Question 1

Screening must be done with great care as this process is often prone to errors.There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job.

Accepted Answer

False negatives in screening refer to individuals who actually have the potential or qualifications for success in a position but are incorrectly assessed or overlooked during the screening process, thus not selected for the job.

Question 2

Recruitment involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

Accepted Answer

Recruitment is the process of attracting, screening, and selecting qualified people for a job at an organization or firm, while the identification of individuals from the applicant pool who have minimum qualifications for the targeted position is more accurately described as part of the selection process, not recruitment.

Question 3

Screening refers to the early stages of a sequential selection process in which applicants who meet
the selection criteria are selected for further consideration and more assessment.

Accepted Answer

Screening is indeed the initial stage of a selection process where applicants who meet the basic selection criteria are selected for further consideration.

Question 4

It is important to look for career regression and unexplained gaps in work or education when reviewing a résumé from a potential applicant.

Accepted Answer

It is important to review a candidate's résumé thoroughly and identify any unexplained gaps in their work or education history, as well as any signs of career regression, to ensure they have the necessary qualifications and experience for the job.

Question 5

Selection identifies whether candidates who applied for a position meet minimum requirements.

Accepted Answer

The answer of Selection identifies whether candidates who applied for...

Question 6

The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description.

Accepted Answer

The intent of a résumé is to provide a concise and truthful overview of a job applicant's education, work experience, skills, and accomplishments in order to serve as an introduction to potential employers.

Question 7

Screening seeks to find a sufficient number of qualified applicants.

Accepted Answer

The answer of Screening seeks to find a sufficient number...

Question 8

Individuals who are predicted to perform successfully for a given position, but who do not perform as satisfactorily when placed on the job, are referred to as false negatives.

Accepted Answer

Individuals who are predicted to perform poorly for a given position, but who actually perform satisfactorily when placed on the job, are referred to as false negatives.

Question 9

Weighted application blanks are developed in relation to criterion measures of performance established for current and previous employees.

Accepted Answer

Weighted application blanks are designed to assess the candidate's qualifications and experience related to the job's performance criteria established from the current and previous employees' performance. Hence, the statement is true.

Question 10

Screening begins before the Human Resources Department receives the application.

Accepted Answer

Screening typically begins after the Human Resources Department receives the application, as it is the process of reviewing applications to determine which candidates meet the minimum qualifications for a position.

Question 11

Compared to other screening and selection tools, biodata tends to have little or no adverse impact.

Accepted Answer

This statement is true. Biodata tends to have little or no adverse impact compared to other screening and selection tools. This is because biodata focuses on past behaviors, experiences, and achievements, rather than personal characteristics such as race, gender, or age, which can potentially lead to adverse impact.

Question 12

The first impression created by the résumé is not a factor in screening.

Accepted Answer

The first impression created by the résumé is often the primary factor in the initial screening process, as it can determine whether or not the applicant meets the basic qualifications and requirements for the position.

Question 13

Reference information is usually collected through telephone interviews with the referees by using a checklist of job-related questions.

Accepted Answer

This statement is true.

Question 14

Which of the following describes the result of a research study that examined the relationship between recruiters' evaluations of candidates based on Facebook profiles and candidates' subsequent performance on the job
A)Highly rated candidates became high-performing employees.
B)Low-rated candidates were not offered jobs.
C)Recruiter ratings were poor predictors of job performance between recruiter ratings and candidate job performance.
D)Male applicants were favoured over female candidates.

Accepted Answer

The result of the research study shows that recruiter ratings based on Facebook profiles did not predict job performance. Therefore, choice C is the best answer. The study did not provide information about whether highly rated candidates became high-performing employees or if male applicants were favoured over female candidates, so choices A and D are not supported by the information provided. Additionally, the study only focused on the relationship between Facebook profiles and job performance, so choice B is not applicable.

Question 15

Reference checks generally take place early in the screening process as a way to reduce the applicant pool.

Accepted Answer

Reference checks typically occur later in the screening process, after the applicant pool has been narrowed down to a select few candidates who appear to be a good fit for the position.

Question 16

Screening is the first step of the selection process.It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

Accepted Answer

Screening is indeed the first step of the selection process where the minimum qualifications for the targeted position are identified from the applicant pool.

Question 17

WABs are particularly effective in predicting overall job performance.

Accepted Answer

There is not enough evidence to support that WABs (Work sample tests, Ability tests, and Biographical data tests) are particularly effective in predicting overall job performance. It is generally recommended to use a combination of different types of assessments to have a more accurate prediction of job performance.

Question 18

Before any screening tool is used, it should be reviewed with respect to human rights legislation.

Accepted Answer

It is important to review any screening tool, including those used in healthcare, with respect to human rights legislation in order to ensure that it does not discriminate against any individuals or groups based on protected characteristics such as race, gender, or disability. This is a necessary step in promoting equitable and just healthcare practices.

Question 19

A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.

Accepted Answer

A weighted application blank is a specialized job application form where different weights are assigned to the responses or information provided by applicants, which are then used to predict the applicant's suitability for the job. It's not just a basic information form but a tool for evaluating candidates more effectively.

Question 20

Reference checks require a job applicant's consent for an employer to gather information about the candidate from any referees.

Accepted Answer

It is important to seek the consent of the job applicant before conducting reference checks to gather information about them from referees. This helps to protect the privacy of the candidate and ensure that they are aware of what information is being collected and how it will be used in the hiring process.

Quiz 7: Selection I: Applicant Screening