Question 1

In the hiring process,generating a pool of qualified candidates for a job constitutes the ________ phase.

Accepted Answer

Recruitment is the phase where the organization attracts and identifies potential candidates for a job. It involves creating job postings, advertising the job, and reaching out to potential candidates. It is the first step in the hiring process and crucial in generating a pool of qualified candidates.

Question 2

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
-Refer to Additional Case 5.1.The firm most likely made a poor selection decision because of an inability to:

Accepted Answer

The firm had difficulty agreeing on the most important job characteristics, which led to confusion during the screening and selection process. As a result, they were unable to find a candidate who was a good fit for the position, which ultimately led to a poor selection decision.

Question 3

Which of the following is most likely a true statement about job motivation?

Accepted Answer

Motivation is heavily influenced by the work environment, including factors like leadership, communication, recognition, and job design. While ability is important, lack of motivation can still impact performance even with high ability, and there is no single personality test that can accurately quantify motivation. Additionally, measuring and stimulating motivation can be complex and multifaceted, involving a combination of personal, situational, and organizational factors.

Question 4

The process of orienting new employees to the organization,or the unit in which they will be working,is referred to as ________.

Accepted Answer

The answer of The process of orienting new employees to...

Question 5

The process of generating a pool of qualified candidates for a particular job is called ________.

Accepted Answer

The answer of The process of generating a pool of...

Question 6

________ involves familiarizing new employees with company policies and procedures and orienting them to the company in general.

Accepted Answer

Socialization involves familiarizing new employees with company policies and procedures and orienting them to the company in general. Recruiting refers to the process of identifying and attracting potential employees, selection involves choosing the best candidate for a job from a group of applicants, and interviewing is a method of assessing a candidate's suitability for a job.

Question 7

The process of making hire- or no-hire decisions describes the ________ step of the hiring process.

Accepted Answer

The selection step of the hiring process involves evaluating candidates and making the decision to hire or not to hire. Recruitment involves attracting potential candidates, socialization involves onboarding new employees and integrating them into the organization, and interviewing is just one component of the selection process.

Question 8

Most of the measures used in hiring decisions focus on an applicant's:

Accepted Answer

Most measures used in hiring decisions focus on an applicant's abilities, such as their knowledge, skills, and experience. This is essential to ensure that they can perform the required job tasks effectively. While motivation, ethics, and personality are also important factors, they are typically assessed through other measures such as interviews, references, and personality assessments.

Question 9

The hiring process begins with deciding who should make selection decisions.

Accepted Answer

The hiring process actually begins with identifying the need for a new employee and defining the job's requirements, not with deciding who should make selection decisions.

Question 10

________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Accepted Answer

The answer of ________ is the process of making a...

Question 11

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Accepted Answer

The answer of Recruitment requires HR to determine the characteristics...

Question 12

You are part of a team selecting employees at Helping Hands,Inc.All applicants will take a cognitive test and participate in a structured interview.The selection process would most likely be more efficient if the team:

Accepted Answer

By establishing a cut score for the cognitive test, the team would have a specific benchmark to measure each applicant against, making it easier to determine who should move forward in the selection process. This would save time and make the process more efficient. Orienting applicants with potential co-workers, expanding the structured interview, and recruiting nontraditional laborers may be helpful in other ways, but they may not necessarily make the selection process more efficient.

Question 13

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
-Refer to Additional Case 5.1.Which of the following is most likely true given the problems associated with Jeff?

Accepted Answer

The problems associated with Jeff suggest that line personnel, in this case the editors, should have been more involved in the final selection decision. This would have allowed for a better understanding of what the key requirements for the position were, and how well the candidate would fit in with the team. HR screening and reference checks are important, but involving the people who will be working closely with the candidate is also crucial for a successful hiring decision. A personality test may not have necessarily revealed the issues with Jeff's management style, and an applicant-centered approach may not have been feasible given the limited recruiting funds.

Question 14

What is the primary reason for a firm to have its HR department manage the staffing process?

Accepted Answer

The primary reason for a firm to have its HR department manage the staffing process is to ensure that employment practices are legal. HR is responsible for ensuring that the hiring process is fair and compliant with all relevant employment laws and regulations. It is essential to avoid potential legal liabilities and penalties associated with hiring practices, which is why firms rely on their HR department to manage the staffing process. While HR may also be knowledgeable about the position and the organization, minimizing conflicts between applicants and co-workers is not the primary reason for their involvement in staffing.

Question 15

Explain the role of forecasting in human resource planning,the choices of forecasting techniques a planner has,and why an HR manager would choose one technique over another.

Accepted Answer

The answer of Explain the role of forecasting in human...

Question 16

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

Accepted Answer

Labor market factors are not directly related to individual job performance characteristics. They may impact the availability of qualified candidates, but do not determine the specific skills and abilities required for job success. Organizational culture, applicant knowledge, and abilities are more directly related to job performance characteristics.

Question 17

According to research,employees who perform their jobs at above-average levels are:

Accepted Answer

According to research, employees who perform their jobs at above-average levels are worth 40% of their salary more to the organization than average employees. This indicates that these employees are a valuable asset to any organization and bring more value than their counterparts.

Question 18

Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of:

Accepted Answer

According to the statement, the early career success of MBA graduates seems to be a function of both motivation and ability. Therefore, the best choice is D, which includes both motivation and ability.

Question 19

Determining the characteristics necessary for good job performance is most likely difficult because of the:

Accepted Answer

The changing nature of most jobs makes it difficult to determine the characteristics necessary for good job performance, as job roles and requirements can evolve over time.

Question 20

Cut scores are used to make final decisions regarding employee selection.

Accepted Answer

Cut scores are indeed used to determine whether an employee meets the minimum standards for selection or not.

Quiz 5: Recruiting and Selecting Employees