Recruitment and Selection Study Guide Questions
Course Introduction
This course explores the principles and practices involved in recruiting and selecting employees within organizations. Students will examine the full recruitment process, including job analysis, sourcing candidates, screening applications, conducting interviews, and assessing candidate fit. Emphasis is placed on legal and ethical considerations, the application of selection tests and tools, and strategies for attracting top talent in a competitive labor market. By the end of the course, students will develop practical skills to design effective recruitment campaigns and make informed selection decisions to meet organizational needs.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.
A) line authority; implied authority
B) staff authority; line authority
C) line authority; financial authority
D) functional authority; line authority
E) staff authority; implied authority
Answer: A
Q2) How have technological trends changed the nature of businesses? In what way has technology changed human resources management?
Answer: Everyone knows that technology changed the nature of almost everything we do.We use PDAs to communicate with the office,and plan trips,manage money,and custom build new computers online.Similarly,technology changes what businesses do and how they do it.For example,Internet-based communications enables firms to offshore call center jobs to India,which has had a significant effect on HR management.Technological applications provide support to human resources.ASPs are used to process employment applications,Web portals are used to enable employees to manage their benefits packages,and data warehouses help HR managers monitor their HR systems.
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Chapter 2: Equal Opportunity and the Law
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Q1) All of the following are ways that an employer can minimize liability in sexual harassment claims EXCEPT ________.
A) maintaining thorough records of all sexual harassment complaints
B) informing all employees about sexual harassment investigations
C) instituting a sexual harassment reporting process
D) training employees in sexual harassment policies
E) investigating sexual harassment charges promptly
Answer: B
Q2) Which of the following is responsible for implementing Executive Orders 11246 and 11375 that were issued by the Johnson administration?
A) Equal Employment Opportunity Commission
B) Pension Benefits Guarantee Corporation
C) Occupational Safety and Health Administration
D) National Labor Relations Board
E) Office of Federal Contract Compliance Programs
Answer: E
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Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) The purpose of the marketing plan that is included within a business plan is to
A) clarify the projected profits of a firm's products
B) set long-term objectives for a firm's middle managers
C) assign measurable goals for a firm's sales team
D) specify the features of a firm's product or service
E) describe the benefits of performing an industry analysis
Answer: D
Q2) A vertical integration strategy means that a firm will expand by adding new product lines.
A)True
B)False
Answer: False
Q3) Human resource practices,such as hiring based on selection tests,pay raises based on work performance,and training provided to new and experienced employees,contribute to a company's ability to achieve high-performance levels.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis
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Q1) Janice,a department store manager,is in the process of writing job descriptions using O*NET.Janice has already reviewed the company's business plan,so what should she do next?
A) interview employees
B) compose a list of job duties
C) develop an organization chart
D) observe employees performing their duties
E) develop a list of human requirements for the job
Q2) What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?
Q3) During the job analysis process,it is important to ________ before collecting data about specific job duties and working conditions.
A) test job questionnaires on a small group of workers
B) confirm the job activity list with employees
C) select a sample of similar jobs to analyze
D) develop a job description outline
E) assemble the job specifications list
Q4) What is the difference between job enlargement,job rotation,and job enrichment?
Q5) In a brief essay,compare and contrast job descriptions and job specifications.
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Chapter 5: Personnel Planning and Recruiting
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Q1) Older workers usually have higher absenteeism rates compared to younger workers due to illness.
A)True
B)False
Q2) Which of the following refers to company records showing present performance and promotability of inside candidates for a firm's top positions?
A) yield pyramids
B) trend analysis charts
C) succession planning tools
D) employee scatter plots
E) personnel replacement charts
Q3) According to EEO laws,it is always illegal to recruit applicants with gender-specific ads,but using word-of-mouth to spread information about job opportunities is legal in all situations.
A)True
B)False
Q4) What methods are used by both small and large firms to forecast the supply of inside candidates?
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Chapter 6: Employee Testing and Selection
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Q1) What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?
A) physical exams
B) personality tests
C) polygraph tests
D) substance abuse screening
E) fine motor skills assessments
Q2) The American Psychological Association's standards for educational and psychological tests are legally enforceable.
A)True
B)False
Q3) If a person scores a 78 on a test on one day and scores a 79 when retested on another day,you might conclude that this test is ________.
A) valid
B) invalid
C) reliable
D) unreliable
E) inconsistent
Q4) What is test validity? How are selection tests validated?
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Chapter 7: Interviewing Candidates
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Q1) When developing a structured situational interview,the first step in the process is to
A) rate the job's main duties
B) create interview questions
C) write a job description
D) create benchmark answers
E) appoint the interview panel
Q2) Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.
A)True
B)False
Q3) Which of the following questions would be relevant for Marion to ask if she wants an employee with extensive knowledge in real estate?
A) What did you enjoy most about your last job at a commercial real estate firm?
B) How do you handle sellers who believe their home is more valuable than it really is?
C) What are the loan options you would suggest for first-time home buyers?
D) What is the most frustrating aspect of being a realtor?
E) What motivated you to become a real estate agent?
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9
Chapter 8: Training and Developing Employees
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Q1) Which of the following steps will most likely NOT help employers protect themselves against charges of negligent training?
A) confirming an employee's claims of skill and experience
B) providing extensive and appropriate training
C) evaluating the effectiveness of the training
D) paying employees for their training time
E) recruiting only at accredited schools
Q2) ________ means having a person learn a job by actually doing it.
A) In-house training
B) On-the-job training
C) Socialization
D) Social learning
E) Modeling
Q3) Hiring highly-skilled employees with great potential eliminates the need to provide orientation and training.
A)True
B)False
Q4) What is on-the-job training? What types of on-the-job training methods are most frequently used by employers?
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Chapter 9: Performance Management and Appraisal
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Q1) Which of the following terms refers to a performance appraisal based on surveys from peers,supervisors,subordinates,and customers?
A) 360-degree feedback
B) team appraisals
C) upward feedback
D) rating committee
E) self-ratings
Q2) The first step in developing a behaviorally anchored rating scale is to ________.
A) develop performance dimensions
B) generate critical incidents
C) compare subordinates
D) reallocate incidents
E) scale incidents
Q3) Peer appraisals have been shown to have a positive effect on task motivation,cohesion,and job satisfaction and to reduce logrolling.
A)True
B)False
Q4) In a brief essay,describe the three steps in the performance appraisal process.
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11
Chapter 10: Coaching, Careers, and Talent Management
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Q1) All of the following questions are relevant to Dick's Sporting Goods' decision to implement a career development program EXCEPT ________.
A) What is the average length of time that an employee works for Dick's Sporting Goods?
B) How would the profits of Dick's Sporting Goods be affected by a change in hiring practices?
C) How will the promotion process currently used at Dick's Sporting Goods need to be modified?
D) What are the career needs and opportunities available to minorities and women employed by Dick's Sporting Goods?
E) What will be the effect on recruiting and placement if employees' interests and attitudes are taken into consideration by the HR department at Dick's Sporting Goods?
Q2) A focus on competitiveness and motivation suggests that a company should promote on the basis of seniority.
A)True
B)False
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Chapter 11: Establishing Strategic Pay Plans
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Q1) The ________ gave employees the right to organize,bargain collectively,and engage in concerted activities for the purpose of collective bargaining.
A) Fair Labor Standards Act
B) Civil Rights Act
C) Employer Retirement Income Security Act
D) Equal Pay Act
E) National Labor Relations Act
Q2) What are the two primary ways to make direct financial payments to employees? How does compensation for managers or professionals differ from compensation for clerical or production workers at a firm?
Q3) Which of the following terms refers to the ownership employees build up in their pension plans should their employment with a firm end prior to retirement?
A) portability
B) equity
C) vesting
D) shares
E) stocks
Q4) Explain the equity theory of motivation.What are the four forms of equity?
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Page 13
Chapter 12: Pay for Performance and Financial Incentives
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Q1) Competence in the Scanlon plan refers to a focus on ________.
A) cooperation
B) corporate vision
C) employee competence
D) significant improvements
E) shared benefits
Q2) Who proposed a two-factor theory that explains how motivator factors relate to satisfaction and hygiene factors relate to dissatisfaction?
A) Frederick Taylor
B) Abraham Maslow
C) Frederick Herzberg
D) David McClelland
E) Edward Deci
Q3) In Herzberg's Hygiene-Motivator theory,working conditions are motivator factors,and challenging assignments are hygiene factors.
A)True
B)False
Q4) What is the Sarbanes-Oxley Act? How does it affect incentive plans? Do you support the legislation? Why or why not?
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Chapter 13: Benefits and Services
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Q1) Which of the following occupations is commonly subjected to compressed workweeks?
A) engineer
B) attorney
C) teacher
D) pilot
E) manager
Q2) All of the following are typical reasons that employers provide severance pay when downsizing EXCEPT ________.
A) reducing litigation chances
B) ensuring good public relations
C) reassuring remaining employees
D) showing respect for dismissed employees
E) adhering to federal government requirements
Q3) Studies indicate that employee assistance programs most frequently provide help with personal mental health issues and family problems.
A)True
B)False
Q4) What are the three types of benefits provided by Social Security?
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Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) Nonpunitive discipline is discipline involving oral warnings and paid "decision-making leaves of absence."
A)True
B)False
Q2) Which of the following involves using fingerprints or iris scans to identify employees?
A) electronic performance monitoring system
B) electronic eavesdropping system
C) location monitoring system
D) digital dashboard
E) biometrics
Q3) What are the two components of ethical decisions?
A) distributive justice and procedural justice
B) normative judgments and legal precedents
C) morality and normative judgments
D) moral awareness and common law
E) morality and fairness
Q4) What is organizational culture? How can managers influence the ethical nature of a firm's culture?
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Q5) What can you do as an HR manager to ensure that you hire ethical employees?
Chapter 15: Labor Relations and Collective Bargaining
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Q1) All of the following are examples of mandatory bargaining items EXCEPT ________.
A) employee security
B) shift differentials
C) profit-sharing plans
D) indemnity bonds
E) employee drug testing
Q2) The ________ form of union security means that the company can hire only union members.
A) closed shop
B) union shop
C) agency shop
D) preferential shop
E) maintenance of membership
Q3) In which human resource activity does a typical labor agreement NOT give the union a role?
A) recruitment
B) selection
C) compensation
D) dismissal
E) appraisals
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Chapter 16: Employee Safety and Health
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Q1) Which of the following safety issues became a top priority of employers following the terrorist attacks of September 11,2001?
A) workplace violence
B) employee evacuation
C) employee screening
D) workplace fire hazards
E) employee drug abuse
Q2) Which of the following is NOT required of all employers affected by the Drug-Free Workplace Act?
A) conducting random breath alcohol tests
B) establishing a drug-free awareness program
C) publishing a policy prohibiting the distribution, possession, or use of controlled substances at work
D) informing employees that they are required to abide by the policy as a condition of employment
E) requiring employees to report any criminal convictions for drug-related activities in the workplace
Q3) What types of unsafe conditions are the primary focus of OSHA standards? How does OSHA enforce its standards?
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Page 18
Chapter 17: Managing Global Human Resources
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Q1) Employees preparing for overseas assignments benefit from training in cultural differences,attitude formation and behavioral influence,factual country knowledge,and language skills.
A)True
B)False
Q2) To help to ensure success for expatriates on international assignment, companies should provide language training to their spouses.
A)True
B)False
Q3) What type of special training is recommended for employees as they prepare for international assignments?
Q4) Roberta is an Italian citizen who spent a great deal of time during her childhood in England.She now works in Brazil as an HR manager for a British company.Roberta is best described as a(n)________.
A) local
B) expatriate
C) third-country national
D) home-country national
E) host-country national
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Although employer contributions to SIMPLE IRAS are tax deductible,the plans have fairly high administrative costs.
A)True
B)False
Q2) A small business employer who is unsure what to do when faced with a discrimination charge would most likely find useful information on the EEOC Web site.
A)True
B)False
Q3) Small businesses frequently use PEOs because they lack dedicated HR managers.
A)True
B)False
Q4) Which of the following is a characteristic of a PEO?
A) PEOs become co-employers of record for the firm's employees.
B) PEOs usually work for firms with at least 100 employees.
C) Most PEOs charge 8% to 10% of a firm's total payroll.
D) PEO's usually support a firm's HR manager.
E) PEOs are legally limited to payroll tasks.
Q5) How has the Internet changed how small businesses compete with large businesses in regards to HR-related issues?
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