Recruitment and Selection Pre-Test Questions
Course Introduction
This course provides an in-depth exploration of the recruitment and selection process within organizations, focusing on strategies for attracting, identifying, and securing the best talent. Students will gain a comprehensive understanding of contemporary recruitment methods, legal and ethical considerations, job analysis, and the crafting of effective job descriptions. Emphasis is placed on selection techniques such as interviews, testing, and assessment centers, along with evaluating candidates qualifications and fit. Through case studies and practical exercises, students will develop the skills necessary to design and implement fair, effective, and efficient recruitment strategies that align with organizational goals.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor M. Catano
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10 Chapters
711 Verified Questions
711 Flashcards
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Chapter 1: An Introduction to Recruitment and Selection
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68 Flashcards
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Sample Questions
Q1) Refer to Scenario 1-2.What does TS Inc.accomplish by using technology in its recruitment and selection process
A)It provides access to a wide pool of candidates
B)It coordinates human resource activities with other parts of the organization by using a systems-thinking approach.
C)It determines which recruitment and retention processes are economically and technically feasible.
D)It guarantees that organizational information contained in human resource information systems is current, secure, and confidential.
Answer: B
Q2) Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.
A)True
B)False
Answer: False
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Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) What is bias in selection
Answer: Bias refers to systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race.
Q2) What concept is defined as follows: the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both
A)sampling error
B)regression
C)attenuation
D)differential prediction
Answer: C
Q3) Which of the following terms refers to relationships between observations
A)a variance
B)a construct
C)a concept
D)a validation
Answer: B
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Page 4
Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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73 Flashcards
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Sample Questions
Q1) Refer to Scenario 3.2.What legal protected ground may be violated in this situation
A)sex
B)ethnic origin
C)religion
D)race
Answer: C
Q2) Refer to Scenario 3.5.Under which jurisdiction does TS Inc.fall
A)federal
B)provincial
C)national
D)international
Answer: A
Q3) Which of the following is/are NOT covered by the Canadian Human Rights Act
A)crown corporations
B)banks
C)Canada Post
D)BC labour laws
Answer: D
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) What is the difference between a job description and a job specification What are KSAOs
Q2) Refer to Scenario 4-1.How might you begin to deal with human rights issues of sex, family, and age discrimination with the office administration employees at Scribe Engineering
A)File a complaint immediately with the Human Rights Tribunal or Commission.
B)Conduct a job analysis as a legally acceptable way of determining job-relatedness.
C)Ensure management practices do not have a negative effect on employees.
D)Modify any discriminatory employment practices.
Q3) What source of data is NOT typically used in a job analysis
A)employees
B)managers
C)shareholders
D)supervisors
Q4) 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
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Chapter 5: Job Performance
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64 Flashcards
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Sample Questions
Q1) Which performance behaviour is similar to contextual performance behaviour
A)organizational citizenship
B)job-specific task proficiency
C)adaptive behaviour
D)organizational culture
Q2) Refer to Scenario 5-1.What task performance behaviour did BCH hire you for
A)communication proficiency
B)maintaining self-discipline
C)demonstrating effort
D)knowledge of legislation
Q3) Which of the following is NOT a common type of counterproductive work behaviour
A)bullying
B)workaholism
C)presenteeism
D)tardiness
Q4) Which of the following is an example of contextual behaviour
A)extra effort
B)leadership
C)supervision
D)personal discipline
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Chapter 6: Recruitment: the First Step in the Selection Process
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Sample Questions
Q1) There is evidence that employees recruited by referral remain longer in the organization.
A)True
B)False
Q2) Refer to Scenario 6-2.Which two external factors are influencing BCH's recruitment strategy
A)BCH's business plan of becoming an employer of choice and its union contract
B)the job expectations and the attitudes of nurse applicants
C)BCH's organizational and job analysis
D)the scarcity of qualified nursing labour and the legal environment
Q3) What is the initial step in the selection process
A)recruitment
B)screening
C)strategy
D)legislation
Q4) Choose an organization you are familiar with.Describe three constraints affecting the organization's recruitment and selection process.
Q5) What is recruitment
What information does an organization need to make a decision to recruit
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Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) What must a potential employer be able demonstrate if an application form asks for information related to a prohibited ground
A)bona fide occupational requirements
B)employment equity data
C)no intention to discriminate illegally
D)designated minority group
Q2) What is screening
What does screening involve
How is screening different from selection and recruitment
Q3) Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision.The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering.What is this error called
A)a false positive
B)a false negative
C)a positive error
D)a negative error
Q4) How does human rights legislation affect the screening process
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Chapter 8: Selection 2: Testing
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Sample Questions
Q1) The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.
A)True
B)False
Q2) Refer to Scenario 8-1.What two types of legislation are particularly important in this situation
A)the Employment Equity Act and the Canadian Charter of Rights and Freedoms
B)provincial human rights laws and workers' compensation acts
C)the Canada Labour Code and the Canadian Human Rights Act
D)provincial human rights law and public transportation legislation
Q3) What kind of test is the Wonderlic Personnel Test
A)Personality Inventory
B)Cognitive Ability Test
C)Vocational Interest Inventory
D)Sensory Ability Test
Q4) Why are distortion and faking important to consider when using self-report inventories for personnel selection
Q5) What is psychological testing, and how are psychological tests used
Q6) What is personality and what are two ways that personality can be measured
Page 10
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Chapter 9: Selection 3: Interviewing
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Sample Questions
Q1) From the employer's perspective, which of the following is NOT a benefit of conducting a job interview
A)It can measure honesty.
B)It can sell the job to the applicant.
C)It can assess job knowledge.
D)It can evaluate job fit.
Q2) What is one negative outcome of pre-interview chit-chat
A)It is usually a waste of time and deemed unimportant in the screening process.
B)The conversation might lead the candidate to believe that the interviewer is interested in his or her social life.
C)The candidate might not think that the interview has started and be too relaxed.
D)Questions may uncover information on prohibited grounds.
Q3) You ask an applicant questions about his or her past experiences relevant to the job position for which you are hiring.What type of interview question is this
A)hypothetical
B)real-life
C)situational
D)behavioural
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11
Chapter 10: Decision Making
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Sample Questions
Q1) Why do most employers resist using statistical decision-making approaches
Q2) Regarding the accepted standard for passing a course in most general undergraduate university degree programs, what cutoff score was established by convention
A)80 percent
B)70 percent
C)60 percent
D)50 percent
Q3) A false negative error occurs when an applicant who is rejected would have been a good choice.
A)True
B)False
Q4) What is the term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail
A)minimum performance score
B)cutoff score
C)pass mark score
D)threshold level score
Q5) Describe three selection decision-making models.What are the advantages of each
Page 12
Q6) What are some of the advantages of group decision making in selection
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