Question 1

In a structured interview, _______________.

Accepted Answer

In a structured interview, a set of standardized questions are asked of all job applicants, which helps ensure consistency and fairness in the interview process. Candidates may meet with one or more interviewers, but the key feature of a structured interview is the use of standardized questions. Option A describes a group interview, while option C describes a panel interview, neither of which necessarily involves a structured format. Option D describes computer-assisted interviews, which may or may not be structured.

Question 2

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

Accepted Answer

The recruiter is evaluating multiple predictors, including the candidate's experience, test scores, education, and work references. This means that they are looking at various factors to determine the candidate's suitability for the role, which is characteristic of using multiple predictors in the selection process.

Question 3

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

Accepted Answer

Training new hires is cheaper and faster because of their prior external experience.

Question 4

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

Accepted Answer

A selection criterion is a characteristic that a person must possess to successfully perform work, as it outlines the specific skills, attributes, or qualifications that are necessary for the job.

Question 5

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.

Accepted Answer

The compensatory approach to selection involves balancing out strengths and weaknesses in different areas of an applicant's profile. In this case, a higher score on the admissions test compensates for a lower undergraduate GPA.

Question 6

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

Accepted Answer

Ability tests are designed to assess an individual's potential to perform in a specific manner. Aptitude tests measure an individual's capability to learn or acquire skills, knowledge tests assess an individual's understanding of a particular subject or area, and behavioral tests evaluate an individual's personality traits or behavioral tendencies.

Question 7

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

Accepted Answer

Asking clear, closed-ended questions is not the trait of a talented recruiter. A talented recruiter should ask open-ended questions that allow the candidate to elaborate on their skills, experiences, and qualifications.

Question 8

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

Accepted Answer

The process described is called selection.

Question 9

Cognitive ability tests measure an individual's _______________.

Accepted Answer

Cognitive ability tests measure an individual's thinking, memory, reasoning, and verbal and mathematical abilities.

Question 10

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

Accepted Answer

Continuous efforts in recruiting allow employers to maintain a presence in the recruiting market, which can lead to better talent acquisition and retention. This can enhance the employer's reputation and help them to stay ahead of the competition.

Question 11

Federal immigration law requires employers to _______________.

Accepted Answer

Employers must verify the employment eligibility of new hires by completing Form I-9 within three days of hiring, which involves checking if the applicant is a U.S. citizen, registered alien, or has work authorization.

Question 12

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

Accepted Answer

A selection interview is conducted to gather more information about a candidate and to clarify any details from the selection process.

Question 13

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

Accepted Answer

Employment branding refers to the process of creating and promoting a unique image of an organization as an attractive employer to its current and prospective employees. It helps in attracting and retaining employees by establishing a positive reputation, creating a sense of pride and belonging among employees, and standing out from competitors in the job market. Therefore, it is considered crucial for organizations to focus on their employment branding efforts.

Question 14

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

Accepted Answer

The system described in the question is referring to internal mobility, which is the process of creating career opportunities for current employees within the company. Resuming mining and applicant tracking systems are more focused on external candidates and collecting resumes from job seekers. Employer career websites are a tool for job seekers to search for open positions within the company, but do not necessarily track prospects and match them with job openings.

Question 15

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.

Accepted Answer

Negligent retention refers to a situation where an employer continues to employ a worker who they know or should reasonably have known poses a risk to the safety of others. This can result in legal action if the employee causes harm to another worker as a result of their behavior. Negligent hiring refers to a situation where an employer hires someone who is not qualified for the job and their lack of qualifications results in harm to others. Wrongful employment and wrongful discharge do not relate specifically to situations where an employee poses a safety risk to others.

Question 16

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

Accepted Answer

Performing a thorough background check of all applicants is mainly done to avoid a negligent hiring charge, which occurs when an employer hires a person without performing a reasonable background check or disregards information that would have raised concerns about the candidate's fitness for the job. This can lead to liability for damages caused by the employee's actions, such as theft or violence in the workplace. While complying with EEOC requirements, uncovering resume fraud, and verifying criminal history are also important reasons for conducting background checks, the main legal reason is to avoid negligent hiring charges.

Question 17

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

Accepted Answer

Placement of human resources involves matching the skills and competencies of employees with the requirements of the job positions. Therefore, it should be seen as a matching process. While other functions, such as public relations and line management, may be involved in the process, ultimately it is the responsibility of HR to ensure that the right people are in the right roles.

Question 18

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

Accepted Answer

Labor markets are external supply pools from which employers attract employees.

Question 19

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

Accepted Answer

The primary purpose of an application form is to gather information about the applicant's qualifications, experience, and suitability for the position, not to determine if the applicant can perform the essential functions of the job. This determination is typically made through interviews, assessments, and sometimes physical examinations, depending on the job requirements.

Question 20

The purpose of pre-employment screening is to _______________.

Accepted Answer

The purpose of pre-employment screening is to determine if applicants meet the minimum qualifications for open jobs. While pre-employment screening may also provide a realistic job preview, encourage potential job candidates to explain how they are qualified, and obtain information for an EEO report, the primary purpose is to assess minimum qualifications.

Quiz 4: Staffing: Recruiting and Selection