CEO of your company asks you to hire an older woman, to avoid the significant family-related challenges and high turnover rate that comes with hiring younger administration employees. What is this is an example of?

A) streamlining internal company staffing policies
B) recruitment and retention constraints
C) balancing the rights and interests of employees and management
D) the need for written codes and standards of conduct

Question 33

Refer to Scenario 1-2. What would indicate that the recruitment and selection process has been successful at TS Inc.?

A) the process is valid and reliable
B) the continued use of effective but unproven practices
C) the use of technology to facilitate and improve recruitment and selection
D) a significantly large number of applications for job positions

Question 34

Refer to Scenario 1-2. What is TS Inc.'s goal for selection?

A) to choose aviation candidates from an applicant pool
B) to find the best possible aviation professionals to hire
C) to find and hire the best person for each aviation position
D) to generate and build a large aviation applicant pool

Question 35

Most collective agreements require the employer to do which of the following?

A) hire only union members
B) use seniority as the only requirement for candidate consideration
C) ensure diversity in the workplace
D) use selection procedures defined in the collective agreement

Question 36

What percentage of the workforce between the ages of 25 and 65 has achieved post-secondary educational credentials in Canada?
a.25.5 percent
b.38.3 percent
c.64.1 percent
d.73.9 percent

Question 37

Refer to Figure 1.1. Which of the following are external factors that affect the HR system?

A) legal and socioeconomic environments
B) vision, values, and mission
C) strategic objectives and organizational requirements
D) personnel competence, commitment, and effectiveness

Question 38

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What would be a critical initial question you would want to ask to assess TS Inc.'s recruitment and selection practices?

A) What are the personnel needs of TS Inc.?
B) What are the external factors affecting the human resource and organizational strategies?
C) What are the human resource information system needs of TS Inc.?
D) How ready and committed is TS Inc. to moving beyond traditional practices to a more technical approach?

Question 39

Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices?

A) human rights, privacy, and security issues
B) rapid advances in information technology
C) changing work force demographics
D) total compensation and reward strategy

Question 40

Which of the following is NOT a principle for the Canadian Code of Ethics for Psychologists?

A) support for diversity
B) responsibility to society
C) integrity in relationships
D) respect for dignity of persons

Question 41

Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.

Question 42

All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Practitioner designation.

Question 43

Bad hires may cost an organization as much as 30 percent of a new hire's earnings.

Question 44

Recruitment refers to the choice of job candidates from a previously generated pool of candidates.

Question 45

Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.

Question 46

Two internal factors affecting an HR system are legislative requirements and the socioeconomic environment.

Question 47

Two external factors that affect the HR system are economic and legal context.

Question 48

Which of the following is a step that must be completed in the Recruitment and Selection Action Plan?

A) Conduct short screening interviews.
B) Develop selection criteria.
C) Conduct valid and reliable employment tests.
D) Advertise vacancy to current employees.

Question 49

Ethical decision making is always clear-cut.

Question 50

Talent management comprises the training and development of current employees.

Question 51

What is an HRIS?

A) a computerized version of an HR system
B) a payroll and benefits processing method
C) a method of identifying new recruits
D) a computer-based system that tracks and manages employee data

Question 52

Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection.

Question 53

Psychologists must follow ethical standards when carrying out employment tests. What type of issue are they involved with in applying ethical standards?

A) confidentiality of the test results
B) strategic contribution of tests to organization effectiveness
C) informed consent of the test taker
D) competence of test administrators and evaluators

Question 54

Recruitment and selection are but one component of the HR system.

Question 55

Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession.

Question 56

Effective human resource managers are systems thinkers.

Question 57

Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization.

Question 58

Refer to Figure 1.1 and discuss how recruitment and selection interacts with the other major HRM functions and the organization as a whole.

Question 59

Empirical studies demonstrate that organizations using effective recruitment and selection practices gain a competitive advantage in the marketplace.

Question 60

HRM must coordinate human resource activities with all parts of the organization and people.

Question 61

What are the advantages of obtaining a professional designation such as the CHRP?

Question 62

List several ways that recruitment and selection are important to organizations.

Question 63

What two basic principles ensure that human resource systems function properly?

Question 64

It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value of their staffing processes. This can be done by measuring specific criteria and analyzing the bottom-line costs and benefits. Describe three potential costs and benefits of an effective recruitment and selection process. Reflect on an organization you have worked for (or are familiar with), and explain how you might measure the value of recruitment and selection to the organization's bottom line.

Question 65

Describe two examples of the current socioeconomic and demographic composition of the Canadian work force. Identify how these factors may affect human resources recruitment and selection. (You may expand this question to incorporate "employer of choice.")

Question 66

Define and describe the differences between human resource planning, recruitment, selection, staffing, and retention.

Question 67

What factors can be assessed in order to measure the impact of effective human resources management practices?

Question 68

Describe five socioeconomic factors that influence Canadian organizations, and explain how they influence recruitment and selection in this country.

Question 69

What are ethics and how do they relate to recruitment and selection?