Deck 4: Employee On-Boarding: Recruitment and Selection

Question 1

What is the term a manager uses to describe an opportunity a guest has to form a lasting impression about an operation?

A) Marketing
B) Moment of truth
C) Product purchase
D) Service experience

Answer 1

B

Question 2

A job analysis identifies specific tasks to be done in a job as well as the

A) pay workers will receive for completing the tasks.
B) times of the day in which the tasks must be completed.
C) amount of time it takes a trained worker to complete the tasks.
D) knowledge and skills workers must have to complete the tasks.

Answer 2

D

Question 3

Employers with excellent reputations will most often enjoy the benefits of

A) recruiting from a larger pool of potential workers.
B) recruiting from a smaller pool of potential workers.
C) paying hourly wages substantially less than their competitors.
D) paying hourly wages substantially higher than their competitors.

Answer 3

A

Question 4

A pre-employment test that effectively measures what it is intended to measure is considered to be

A) valid.
B) lawful.
C) reliable.
D) dependable.

Question 5

The best interests of the employer and employee are served when pay rates for positions are reasonable and

A) competitive.
B) as low as possible.
C) as high as possible.
D) range from very high to very low.

Question 6

Which type of constraint would prevent a lounge manager from recruiting only attractive females to fill vacant bartending positions?

A) Legal
B) Industry
C) Economic
D) Organizational

Question 7

Which type of search is most likely to improve an organization's employee morale?

A) Internal search
B) External search
C) Outsourced search
D) Search initiated with a blind ad

Question 8

The two key factors addressed by using effective on-boarding tactics in an organization are employee welcoming and employee

A) training.
B) coaching.
C) integrating.
D) programming.

Question 9

In some very specific cases, employers can legally ask interview questions about a job candidate's

A) age.
B) race.
C) religion
D) ethnicity.

Question 10

The EEOC defines a job applicant as any person who

A) is interviewed for a vacant position.
B) is selected to permanently fill a vacant position.
C) indicates an interest in being considered for a vacant position.
D) has all the qualifications and skills required to fill a vacant position.

Question 11

Providing a needed sign language interpreter during the employee interview process is an example of an organization complying with the

A) Age Discrimination Act.
B) Fair Labor Standards Act.
C) Americans with Disabilities Act.
D) Patient Protection and Affordable Care Act.

Question 12

A city has 144,000 people living in it that are unemployed but seeking work. The city contains a total of 1,200,000 workers. What is the unemployment rate in the city?

A) 8%
B) 10%
C) 12%
D) 14%

Question 13

An organization most often uses an outsourced search to

A) fill an executive position.
B) minimize its recruitment costs.
C) fill a large number of lower-level positions at one time.
D) maximize the starting pay of the candidate it chooses to fill a vacancy.

Question 14

When do an organization's on-boarding efforts begin?

A) During recruiting
B) After selection
C) During orientation
D) After training

Question 15

Which type of constraint would prevent an HR manager from paying a wage rate that is twice as high as the prevailing community wage rate when offering positions to workers recruited for hard-to-fill positions?

A) Legal
B) Industry
C) Economic
D) Organizational

Question 16

A blind ad used for employee recruiting always excludes information about the

A) title of the position being filled.
B) pay range of the position being filled.
C) name of the employer offering the job.
D) deadline for submitting letters of interest and applications.

Question 17

Inbreeding is a potential HR problem that an organization could encounter if it relies too heavily on

A) internal searches.
B) external searches.
C) word-of-mouth advertising.
D) employee referral programs.

Question 18

When employment is at-will, who may terminate the employment at any time and for any legal reason?

A) Employees only
B) Employers only
C) Both employers and employees
D) Neither employers nor employees

Question 19

What is the most effective recruitment tool to use when the best candidates for vacant positions are believed to be currently employed by an organization?

A) Internal search
B) External search
C) Word-of-mouth advertising
D) Employee referral program

Question 20

When filling its vacant positions, nepotism is a potential problem that could arise if an organization relies too heavily on

A) internal searches.
B) external searches.
C) word-of-mouth advertising.
D) employee referral programs.

Question 21

A pre-employment test that consistently measures what it is supposed to measure is considered

A) valid.
B) lawful.
C) reliable.
D) dependable.

Question 22

If, in the course of his employment, it becomes obvious that a worker is clearly unsuitable for a job, yet he is still retained in that job, it could open his employer to legal charges of

A) defamation.
B) negligent retention.
C) preemptive damages.
D) quid pro quo employment.

Question 23

When a conditional job offer letter is used, a legally binding employment agreement takes effect only when the employee accepts the terms of the job offer letter and

A) begins his or her first day of work.
B) fulfills any requirements identified in the letter.
C) returns a signed copy of the letter to the employer.
D) formally notifies his or her former employer of the intent to resign.

Question 24

How many days from the time of hire does the US Citizenship and Immigration Service give employers to secure a new employee's completed Form I-9?

A) 1
B) 3
C) 7
D) 10

Question 25

To minimize their chances of becoming involved in a lawsuit alleging defamation, HR managers should exercise extreme caution when participating in employee

A) pay disputes.
B) reference checks.
C) recruiting and selection efforts.
D) interview and screening activities.