Deck 4: Staffing: Recruiting and Selection

Question 1

The staffing process is based on the key components of _____ and _____

A)Investigation and retention
B)legal orientation and recruiting
C)testing and placement
D)HR planning and retention

Answer 1

D

Question 2

Leadership, cooperation, and openness are examples of:______________.

A)halo effect
B)selection bias
C)soft skills
D)outdated selection criteria

Answer 2

C

Question 3

If the number of available candidates only equals the number of people to be hired, _______________.

A)no real selection is required
B)there can be perfect matching of jobs with people
C)the staffing process has been successful
D)the labor market is "optimal"

Answer 3

A

Question 4

Which is a disadvantage of using PEOs for staff leasing?

A)Higher benefit costs
B)Higher total payroll costs
C)Increased record keeping
D)Complexity in the payroll function

Question 5

involves fitting a person to the right job.

A)Placement
B)Interviewing
C)Selection
D)Staffing

Question 6

External recruiting sources include _______________.

A)former employees
B)labor unions
C)job posting and bidding
D)friends of current employees

Question 7

Which of the following is given as a disadvantage of recruiting internally?

A)The firm may not select someone who will "fit" the job.
B)It is difficult to assess the abilities of the individual.
C)The firm can only hire at entry level.
D)A management development program is needed.

Question 8

Job fairs are primarily useful for _______________.

A)identifying who is currently on the job market
B)filling a large number of jobs quickly
C)assessing the current state of the labor market
D)comparing compensation packages with competing firms

Question 9

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

A)requisitioning
B)acquiring
C)pre-selecting
D)recruiting

Question 10

A company learns that an employee has been convicted of violent crime in the past, but allows him to continue in a position where he is often alone with customers.The organization may face liability for _________

A)negligent hiring
B)public menace
C)detrimental selection
D)negligent retention

Question 11

Which of the following statements is true about using the Internet for recruiting?

A)Employers have found the use of internet recruiting is a way to save on cost.
B)It is an easy way to find interested, qualified candidates.
C)Internet recruiting has not lived up to its expectations.
D)HR staff has found that internet recruiting has reduced their workloads.

Question 12

The view of an organization that is held by both employees and outsiders is called the organization's _______.

A)brand
B)PR profile
C)Label
D)projection

Question 13

Halo effect and "Devil's Horns" are associated with which selection activity?

A)Interviews
B)Background checking
C)Testing
D)Preliminary screening

Question 14

A presentation to an applicant of a balanced view of a job is called a/an ________

A)realistic job preview
B)orientation
C)preliminary overview
D)optimistic job preview

Question 15

Which of the following approaches would most likely increase motivation for employees to stay and grow in the organization rather than pursuing career opportunities elsewhere?

A)filling openings internally
B)listing open positions on the organization's web page
C)recruiting from the local universities and colleges
D)providing increased technical training opportunities

Question 16

One characteristic of Internet recruiting is:_________

A)Delays applicant responses
B)More expensive than newspaper advertising
C)Produces a wider applicant pool
D)Screens out job "browsers"

Question 17

What is a primary advantage of recruiting through professional and trade associations?

A)Firms can gain access to specialized professionals needed in an industry.
B)Firms can obtain competitors' secrets.
C)Individuals hired from competitors have enhanced motivation because they have decided to take another position in the same industry.
D)Firms can hire candidates at more competitive salaries.

Question 18

The process matches people with jobs through _______________ and _______________.

A)placement; staffing; recruiting
B)staffing; recruiting; selection
C)recruiting; selection; placement
D)selection; screening; placement

Question 19

The director of HR realizes that the KSAs currently used for hiring entry-level engineers are outdated.In order to establish which KSAs are needed, a _______________ is required.

A)selection requirements study
B)performance appraisal analysis
C)test validation
D)job analysis

Question 20

In some industries such as , unions have traditionally supplied workers to employers.

A)entertainment
B)publishing
C)law enforcement
D)construction

Question 21

In a structured interview, _______________.

A)all candidates meet in the same room 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)computers are used to devise a set of questions

Question 22

A recruiter who uses a candidate's experience, test scores, education, and work references in the selection process is evaluating _______________.

A)multiple predictors of selection criteria
B)selection criteria for employee characteristics
C)selection criteria for multiple hurdles
D)multiple hurdles of selection criteria

Question 23

One of the disadvantages of filling jobs externally, as compared to internally, is that new hire training is more expensive and takes longer.

Question 24

A/An is a characteristic that a person must possess to successfully perform work.

A)validator
B)essential element
C)selection criterion
D)predictor

Question 25

A graduate school admissions office believes that a higher score on an admissions test might offset an applicant's lower undergraduate grade point average.This is an example of the ______approach to selection.

A)Multiple hurdles
B)Affirmative action
C)Compensatory
D)Liberal

Question 26

Tests that assess an individual's ability to perform in a specific manner are called _______________.

A)aptitude tests
B)knowledge tests
C)ability tests
D)behavioral tests

Question 27

A talented recruiter will effectively interview the job candidate, which consists of all of the following except _______________.

A)asking clear, closed-ended questions
B)planning what information to collect from the candidate
C)stopping the interview when all necessary information has been collected
D)identify specific areas for questioning

Question 28

Recruitment is the process of choosing individuals with qualifications needed to fill jobs in an organization.

Question 29

Cognitive ability tests measure an individual's _______________.

A)abilities such as strength, endurance, and muscular movement
B)thinking, memory, reasoning, and verbal and mathematical abilities
C)ability to perform in a specific manner
D)dexterity, hand-eye coordination, and arm-hand steadiness

Question 30

The advantage of continuous efforts in recruiting is that it keeps the employer in the recruiting market.

Question 31

Federal immigration law requires employers to _______________.

A)obtain clearance from the Department of Labor and Social Security Administration of a candidate it wishes to hire
B)send copies of all identification and work authorization documents submitted by employees to the United States Citizenship and Immigration Service.
C)determine whether the job applicant is a U.S.citizen, registered alien, or illegal alien, within 72 hours of hiring
D)contact the Department of Homeland Security if an illegal alien applies for a job without proper work authorization

Question 32

The purpose of a/an is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

A)polygraph test
B)application form
C)selection interview
D)reference check

Question 33

"Employment branding" is a crucial to attracting and retaining employees.

Question 34

A system that tracks prospects in the company and matches them with jobs as they come open is called _______________.

A)resume mining
B)internal mobility
C)applicant tracking
D)employer career websites

Question 35

When an employer becomes aware that a current employee may be a risk to the safety of other employees, the employer may face a charge of _______________ if they continue to employ that person.

A)negligent hiring
B)negligent retention
C)wrongful employment
D)wrongful discharge

Question 36

The main legal reason for performing a thorough background check of all applicants is _______________.

A)to comply with EEOC requirements
B)to undercover resume fraud
C)to verify a candidate's criminal history
D)to avoid a negligent hiring charge

Question 37

More than anything else, placement of human resources should be seen as a/an ______________.

A)public relations activity
B)line management responsibility
C)matching process
D)HR unit responsibility

Question 38

Labor markets are the internal supply pool from which employers attract candidates for jobs.

Question 39

Which of the following is not a purpose of the application form?

A)It is used to determine if the applicant can perform the essential functions of the job.
B)It can be used for research on the effectiveness of the selection process.
C)It is a record of the applicant's desire to obtain a position.
D)It provides the interviewer with a profile of the applicant.

Question 40

The purpose of pre-employment screening is to _______________.

A)provide a realistic job preview
B)encourage potential job candidates to explain how they are qualified for the job
C)determine if applicants meet the minimum qualifications for open jobs
D)obtain information for an EEO report

Question 41

A job posting is used by an organization to provide notices of job openings for employees to respond to.

Question 42

Employers should be careful of current-employee referrals as a recruitment source, as too much could result in equal employment opportunity violations.

Question 43

List the steps in a typical selection process.

Question 44

When scores from individual predictors are added together into a total combined score, the compensatory approach of combining predictors is being used.

Question 45

A software approach to getting the best resumes for a fit from a big database is called applicant tracking.

Question 46

What strategies might help organizations better manage selection activities?

Question 47

Ability, motivation, and intelligence are all predictors of selection criteria.

Question 48

The most effective interviewers tend to have an innate talent in communicating with people.

Question 49

Describe why strategy and HR planning play such a key role in the recruiting process.

Question 50

The Myers-Briggs test is an example of an honesty/integrity test.

Question 51

Describe some of the external sources of job candidates.