Recruitment and Selection
Exam Answer Key
Course Introduction
This course provides an in-depth exploration of recruitment and selection processes within organizations, emphasizing the strategic and practical aspects of attracting, identifying, and hiring the most suitable candidates. Topics include workforce planning, job analysis and design, sourcing and recruiting methods, selection tools and techniques, legal and ethical considerations, interviewing best practices, and the evaluation of recruitment outcomes. Through case studies, simulations, and practical exercises, students will develop the skills necessary to make informed hiring decisions and to design effective recruitment and selection strategies that align with organizational goals.
Recommended Textbook
Strategic Staffing Global 3rd Edition by
Jean M. Phillips
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13 Chapters
650 Verified Questions
650 Flashcards
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Chapter 1: Strategic Staffing
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Sample Questions
Q1) When a firm determines that it will need to hire 50 customer service representatives within the next three months,it has engaged in ________.
A)attracting
B)placement
C)workforce planning
D)competency modeling
Answer: C
Q2) Deployment involves assigning talent to appropriate jobs and roles in the organization.
A)True
B)False
Answer: True
Q3) Talent management requires the development of improved processes for attracting,developing,retaining,and utilizing people with the required skills and aptitude to meet current and future business needs.
A)True
B)False
Answer: True
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Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) In which of the following cases would a company opt for a short-term staffing strategy?
A)Employee turnover is high.
B)Employee skill sets need to be developed through intensive training.
C)Higher-level managers need a substantial amount of knowledge about how the company works.
D)competitive advantage
Answer: A
Q2) Axis Auto tries to keep its operational spending as low as possible so that it can pass its savings on to customers in the form of lower prices.This is known as a ________ strategy.
A)cost-leadership
B)differentiation
C)specialization
D)growth
Answer: A
Q3) Proactive staffing is done in response to situations or issues.
A)True
B)False
Answer: False
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Chapter 3: The Legal Context
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Sample Questions
Q1) "All men are strong" is an example of which type of bias?
A)like-me bias
B)stereotyping
C)prejudice
D)ignorance
Answer: B
Q2) Comparing the percentage of men,women,or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of a ________.
A)bona fide occupational qualification
B)concentration statistic
C)flow statistic
D)stock statistic
Answer: D
Q3) Disparate impact occurs when an action has a negative employment effect on a protected group,regardless of intent.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method
Q2) In staffing,O*NET is used for ________.
A)background job analysis information
B)legal research
C)job rewards analyses
D)identifying a firm's best business strategy
Q3) Which of the following are advantages of using structured questionnaires for job analysis?
A)speed and low reading level
B)standardization and low reading level
C)standardization and the ability to capture unique aspects of the job
D)speed and low cost
Q4) Compare and contrast three different job analysis methods on the basis of their advantages and disadvantages.
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) A firm's internal and external staffing costs were $50,000,and 5 people were hired,each with a starting base salary of $40,000.What would be the firm's staffing efficiency?
A)12.5%
B)25%
C)16.7%
D)125%
Q2) Hiring yield refers to:
A)the proportion of hires coming through a particular recruiter.
B)the return on investment from one additional hire.
C)the percent of applicants ultimately hired.
D)the proportion of applicants moving from one stage of the hiring process to the next.
Q3) A transition matrix can be used to model the flow internally of human resources. A)True
B)False
Q4) Scatter plots show graphically how two different variables are related.
A)True
B)False
Q5) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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Sample Questions
Q1) The need to acknowledge and respect the diversity of local cultures when sourcing and managing a global workforce is called ________.
A)integration
B)diversification
C)localization
D)differentiation
Q2) Geographic targeting can help an organization reduce turnover.
A)True
B)False
Q3) Innovative mobile recruiting strategies are necessary to meet future staffing needs and to attract the younger workforce.
A)True
B)False
Q4) Succession management is the ongoing process of recruiting,evaluating,developing,and preparing employees to assume positions in other firms in the future.
A)True
B)False
Q5) Explain the role of geographic targeting in the sourcing process.
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Chapter 7: Recruiting
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Sample Questions
Q1) Which of the following do corporate executives use to form an image of a specific organization?
A)quality of the firm's products
B)advertisements released by the firm
C)economic performance indicators
D)knowing an employee of the firm
Q2) Presenting both positive and potentially negative aspects of a job to recruits is a ________.
A)realistic job preview
B)job description
C)job enhancement preview
D)person specification
Q3) What is signaling and what role does it play during recruiting?
Q4) Unresponsive recruiters result in negative spillover effects.
A)True
B)False
Q5) Recruiters are seen as setting the standard for talent for the company.
A)True
B)False
Q6) What is an organization's employer image and why is it relevant to staffing?
Page 9
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Chapter 8: Measurement
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Sample Questions
Q1) Why is standardization crucial for effective measurement? What are the properties of a standardized measure?
Q2) If a test score is at the 90th percentile,then which of the following is true?
A)Only 10% of the test takers scored higher than this.
B)This is in the bottom 10% of the distribution.
C)About 90% of the test takers scored higher than this.
D)This is the most commonly observed score in the test.
Q3) What would the range of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?
A)3
B)4
C)5
D)6
Q4) If the correlation coefficient for the relationship between a job sample test and job performance is -0.7 and significant,then the employer should ________.
A)not hire people who pass the test
B)hire people who score high on the job sample test
C)hire people who score low on the job sample test
D)rerun the analyses because a coefficient of -0.7 is impossible
Q5) What are norm- and criterion-referenced measures and when is each appropriate?
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.
Q2) Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method?
A)situational judgment test
B)behavioral interview
C)unstructured interview
D)situational interview
Q3) Compare and contrast structured and unstructured interviews.
Q4) Job seekers often rate ________ as the most job-related selection procedure.
A)interviews
B)aptitude tests
C)job simulation
D)personality inventories
Q5) Which of the following is a type of cognitive ability test?
A)mathematical reasoning
B)sensory skills
C)psychomotor skills
D)integrity tests
11
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Chapter 10: Assessing Internal Candidates
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Sample Questions
Q1) How can internal assessment enhance a firm's strategic capabilities?
Q2) A nine box matrix requires assessing employees on ________.
A)past job performance and current job performance
B)past job performance and future potential
C)tenure and current job performance
D)current job performance and future potential
Q3) Internal assessment typically improves a firm's strategic capabilities by ________.
A)conducting a legal audit of the staffing system
B)giving all poor performers a chance to improve
C)assisting "blocked" employees to improve their performance
D)improving the competence of human resource personnel
Q4) Which of the following would result in peer ratings being a successful method of internal assessment in a firm?
A)A well developed skills inventory system exists.
B)The level of technological expertise in the firm is high.
C)All supervisors provide timely feedback.
D)Work in the firm is done in teams.
Q5) What is the nine box matrix and how is it best used?
Q6) Why should succession management be integrated with career development?
Page 12
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Which of the following,if true,would make a firm keep cut scores low?
A)The company is following an innovation strategy.
B)The company is following a cost-leadership strategy.
C)The company wants to maintain its competitive advantages.
D)The company wants to hire top talent in the field.
Q2) At Spyglass Inc.,a private eye firm,new hires are chosen with utmost care.The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated.Which of the following methods should it use to hire new employee?
A)multiple hurdles approach
B)compensatory approach
C)contingent approach
D)normative approach
Q3) Which of the following would enable a firm to hire the fastest?
A)hiring the first candidate who exceeds a minimum cut score
B)using unit weighting to determine the best candidate
C)creating bands to pick out the candidates who perform best
D)using rational weighting method to expedite the hiring process
Q4) What is reneging and what should an organization do when it has to renege on a job offer?
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Denise,the human resource manager of a manufacturing company found that the company's socialization process was too overwhelming for new hires.It consisted of presentations,meetings,and seminars packed into the first week of joining the company.She decided to switch into a(n)________ approach to socializing so that new employees did not suffer from information overload.
A)investiture
B)staggered
C)sequential
D)formal
Q2) How is orientation different from socialization?
Q3) Companies generally try to minimize turnover that is ________.
A)unavoidable,voluntary,and functional
B)voluntary and functional
C)voluntary,dysfunctional,and avoidable
D)dysfunctional and involuntary
Q4) Sequential socialization occurs when the steps in socialization occur in a specific order.
A)True
B)False
Q5) List and describe the six types of turnover.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) Through technology,the recruitment process identifies bottlenecks or possible bias and can correct it quickly.
A)True
B)False
Q2) Relying too heavily on résumé screening software can result in a firm overlooking highly qualified candidates who do not match specific criteria.
A)True
B)False
Q3) Which of the following is a long-term staffing metric?
A)the average time-to-start (by position,source,and recruiter)
B)the number of high quality new hires coming from each recruiting source
C)the number of diverse hires coming from each recruiting source
D)employee job success measured by recruiting source and recruiter
Q4) Lagging indicators help a company improve its staffing efforts midstream.
A)True
B)False
Q5) Describe a balanced staffing scorecard and how it is used.
Q6) What is the difference between direct and indirect staffing costs? Provide two examples of each.
Page 15
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