Question 1

Molleenz, a visual effects company, has multiple openings for the positions of compositor, concept artist, digital preparation artist, layout artist, and match move artist. Due to the high attrition rate in the company, the recruitment team decides to post and update these openings on the company website. Job applicants can create a temporary user login on the website to apply for the openings of their choice. In this scenario, Molleenz is engaged in _____.

Accepted Answer

Molleenz is engaged in external recruiting by posting job openings on their website to attract job applicants.

Question 2

Bernicald, a fashion e-commerce site that has openings for the posts of content analysts and Internet marketing analysts, decided to advertise its requirements on social media websites. In this scenario, Bernicald is engaged in the process of _____.

Accepted Answer

Bernicald is engaged in the process of external recruiting by advertising its job openings on social media websites.

Question 3

Crepogip, a publishing company, wants to hire copy editors. In order to accurately predict future job performance of the candidates, it makes the candidates undergo a test that assesses their language skills. In this scenario, Crepogip is engaged in the process of _____.

Accepted Answer

Crepogip is engaged in the process of validation, which involves establishing the validity and reliability of a test to predict future job performance. This helps the company make hiring decisions based on objective measures of candidate abilities rather than subjective factors like intuition or personal biases. Retrenchment, performance appraisal, and background verification are all separate HR processes unrelated to this scenario.

Question 4

Agnestorm, a game designing company, has one opening each for the positions of game designer, game programmer, and game artist. The company decides to invite walk-ins to find the right candidates to fill these positions. In this scenario, Agnestorm is engaged in the process of _____.

Accepted Answer

Agnestorm is using external recruiting by inviting walk-ins to find candidates to fill the positions. Structural accommodation refers to making changes within the organization to accommodate different groups of employees. Validation refers to the process of ensuring that selection methods are valid and reliable. Downsizing refers to the process of reducing the workforce.

Question 5

Mathrans, a textile firm, wants to hire two costume designers for a new movie project. To precisely determine the future job performance of the job applicants, the company makes them take a test that assesses their sense of color and design, expertise in distressing techniques and fabric qualities, skills in machining and bead work, and knowledge of millinery and wig work. This scenario best illustrates the process of _____.

Accepted Answer

The scenario best illustrates the process of validation, which is the process of determining the job-relatedness of a selection test by analyzing the test scores of current employees who are successful on the job and comparing them to the test scores of applicants. The company wants to ensure that the test accurately measures the skills and abilities required for the job, so they are administering the test to potential candidates to evaluate job performance. The other options (retrenchment, performance appraisal, and background verification) do not accurately describe the scenario presented.

Question 6

It is a violation to ask a female applicant for her _____ in a job application form.

Accepted Answer

Asking for a female applicant's maiden name can be seen as discriminatory, as it can indicate an intention to delve into her marital status or family background. It is not relevant to her job qualifications and is therefore a violation. Educational history, work experience, and address are all relevant job-related information that can be requested on a job application form.

Question 7

After the chief executive officer of Wradamt Inc. resigned, the human resources department of the company placed an advertisement in several leading newspapers inviting applicants with the requisite qualifications and work experience. In this scenario, Wradamt Inc. is engaged in _____.

Accepted Answer

Wradamt Inc. is engaging in external recruiting, which involves seeking out applicants from outside the company to fill job vacancies. Structural accommodation involves modifying the organizational structure to better meet the needs of the company, validation refers to ensuring that a selection tool accurately measures what it is intended to measure, and downsizing involves reducing the size of the workforce. None of these options are applicable in this scenario.

Question 8

Claudia was recruited as the chief marketing officer of Boafil, an automobile manufacturing company, even though her previous employer refused to disclose any details about her. In the context of references and background checks, Boafil is most likely to face a _____.

Accepted Answer

The situation described in the scenario implies that Boafil did not carry out adequate background checks on Claudia before hiring her, which could result in a negligent hiring lawsuit if she fails to perform her job duties or causes harm to the company. A wrongful discharge lawsuit would only arise if Boafil terminated Claudia's employment unfairly, while downsizing and dysfunctional turnover lawsuits are not relevant to this scenario.

Question 9

Due to an increase in its employee turnover, a company decides to be very thorough in gathering accurate information about its job applicants. It decides to take steps to uncover all job-related information not provided by the applicants so as to hire only those candidates who have a consistent employment history. Given the scenario, the company should conduct _____.

Accepted Answer

The company should conduct background checks as it wants to uncover job-related information not provided by the applicants so as to make sure that it hires only those candidates who have a consistent employment history. Background checks can reveal details about the candidate's employment history, education, criminal records, and other relevant information.

Question 10

In the context of recruitment, which of the following best defines validation?

Accepted Answer

Validation in the context of recruitment refers to the process of determining how well a selection test or procedure predicts future job performance. This involves conducting research and analyzing data to ensure that the selection process is valid, reliable, and unbiased. It is an important step in making informed hiring decisions and selecting candidates who are most likely to be successful in their roles. Options A, B, and D are not related to the concept of validation in recruitment.

Question 11

The recruitment team at Pathjomp, a software company, rejects the applications of candidates who do not provide contact details of their previous employers, supervisors, or coworkers who can furnish further job-related information about the candidates. This scenario illustrates that Pathjomp gives high importance to _____.

Accepted Answer

The rejection of candidates who do not provide contact details of their previous employers, supervisors, or coworkers indicates that employment references are highly valued by Pathjomp.

Question 12

Fatimah has been hired for the post of a secretary at Mauve Corp. The company conducts a routine background check based on the information provided by Fatimah. Unfortunately, her previous employer declines to provide meaningful references or details about her job history. However, Mauve Corp. ignores this lack of data and assumes that she is a credible employee. Mauve is at the risk of _____ lawsuits.

Accepted Answer

Mauve Corp. is at risk of negligent hiring lawsuits because they have not conducted proper due diligence and background checks on a potential employee. Negligent hiring refers to the legal concept that employers have a duty of care for their employees and are responsible for ensuring that they are not exposing their staff, customers or the public to any foreseeable harm. In this case, if Fatimah has a history of misconduct or dangerous behavior that could have been discovered through proper pre-employment screening, Mauve Corp. could be held liable for any harm caused by her actions.

Question 13

After deciding to open a new branch in the city of Rivienques, Brempath Bank posted all the job openings for the new branch in an Internet job site called Jobifynn.com. In this scenario, Brempath Bank is engaged in _____.

Accepted Answer

Brempath Bank is engaged in external recruiting, which involves seeking and attracting qualified individuals from outside the organization to fill job openings. By posting job openings on an internet job site, the bank is advertising for vacancies to a wider audience beyond its existing staff.

Question 14

Victor applied for the position of a field service technician at an electronics manufacturing company where he was assessed for his problem-solving skills, customer service skills, organizational skills, and his ability to work quickly under pressure without supervision. Given this information, which of the following selection tests was conducted by the company?

Accepted Answer

A specific ability test is designed to measure a specific skill or ability, such as problem-solving, customer service, organizational skills, or the ability to work quickly under pressure without supervision.

Question 15

Zenzar Corp. is a software firm that plans to hire technical writers for its new project. The job requires candidates with good technical writing skills. Which of the following tests would be appropriate to test this ability of candidates?

Accepted Answer

A specific ability test, such as a technical writing exam, would be the most appropriate choice to test candidates' technical writing skills. The other options, such as a psychometric test, mechanical aptitude test, or personality test, are not tailored to specifically assess technical writing abilities.

Question 16

The recruitment head at Auburn Inc. circulated an email to all the employees requesting them to share profiles of suitable candidates for a job opening in the company. Pamela forwarded one of her friends' résumé to the recruitment head as she felt that her friend's expertise would suit the job description. Which of the following methods of recruitment has Auburn Inc. adopted in this scenario?

Accepted Answer

Auburn Inc. has adopted the employee referral method of recruitment as it is mentioned that the recruitment head requested all employees to share profiles of suitable candidates for the job opening, and Pamela forwarded her friend's résumé, which is an example of employee referral.

Question 17

While recruiting law graduates through campus placements, the recruitment team at Prangley, a law firm, asks the universities to furnish details about candidates that are not disclosed in their résumés. These details include remarks of the candidates' project guides, disciplinary actions taken against the candidates, and attendance history of the candidates. In the context of job selection, this scenario best illustrates _____.

Accepted Answer

This scenario best illustrates background checks, where the recruitment team is seeking additional information about the candidates that may not be disclosed in their resumes. This can include disciplinary actions or attendance history, which are not typically included in a traditional resume.

Question 18

Which of the following is a difference between internal recruiting and external recruiting?

Accepted Answer

The main difference between internal and external recruiting is that internal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company. Option A is incorrect because internal recruiting usually has lower start-up time and costs. Option B is incorrect because both internal and external recruiting methods can include employee referrals and job postings. Option C is incorrect as internal recruiting can involve hiring active or passive candidates.

Question 19

Benjamin, a creative director at a marketing firm, is responsible for conducting the final round of interviews for those who apply for the posts of advertising and editorial photographer, graphic artist, and graphic designer. As part of the interview, he asks candidates to furnish contact details of the supervisors of their previous jobs. This scenario illustrates that Benjamin gives high importance to _____.

Accepted Answer

Benjamin is asking for the contact details of the candidates' previous job supervisors as a reference to evaluate their past performance and suitability for the job. This indicates that he gives high importance to employment references in the hiring process.

Question 20

When Tamara applied for the position of a fashion photographer at a monthly magazine, she had to go through an interview test that assessed her photography skills and her capability to operate effectively under pressure. Given this information, which of the following selection tests did Tamara most likely undergo?

Accepted Answer

The answer of When Tamara applied for the position of...

Quiz 11: Managing Human Resource Systems