Recruitment and Selection Solved Exam Questions
Course Introduction
This course provides an in-depth examination of the principles and practices involved in recruiting and selecting employees within organizations. Students will explore the strategies for identifying staffing needs, sourcing candidates, and designing effective selection processes. Key topics include job analysis, recruitment advertising, interviewing techniques, assessment methods, legal considerations, and best practices for ensuring fairness and diversity. Through case studies and practical exercises, students will develop skills to make informed hiring decisions and improve organizational performance.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor
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10 Chapters
711 Verified Questions
711 Flashcards
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Page 2
M. Catano
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) HRM must coordinate human resource activities with all parts of the organization and people.
A)True
B)False
Answer: True
Q2) Refer to Scenario 1-2.Why might TS Inc.state that a professional HR designation is required
A)HRM professional associations define the competencies and ethical guidelines for human resources professionals.
B)HR professionals clearly understand and can oversee employment legislation.
C)The certification sets a high standard that requires less training and the costs associated with continuing education.
D)Professional ethical standards are defined, allowing HR professionals to easily resolve workplace ethical dilemmas.
Answer: A
Q3) Recruitment and selection are the most important talent management functions. 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) Which of the following is NOT a broad category of factors that affect reliability
A)lack of standardization
B)temporary individual characteristics
C)seasonality
D)chance
Answer: C
Q2) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
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 Verified Questions
73 Flashcards
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Sample Questions
Q1) Refer to Scenario 3.4.What human rights legal concept has emerged in this situation
A)reasonable accommodation
B)protected groups
C)employment equity
D)racial discrimination
Answer: D
Q2) 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
Q3) Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.
A)True
B)False
Answer: True
Page 5
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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) Refer to Scenario 4-1.In this situation, what is the most important consideration before you begin the job analysis
A)identifying objectives and ensuring management support and employee buy-in
B)deciding on a job analysis method
C)gathering existing job-related data
D)communicating and explaining the job-analysis process to all employees
Q2) In their research, what organization did Bonder and his colleagues study regarding the development of a competency-based framework
A)Air Canada
B)Service Canada
C)Canada Post
D)Canadian Pacific
Q3) The job description indicates job duties and organizational-level requirements.
A)True
B)False
Q4) What is the difference between a job, position, and job family
Give examples of each.
Q5) 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) What is contextual performance
Briefly describe two categories of contextual performance.
Q2) Which concept is defined as the degree to which the criterion measures or captures behaviours or competencies that constitute job performance
A)criterion contamination
B)criterion deficiency
C)criterion relevance
D)criterion reliability
Q3) 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
Q4) Into which subcategories would you break job performance behaviours
A)competency, adaptive, contextual, and job-specific behaviours
B)adaptive, task, contextual, and productive behaviours
C)task, contextual, adaptive, and counterproductive behaviours
D)strategic job-specific, contextual, and organizational behaviours
Q5) Define performance management.
7
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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) Refer to Scenario 6-3.What might the municipalities design to raise their profile in a positive manner in order to attract young business job seekers
A)image advertising
B)a corporate image
C)branding
D)realistic job previews
Q2) 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
Q3) Recruitment is done separately from the selection process.
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) Which methods determine 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) What are screening procedures designed to do
A)reduce the number of job applicants
B)eliminate candidates less likely to perform the job effectively
C)decide which applicant should be offered the job
D)identify KSAOs required for top job performance
Q4) What is the best use of references in the screening process
A)to measure personality characteristics of candidates
B)to screen out weak or potentially problematic candidates
C)to predict job performance of candidates
D)to choose the best candidate for the job
Q5) Job applicants have to be screened with great care.Explain.
Page 9
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Chapter 8: Selection 2: Testing
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Sample Questions
Q1) Which of the following refers to the ability to appropriately regulate and express emotion
A)emotional intelligence
B)practical intelligence
C)organizational citizenship
D)personality
Q2) What kind of test is the Wonderlic Personnel Test
A)Personality Inventory
B)Cognitive Ability Test
C)Vocational Interest Inventory
D)Sensory Ability Test
Q3) The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.
A)True
B)False
Q4) There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job performance.
A)True
B)False
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Chapter 9: Selection 3: Interviewing
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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) A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge.
A)True
B)False
Q3) Which of the following is a key assumption of situational interviewing
A)There are patterns in people's behaviour.
B)Behaviour patterns are not easily changed.
C)People will behave in ways they say they will.
D)Past performance may be a reliable indicator of a person's future on-the-job performance.
Q4) Several elements contribute to a structured interview.Describe five of these.
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Chapter 10: Decision Making
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62 Flashcards
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Sample Questions
Q1) Cutoff scores ensure that applicants meet some minimum level of ability or qualification to be considered for a job.
A)True
B)False
Q2) A false negative error occurs when an applicant who is rejected would have been a good choice.
A)True
B)False
Q3) Employers welcome statistical approaches to selection decision making and use them widely.
A)True
B)False
Q4) For employers who tend to have a holistic, intuitive decision-making style, what might convince them to use statistical approaches in the selection process
A)changes to HR policy manuals
B)more evidence and training
C)technologically generated data
D)data integrated to selection criteria
Q5) Why do most employers resist using statistical decision-making approaches
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