Recruitment and Selection Exam Preparation Guide
Course Introduction
This course explores the principles and practices involved in attracting, evaluating, and hiring the right candidates for organizational roles. Students will examine key concepts such as job analysis, sourcing strategies, structured interviewing, selection methods, and legal considerations in recruitment. Emphasis is placed on designing effective recruitment processes, applying evidence-based selection techniques, and understanding the impact of employer branding and diversity initiatives. Through case studies and practical exercises, students will develop the skills necessary to make informed hiring decisions and contribute to organizational success.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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10 Chapters
720 Verified Questions
720 Flashcards
Source URL: https://quizplus.com/study-set/1309
Page 2
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/26071
Sample Questions
Q1) The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that it places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection. With what might the HRM be most concerned?
A) organizational culture
B) legal requirements and equitable practices
C) conflict of interest
D) poor leadership
Answer: B
Q2) Bad hires may cost an organization as much as 30 percent of a new hire's earnings.
A)True
B)False
Answer: True
Q3) Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession.
A)True
B)False
Answer: False
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Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26072
Sample Questions
Q1) Which of the following is NOT a statement about reliability?
A) Reliability is an indication of the stability of measurements.
B) Reliability is the degree that observed scores are free from random errors.
C) Reliability is the amount of systemic errors relative to their true score.
D) Reliability is the consistency of a set of measurements over time.
Answer: C
Q2) Which of the following concepts is defined as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score?
A) measurement error
B) standard deviation
C) lack of standardization
D) test and retest
Answer: A
Q3) When candidates are asked different questions from one interview to the other, validity is reduced.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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74 Verified Questions
74 Flashcards
Source URL: https://quizplus.com/quiz/26073
Sample Questions
Q1) Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.
A)True
B)False
Answer: True
Q2) Which of the following is an example of effective practices for nondiscriminatory recruiting?
A) posting job advertisements in-house only
B) relying solely on seniority when promoting employees
C) relying on word-of-mouth advertising
D) using outreach recruiting
Answer: D
Q3) An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups?
A) additional costs
B) undue hardship
C) negative reaction from other employees
D) administrative difficulties
Answer: B
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/26074
Sample Questions
Q1) Core competencies are the characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess.
A)True
B)False
Q2) Which of the following competencies is every member of an organization expected to possess?
A) core competencies
B) functional competencies
C) job-specific competencies
D) knowledge-based competencies
Q3) Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions.
A)True
B)False
Q4) TS Ltd. has 30 employees. As the HRM, would you suggest that the company conduct a job analysis? What questions could you ask in gathering job information that would help TS Ltd. write a job description and job specifications for its aircraft maintenance engineers?
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Chapter 5: Recruitment, Selection, and Job Performance
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64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/26075
Sample Questions
Q1) Performance measurement is always subjective and is not reliable to predict future performance.
A)True
B)False
Q2) Which of the following is NOT a subjective performance appraisal rating system?
A) forced distribution
B) relative percentile method
C) graphic rating scale
D) paired comparisons
Q3) Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both?
A) contextual performance
B) lack of personal discipline
C) task behaviours
D) counterproductive work behaviours
Q4) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
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Page 7
Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Refer to Scenario 6-2. What is the goal of BCH's nursing job-related selection system?
A) to generate an applicant pool for nursing positions in order to provide the required number of qualified nurses for selection
B) to bring nurses into BCH who will perform at above-average levels and who will increase the productivity of the organization
C) to conduct an organizational assessment and job analysis for nursing positions
D) to develop a recruitment strategy and action plan for hiring nurses into BCH
Q2) What is the primary advantage of Internet recruiting?
A) availability to candidates with technology access and know-how
B) reaching a large applicant pool at minimal cost
C) fewer concerns about confidentiality
D) receiving a large number of résumés
Q3) Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.
A)True
B)False
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8
Chapter 7: Selection I: Applicant Screening
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26077
Sample Questions
Q1) Refer to Scenario 7-1. The MOA reference check questions are designed to obtain standardized information on all the MOA applicants. Which of the following is NOT an example of this type of question?
A) How long, and in what capacity, have you known the applicant?
B) Can you provide me with an example of how the applicant exercised organization and time management?
C) Can you provide me with an example of when the applicant used intuition? What actions did he or she take? What was the result?
D) Can you tell me about the applicant's strengths and weaknesses?
Q2) Refer to Scenario 7-1. OMC is aware that the screening process can be subjective and susceptible to errors. The organization is particularly concerned about MOAs who have the qualifications but may be eliminated mistakenly. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
Q3) What is cyber-profiling? How can it be used as a screening tool in the selection process?
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9
Chapter 8: Selection II: Testing and Other Assessments
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87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/26078
Sample Questions
Q1) The common wisdom in the literature on employee selection-that cognitive ability testing is not biased against minority group members-is now being significantly challenged.
A)True
B)False
Q2) Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?
A) integrity test
B) a telephone-based interview
C) a personality test
D) an emotional intelligence test
Q3) Applicants react most favourably to tests that allow them to demonstrate their creativity.
A)True
B)False
Q4) Being very intelligent can be a disadvantage for an employee working at a low-skilled job.
A)True
B)False
Q5) What is personality and what are two ways that personality can be measured?
Page 10
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Chapter 9: Selection III: Interviewing
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26079
Sample Questions
Q1) Which of the following components is NOT a feature of most structured interview formats?
A) Interview questions are standardized and derived from a job analysis.
B) Questions from the candidate are not allowed until after the interview.
C) All applicants are asked the same questions.
D) Interview questions focus on opinions and self-evaluations.
Q2) If the competency for a job is self-confidence, what would be an example of a behavioural indicator?
A) volunteer for the care of a challenging patient
B) interpersonal relations
C) initiative
D) conscientiousness
Q3) Refer to Scenario 9-1. What do you call the attempt of MOA applicants to create a favourable impression of themselves by monitoring an interviewer's reactions and responding accordingly?
A) creating a false impression
B) impression management
C) organizational fit
D) telling interviewers what they want to hear
Q4) Describe two structured employment interview techniques.
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Chapter 10: Decision Making
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26080
Sample Questions
Q1) Banding involves ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.
A)True
B)False
Q2) What are some of the constraints facing managers during the selection process?
Q3) In which approach are data combined statistically?
A) statistical composite
B) trait rating
C) profile interpretation
D) pure statistical
Q4) What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process?
A) expectancy errors
B) person-organization fit
C) negligent hiring
D) biases and errors
Q5) The purpose of selection is to discriminate.
A)True
B)False
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