Recruitment and Selection Review Questions
Course Introduction
This course explores the theories, principles, and practical applications of recruitment and selection within organizations. Students will examine the end-to-end hiring process, including job analysis, sourcing strategies, interviewing techniques, assessment methods, legal considerations, and best practices for ensuring diversity and fairness. Through case studies and hands-on activities, learners will develop the skills necessary to attract, evaluate, and select candidates who best fit organizational needs and culture, while also understanding the impact of effective recruitment and selection on overall business performance.
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) Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.
A)True
B)False
Answer: True
Q2) TheChapter opening article, "Signs That You Made a Bad Hire" suggests that the costs of bad hires can be reduced if the employer does what
A)discharges the new hire with a penalty
B)trains the new hire to adapt to the company's formal and informal requirements
C)transfers the new hire to another position for which he or she is better suited
D)recruits a better qualified candidate and buddy the new hires up during their probationary period
Answer: C
Q3) Effective human resource managers are strategic thinkers.
A)True
B)False
Answer: True
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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) The reliability coefficient is the degree that true scores correlate with one another.
A)True
B)False
Answer: False
Q2) The Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid driver's licence and no record of criminal convictions.What would these requirements be classified as
A)KSAOs
B)screening criteria
C)performance dimensions
D)reliable qualifications
Answer: B
Q3) The principle that every test taker should be assessed in an equitable manner is known as equity.
A)True
B)False
Answer: False
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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) Refer to Scenario 3.2.What legislation applies in this case
A)the Canada Labour Code
B)the Employment Equity Act
C)provincial human rights law
D)the Canadian Human Rights Act
Answer: C
Q2) What are the four legal means that affect employment practices in recruitment and selection
A)constitutional law, human rights law, employment equity, and labour law
B)constitutional law, criminal law, civil law, and labour law
C)criminal law, labour law, employment equity, and federal law
D)human rights law, employment equity, labour law, and civil law
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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Page 5
Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) Which of the following is the most important criterion for choosing a job analysis method
A)validity
B)availability
C)standardization
D)credibility
Q2) Refer to Scenario 4-1.Since job analysis data has the potential for many uses, it is important for Scribe Engineering to know how the company will use the information before deciding on an approach or method.What would be some recruitment and selection outcomes of Scribe Engineering's job analysis process
A)a job summary and job description
B)a job description and job specification
C)a job evaluation and performance criteria
D)a job design and evaluation
Q3) What is a core competency of a technical support job position
A)oral and written communications
B)knowledge of customer service
C)information gathering
D)applying principles and procedures
Q4) Describe one job analysis method.
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Chapter 5: Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Refer to Scenario 5-2.The managers at KM Contracting are not clear on the distinction between performance management and performance measurement.Which of the following best defines performance measurement
A)a means to reinforce an organization's core values in addition to identifying performance differences among employees
B)measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C)organizational processes used to improve employee performance in the workplace
D)organizational processes that evaluate employee job performance
Q2) Which of the following is NOT a common type of counterproductive work behaviour
A)bullying
B)workaholism
C)presenteeism
D)tardiness
Q3) Define criterion relevance, criterion contamination, and criterion deficiency.
Q4) Absolute rating systems compare the performance of one worker with an absolute standard of performance.
A)True
B)False
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Chapter 6: Recruitment: the First Step in the Selection Process
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68 Verified Questions
68 Flashcards
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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.What is the term for BCH's process of gathering information about demographics such as nursing shortages and the aging population
A)needs analysis
B)labour market analysis
C)organizational planning
D)demographic analysis
Q3) The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.
A)True
B)False
Q4) Realistic job previews are intended to improve the fit between the job candidate and the organization.
A)True
B)False
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Chapter 7: Selection I: Applicant Screening
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Reference information is usually collected through telephone interviews with the referees by using a checklist of job-related questions.
A)True
B)False
Q2) Screening refers to the early stages of a sequential selection process in which applicants who meet the selection criteria are selected for further consideration and more assessment.
A)True
B)False
Q3) What concept refers to the proportion of applicants who are hired for one or more positions
A)selection ratio
B)screening
C)efficiency
D)applicant pool
Q4) Job applicants have to be screened with great care.Explain.
Q5) How does human rights legislation affect the screening process
Q6) List and briefly describe three screening methods that are frequently used.
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Chapter 8: Selection 2: Testing
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Which of the following is NOT a guideline for balancing validity and diversity in selection
A)Use job analysis to carefully define the nature of performance on the job.
B)Enhance applicant reactions.
C)Use well-established predictor measurement methods when feasible.
D)Decrease the cognitive loading of predictors and minimize verbal ability and reading requirements.
Q2) There is very little difference among personality inventories in terms of how well they predict an employee's performance.
A)True
B)False
Q3) Which one of the following criteria does NOT need to be met to be accepted as a professional testing standard
A)Tests must be reliable and valid.
B)Tests must be fair and unbiased.
C)Tests must have utility.
D)Tests must be cost effective.
Q4) Why are distortion and faking important to consider when using self-report inventories for personnel selection
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Chapter 9: Selection 3: Interviewing
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Refer to Scenario 9-1.OMC would like to use a structured interview in which the applicant is asked to describe what he or she did in given situations in the past.What type of interview is this
A)behaviour description interview
B)situational interview
C)comprehensive structured interview
D)behavioural sample interview
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) As job requirements change in response to the ever-changing workplace, organizations are beginning to shift the focus of selection from specific job skills to organizational fit, transferable skills, and personality attributes.
A)True
B)False
Q4) Describe two structured employment interview techniques.
Q5) Several elements contribute to a structured interview.Describe five of these.
Q6) Describe three purposes of the employment interview.
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) Implicit theories are personal beliefs that are held about how people or things function, without objective evidence or often without conscious awareness.
A)True
B)False
Q2) The purpose of selection is to discriminate.
A)True
B)False
Q3) In which approach are judgmental data combined statistically
A)trait rating
B)profile interpretation
C)judgmental composite
D)pure judgment
Q4) 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
Q5) What are some of the advantages of group decision making in selection
Page 12
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