Recruitment and Selection Practice Exam
Course Introduction
This course explores the fundamental concepts and practical approaches involved in recruitment and selection within organizations. Students will examine the end-to-end staffing process, including job analysis, attracting and sourcing candidates, screening resumes, conducting interviews, evaluating applicants, and making hiring decisions. The course also addresses legal and ethical considerations, diversity and inclusion, employer branding, and the integration of technology in recruitment. Through real-world case studies and applied exercises, students will gain the skills needed to design effective recruitment strategies and make informed selection decisions that align with organizational goals.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor
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10 Chapters
720 Verified Questions
720 Flashcards
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Page 2
M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Refer to Scenario 1-1. Upon what would you initially want to concentrate your efforts?
A) understanding the external organizational factors affecting recruitment and selection
B) ensuring that human resource planning is integrated with the strategic planning of the organization
C) determining which recruitment and retention processes are economically and technically feasible
D) ensuring that organizational information contained in the human resource information systems is current, secure, and confidential
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
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3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) 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
Q2) Since TS Inc. is a small, growing aviation company, the CEO makes the hiring decisions based on his years of experience as well as his gut feeling. He started the business 10 years ago with 10 employees and the company has grown to over 30 employees. The CEO has asked you, the HRM, to explain some of the differences between the use of his practice-based selection approach and an empirical-based process. Also explain what challenges you anticipate he would face in using validation techniques.
Answer: Not answer
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Chapter 3: Foundations of Recruitment and Selection II
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74 Verified Questions
74 Flashcards
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Sample Questions
Q1) When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?
A) discrimination
B) an adverse impact discrimination
C) adverse effect discrimination
D) direct discrimination
Answer: B
Q2) Which of the following statements would apply to a requirement that a hospital nurse be female?
A) The requirement is a violation of the Canadian Human Rights Act.
B) The requirement is a bona fide occupational requirement.
C) The requirement is justified if the nurse works at the maternity ward of a hospital.
D) The requirement is mandatory if determined by the Pay Equity Act.
Answer: A
Q3) It is never acceptable to ask job candidates if they have a criminal record.
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
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Sample Questions
Q1) Which concept describes the process of collecting information about jobs by any method for any purpose?
A) organizational analysis
B) job analysis
C) work analysis
D) needs analysis
Q2) Refer to Scenario 4-1. Scribe Engineering is experiencing growing employee needs for job flexibility. What are some flexible work options that Scribe Engineering could consider to retain its employees?
A) job sharing and tele work
B) ergonomically designed work stations
C) elimination of routine jobs
D) competency-based jobs
Q3) Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
A)True
B)False
Q4) What is the difference between a job, position, and job family? Give examples of each.
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Chapter 5: Recruitment, Selection, and Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Define criterion relevance, criterion contamination and criterion deficiency.
Q2) To evaluate the effectiveness of selection systems, companies must measure the task, adaptive, contextual, and counterproductive performance behaviours that are important for job success.
A)True
B)False
Q3) Which of the following is an example of contextual behaviour?
A) extra effort
B) leadership
C) supervision
D) personal discipline
Q4) 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
Q5) What is contextual performance? Briefly describe two categories of contextual performance.
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Chapter 6: Recruitment
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68 Flashcards
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Sample Questions
Q1) Refer to Scenario 6-3. What is an important but not always the most influential factor when attracting young business graduates?
A) opportunity to use their knowledge, skills, and abilities
B) reputation of the organization and location
C) flexible work schedule
D) security and income
Q2) According to the textbook, approximately 94 percent of respondents to a Jobvite survey intended to recruit on social networks rather than on job boards and employment firms.
A)True
B)False
Q3) Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.
A)True
B)False
Q4) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
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Page 8
Chapter 7: Selection I: Applicant Screening
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) 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
Q2) Which method determines if an applicant is most qualified for the job?
A) employment testing and employment interview
B) résumé and screening interview
C) reference checks and employment testing
D) weighted application blank and employment testing
Q3) A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.
A)True
B)False
Q4) What does a biographical information blank include?
A) educational experiences, hobbies, life experiences
B) education, work experience, and training
C) personal background, life experience, and sexual orientation
D) knowledge, skills, abilities, and other attributes
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Chapter 8: Selection II: Testing and Other Assessments
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) What is personality and what are two ways that personality can be measured?
Q2) Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.
A)True
B)False
Q3) A school teacher has HIV/AIDS, and the parents of many of the children have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with children. What legally protected ground may be violated in this situation?
A) There is no discrimination because there is a safety concern for employees and students.
B) There is no discrimination because the teacher would not be able to do his job.
C) This is a violation of human rights legislation, based on physical disability.
D) This is a violation of human rights legislation, based on sex.
Q4) What is the goal of employment testing?
Q5) What is psychological testing, and how are psychological tests used?
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Page 10
Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) Employment interviews are the most popular selection procedure among employers and employees.
A)True
B)False
Q2) One concern with the behaviour description interview is that applicants could make up stories about events that never happened.
A)True
B)False
Q3) According to researchers Seijts and Kyei-Poku, what did their findings reveal?
A) Applicants had less of an opportunity for impression management if the organization had adopted an employment equity program.
B) Applicants perceived less stress and negative reactions if the organization had adopted an employment equity program.
C) Applicants perceived the structured interview to be fairer than the unstructured interview if the organization had adopted an employment equity program.
D) Applicants were more likely to accept a job offer and perceive the organization as attractive if the organization had adopted an employment equity program.
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11
Chapter 10: Decision Making
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Describe one of the major challenges facing HR professionals with respect to recruitment and selection.
Q2) What are some of the constraints facing managers during the selection process?
Q3) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q4) Refer to Scenario 10-1. Based on an applicant's unswerving eye contact, the president commented that the applicant was honest and confident. What is this an example of?
A) implicit theory
B) reflection behaviour
C) false negative error
D) true positive
Q5) In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.
A)True
B)False
Q6) Describe three selection decision-making models. What are the advantages of each?
Q7) What are some of the advantages of group decision making in selection?
Page 12
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