Question 1

As an important step in the human resource selection process,which of the following will expedite the process of conducting background investigations and promises to get suitable results?

Accepted Answer

Hiring services such as LexisNexis to conduct criminal checks and driving records will expedite the process of conducting background investigations and promises to get suitable results. This is because these services specialize in conducting comprehensive background checks and can provide accurate and reliable information in a timely manner.

Question 2

Andrew took a job with a company that strives to market several new consumer products each year.Prior to this position,he worked in a research lab at a university where he studied nanotechnology.He accepted the new position because the salary was significantly above what he previously made.Within a month's time at the new job,his manager began to have reservations about bringing him on board.Andrew seemed to prefer to work independently of others,and when he did interact with his new colleagues,he passed along subtle reminders of his extensive and superior academic credentials.From a recruitment standpoint,this situation serves as an indication of:

Accepted Answer

This situation highlights the importance of finding talent that not only has the necessary skills and education but also fits well with the company's culture. Andrew's behavior indicates that he may not be a good fit for the company's collaborative and team-oriented culture, which could ultimately harm productivity and morale. It also suggests that simply offering a high salary may not be enough to retain top talent if they are not a good cultural fit.

Question 3

During the employee selection process,the screening interview is often conducted by:

Accepted Answer

Typically, the screening interview is conducted by a member of the human resources department staff. They are trained to conduct interviews and are knowledgeable about the selection process and legal requirements. Current workers in the applicant's department may be biased or not have the necessary skills to conduct an interview. A selection committee consisting of managers from all departments or the company's affirmative action officer may be involved in later stages of the selection process, but not necessarily the initial screening interview.

Question 4

Which of the following statements about recruiting is most accurate?

Accepted Answer

Hiring employees who are not only skilled but also fit in with the firm's culture and leadership style can create a positive work environment and help with employee retention. Additionally, a good cultural fit can enhance teamwork and productivity. While internal recruiting can have some benefits, it can also limit the pool of applicants, whereas external recruiting can bring in fresh perspectives and talent. Small firms may struggle with recruiting due to limited resources and lack of brand recognition. There is no evidence to support the idea that using external sources for recruiting will result in higher morale among existing employees, as this is dependent on a variety of factors.

Question 5

Charlie is the director for a small non-profit company that provides jobs for disabled Americans.One of his most time consuming responsibilities is finding companies that are willing to hire his company to perform tasks such as bulk mailings and other small jobs that his employees can do in a reasonable amount of time.He needs to recruit an outside sales representative who can dedicate time to meeting with other firms and selling the services of the non-profit operation.Under the circumstances that Charlie's non-profit is similar to a small business with a small amount of funds dedicated toward the sales position,which of the following strategies may be a suitable approach to finding a good sales person?

Accepted Answer

Partnering with the local community college and testing out students who may want to intern with the non-profit is a budget-friendly and effective way to find a sales representative. This allows the non-profit to assess the student's skills and potential fit for the role without making a significant financial commitment. It also provides an opportunity for the student to gain practical work experience and potentially secure future employment with the non-profit. Option A is unethical and should be avoided. Option B may be difficult to find a qualified volunteer with the necessary skillset for the sales role. Option D may be too expensive for a small non-profit with limited funds.

Question 6

It is sometimes advantageous to hire from within because it _________.

Accepted Answer

Hiring from within helps maintain employee morale because it gives workers a chance to move up within the organization and rewards them for good work.

Question 7

The first step in the selection process is:

Accepted Answer

Obtaining complete application forms allows the employer to gather basic information about the candidate's qualifications and experience before moving onto the next steps in the selection process. This step helps filter out any candidates who do not meet the minimum qualifications for the position.

Question 8

Sally is a human resource manager with Weldun Cooking Supplies who needs to recruit sales professionals to fill several positions within her company.Sally is likely to rely on external recruiting sources if she:

Accepted Answer

Sally is likely to rely on external recruiting sources if she believes that Weldun's current employees do not have the qualifications necessary to successfully fill the positions. This means that she will need to look outside of the company to find the right candidates. The other options are not relevant to the decision to use external recruiting sources.

Question 9

Which of the following is an external recruitment source?

Accepted Answer

College placement bureaus are an external source of recruitment as they provide a pool of potential candidates from outside the organization. B, C, and D are all internal sources of recruitment as they involve current employees within the organization.

Question 10

The selection process may include a(n)______________,where employment is only guaranteed for a specified period of time,until either a permanent offer is extended or the employee is discharged.

Accepted Answer

A probationary period is a common practice in which an employee is hired for a specified period of time, usually 1-6 months, to determine if they are a good fit for the job and the company. During this time, the employer can assess the employee's job performance, work ethic, and overall fit with the organization. If the employee meets expectations, they may be offered a permanent position. If not, their employment may be terminated at the end of the probationary period.

Question 11

A _________________ is a check of a potential employee's work record,academic record,credit history,and recommendations.

Accepted Answer

A background investigation typically involves checking a potential employee's work record, academic record, credit history, and recommendations. A personality profile, fidelity appraisal, or character review may be included in a background investigation, but they are not the primary focus.

Question 12

Which of the following reasons makes the recruiting job more challenging?

Accepted Answer

When organizations have policies that demand promotions from within, it limits the pool of candidates available for the recruiting job and makes it more challenging to find suitable candidates from a limited pool. The other options do not necessarily make the recruiting job more challenging. Option A may make the job more specific, but not necessarily difficult. Option C mentions reverse discrimination, which is not a common practice in recruiting, and Option D suggests there are too many qualified candidates, which is not a typical challenge in the recruiting process.

Question 13

One way firms have made the application process more efficient and effective is by:

Accepted Answer

Using an artificial intelligence program can quickly assess qualifications and help the manager make an informed decision about whether to request an interview with the applicant. This saves time and resources for both the firm and the applicant. Option A is not relevant to the question, while option B is not recommended as it is illegal to ask for personal characteristics that are not job-related. Option D may lead to biased hiring practices and may not attract the most qualified candidates.

Question 14

One of the main complaints made by critics of employment tests is that these tests:

Accepted Answer

Critics claim that employment tests may discriminate against certain groups, such as minorities or people with disabilities. This is because the tests may not accurately measure job-related skills and knowledge, which could result in unfair hiring practices. Additionally, some tests may be biased against certain cultural backgrounds or may not take into account diverse learning styles.

Question 15

According to the American with Disabilities Act,which of the following is not an appropriate screening tool?

Accepted Answer

According to the Americans with Disabilities Act (ADA), medical exams cannot be used as a pre-employment screening tool. Employers are prohibited from asking about a candidate's disability or requiring medical examinations until after a job offer has been made.

Question 16

When managing your human resources,_____________ is the process of deciding who should be hired,under legal guidelines,to serve the best interests of the individual and the organization.

Accepted Answer

Selection is the process of deciding which candidate to hire after all legal guidelines have been followed and evaluating the best interests of both the individual and the organization. While interviewing and applicant analysis are important steps in the selection process, selection specifically refers to the final decision-making stage. Performance appraisal, on the other hand, is a process used to evaluate the job performance of current employees, not necessarily those applying for a position.

Question 17

Which of the following strategies is used by a human resource manager whose goal is to fill an open position from within the company?

Accepted Answer

Advertising the opportunity for a promotion to current employees is the best strategy to fill an open position from within the company. This allows the human resource manager to engage with existing employees, who have already proven their competency and commitment to the company, to fill the role. Seeking the assistance of a public employment agency, sending the job opening to Monster.com, or utilizing the services of a private employment agency are all strategies better suited to filling open positions with external candidates.

Question 18

According to the material in the Spotlight on Small Business box in Chapter 11,which of the following statements about recruiting workers for a small business is the most accurate?

Accepted Answer

The Spotlight on Small Business box in Chapter 11 highlights the effectiveness and affordability of using specialized Internet sites for recruitment by small businesses. Option A is incorrect as small businesses may struggle to compete with large firms in terms of salary and benefits packages, making it more difficult to attract top talent. Option C is not the most accurate as limiting the number of people involved in the hiring process can lead to bias and overlook valuable perspectives. Option D may be true in some cases, but it is not the most accurate statement about recruiting workers for small businesses.

Question 19

_____________ workers do not have the expectation of regular,full-time employment.

Accepted Answer

Contingent workers, such as freelance or temporary workers, are often hired for specific projects or tasks and do not have the expectation of regular, full-time employment. Apprenticed and indentured workers are typically contracted for a set period of time during which they receive training and education, and underemployed workers have regular employment but are not working up to their full potential or desired number of hours.

Question 20

As a human resources professional for a large company,David is involved with the ___________ process.His goal is to find the right number of qualified people at the right time.He will screen a qualified pool of candidates and send these individuals forward to others in the firm who will make the final selection decision.

Accepted Answer

David is involved with the process of recruiting, which involves identifying and attracting qualified individuals to apply for job openings in the company. He will screen these candidates and pass them along to the appropriate decision-makers for final selection.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees