Recruitment and Selection Exam Review
Course Introduction
This course explores the theories, methods, and practical applications of recruitment and selection within organizations. Students will examine the strategic importance of attracting and choosing the right talent, covering the entire process from job analysis and employer branding to sourcing, screening, interviewing, and onboarding new employees. Emphasis will be placed on the legal and ethical considerations in hiring, the design and implementation of effective selection tools, and the impact of technology and diversity in recruitment processes. By the end of the course, students will be equipped with the knowledge and skills necessary to develop and assess recruitment strategies and make informed selection decisions in various organizational contexts.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor M. Catano
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10 Chapters
711 Verified Questions
711 Flashcards
Source URL: https://quizplus.com/study-set/1443 Page 2
Chapter 1: An Introduction to Recruitment and Selection
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28640
Sample Questions
Q1) Refer to Scenario 1-2.What would be a critical initial question you would want to ask to assess TS Inc.'s recruitment and selection practices
A)What are the personnel needs of TS Inc.
B)What are the external factors affecting the human resource and organizational strategies
C)What are the human resource information system needs of TS Inc.
D)How ready and committed is TS Inc.to moving beyond traditional practices to a more technical approach
Answer: B
Q2) What are the advantages of obtaining a professional designation such as the CHRP
Answer: A CHRP or similar designation identifies you as possessing the required knowledge and skills to practise human resources management.t also indicates a professional who will act ethically.ecent research by HRPAO indicates that those with the CHRP have an advantage over those who do not when seeking and maintaining employment, and in terms of compensation levels and stakeholders' perception of their achievement.ncreasingly, employers are requiring the CHRP for employment of all HR professionals.
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Page 3
Chapter 2: Foundations of Recruitment and Selection I: Reliability
and Validity
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/28641
Sample Questions
Q1) Which of the following is NOT a selection criterion for the Toronto Police Service
A)The applicant must meet the vision standard for the Toronto Police Service.
B)The applicant must have successfully completed four years of secondary school education.
C)The applicant must be a Canadian citizen or landed immigrant.
D)The applicant must not have a criminal record for which a pardon has not been granted.
Answer: B
Q2) The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation
A)use of best practices
B)comparison of test results of high-performing and low-performing employees
C)comparison of test questions with job content
D)use of validity generalization
Answer: D
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4
Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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73 Verified Questions
73 Flashcards
Source URL: https://quizplus.com/quiz/28642
Sample Questions
Q1) Collective agreements have little or no effect on personnel selection processes. A)True
B)False Answer: False
Q2) What is the intent of the federal Employment Equity Act
A)to promote equal pay for male and female employees
B)to remove employment barriers for women, Aboriginal peoples, persons with disabilities, and visible minorities
C)to ensure employees are able to join a union of their choice
D)to prohibit discrimination on the grounds of race, colour, religion, age, gender, marital status, disability, or sexual orientation
Answer: B
Q3) Accommodation is always applied to a group as opposed to individuals. A)True
B)False
Answer: False
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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/28643
Sample Questions
Q1) What job analysis technique is worker-oriented
A)Position Analysis Questionnaire
B)Critical Incident Technique
C)Functional Job Analysis
D)Task Inventory
Q2) What source of data is NOT typically used in a job analysis
A)employees
B)managers
C)shareholders
D)supervisors
Q3) Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing.Describe both methods and give an example of when an organization may choose that method.
Q4) For HR specialists making selection decisions what is the most important product of the job analysis process
A)job descriptions and job design
B)job evaluation and performance measures
C)organizational analysis and performance standards
D)job specifications
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Chapter 5: Job Performance
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64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/28644
Sample Questions
Q1) Which of the following is the concept that refers to the ratings or rankings made by supervisors, peers, or others that are used in assessing individual job performance
A)subjective performance measures
B)management by objectives
C)graphic rating scale
D)behaviourally anchored rating scales
Q2) Refer to Scenario 5-1.What was BCH's most important performance dimension in this hiring decision
A)management/administration
B)maintaining self-discipline
C)communication proficiency
D)knowledge of legislation
Q3) Which of the following is NOT an objective measure of job performance
A)cost of accidents
B)length of time in job
C)number of spelling mistakes
D)earnings per share
Q4) Define criterion relevance, criterion contamination, and criterion deficiency.
Q5) Explain how human rights relate to performance appraisal processes.
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Chapter 6: Recruitment: the First Step in the Selection Process
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28645
Sample Questions
Q1) Refer to Scenario 6-2.What is the process when a nurse forms the opinion during recruitment that he or she does not want to work for BCH
A)negative organizational perceptions
B)self-selecting out
C)realistic job preview
D)negative job expectations
Q2) Which of the following terms refers to contracting with an outside agent to take over specified human resource functions
A)contract work
B)contingent work
C)outsourcing
D)leasing
Q3) Refer to Scenario 6-2.Which factors are LEAST important when BCH is developing its recruitment strategy
A)external factors
B)internal factors
C)labour market factors
D)legislative factors
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Chapter 7: Selection I: Applicant Screening
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/28646
Sample Questions
Q1) Before any screening tool is used, it should be reviewed with respect to human rights legislation.
A)True
B)False
Q2) How does human rights legislation affect the screening process
Q3) Screening is the first step of the selection process.It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.
A)True
B)False
Q4) Screening begins before the Human Resources Department receives the application.
A)True
B)False
Q5) WABs are particularly effective in predicting overall job performance.
A)True
B)False
Q6) Compared to other screening and selection tools, biodata tends to have little or no adverse impact.
A)True
B)False
Page 9
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Chapter 8: Selection 2: Testing
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87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/28647
Sample Questions
Q1) Which term refers to intelligence, general mental ability, or intellectual ability
A)job knowledge
B)cognitive ability
C)general knowledge
D)personal trait
Q2) What type of test would you use to assess for motor coordination of firefighter applicants
A)psychomotor ability test
B)skill test
C)physical abilities test
D)sensory and perceptual test
Q3) The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.
A)True
B)False
Q4) What is psychological testing, and how are psychological tests used
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Chapter 9: Selection 3: Interviewing
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/28648
Sample Questions
Q1) Refer to Scenario 9-1.The outcome of an employment interview can be strongly dominated by the impression that the doctors doing the interview have of the applicant.Which of the following would NOT be a source of information that creates impressions that influence the interview process and outcomes
A)the interviewers' knowledge structures
B)the interviewers' initial impressions of the applicant's qualifications
C)the applicant's reaction to the interview
D)the applicant's processing of data from the interview
Q2) What is the difference between a panel and a serial interview
Q3) Research on employment interviews indicates that structuring an interview appears to increase interview reliability and validity.
A)True
B)False
Q4) Which type of structured interview describes hypothetical on-the-job incidents and asks applicants what they would do
A)behaviour description interview
B)situational interview
C)comprehensive structured interview
D)behavioural sample interview
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/28649
Sample Questions
Q1) In which approach are judgmental data combined statistically
A)trait rating
B)profile interpretation
C)judgmental composite
D)pure judgment
Q2) Which concept refers to the proportion of applicants who are hired for one or more positions
A)yield ratio
B)applicant ratio
C)selection ratio
D)employment ratio
Q3) Which concept refers to the process in which statistical data are combined in a judgmental manner
A)pure statistical approach
B)profile interpretation
C)pure judgment approach
D)judgmental composite
Q4) Describe three selection decision-making models.What are the advantages of each
Q5) What are some of the constraints facing managers during the selection process
Page 12
Q6) What are some of the advantages of group decision making in selection
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