Module 2 - Talent Acquisition Flashcards
On job application forms, what is a frequent oversight?
Answer: Candidate’s signature
Rationale: Candidates should sign an application form—a frequent oversight. This verifies that the information is correct and establishes consequences, such as termination, if the information is found to be false.
Which of the following is an example of an external recruiting source?
Answers: Job fairs
Rationale: A job fair is an example of an external recruiting source. Job postings, skill inventories, and employee referrals are all examples of internal recruiting sources.
In conducting an effective in-depth interview, a line manager should
Answer: observe nonverbal behavior.
Rationale: When conducting an effective in-depth interview, a line manager should ask questions, persuade the candidate to elaborate on responses, listen actively, and observe nonverbal behavior. The other tasks listed are typically performed by an HR manager and generally occur prior to the in-depth interview.
A start-up company does not have the time to train new hires and would prefer to hire experienced people. What is the candidate selection philosophy that applies to this situation?
Answer: Trained vs. trainable candidates
Rationale: Some organizations may need an employee to come in with a fully developed skill set, while others may have the time and resources to train candidates with a positive attitude and ability to learn.
Common rater biases include all of the following EXCEPT
Answers: multiple interviewers.
Rationale: Some of the common rater biases include stereotyping, inconsistency in questioning, first impression, the halo and horn effects, cultural noise, nonverbal bias, contrast effect, similar-to-me, and central tendency.
Which of the following is NOT recommended in in-depth interviews?
Answer: Decide “on the fly” what questions to ask as the interview progresses.
Rationale: Prior to the interview, examine the job requirements and the candidate’s resume and/or application form. Formulate your questions in advance to ensure that you get the information you need during the interview. Keep to the planned agenda and allocate time appropriately.
A large, well-established organization is looking for a person to fill a very specific position. What is the candidate selection philosophy that applies to this situation?
Answer: Immediate job requirements vs. organizational careers
Rationale: Adopting an immediate job requirements philosophy involves looking for an employee with a more narrow skill set who can contribute immediately.
Which of the following is NOT recommended for employers who require drug testing?
Answer: Require drug testing of all applicants invited to an interview.
Rationale: Employers should consult with legal counsel before establishing drug testing policies, they should have written policies that clearly explain testing procedures and consequences, and they should ensure the confidentiality of all test results.
All of the following are appropriate information sources when conducting a background investigation EXCEPT
Answer: Medical records
Rationale: Medical records are not a part of a background investigation. However, a conditional job offer may be made contingent on passing a medical exam.
Which is generally considered most important when conducting a background investigation of a candidate for employment?
Answer: Work history
Rationale: Work-related sources are the most important. If possible, try to contact former supervisors to find out more about the candidate’s work performance.
A resume analysis checklist might include review of all of the following EXCEPT
Answer: Medical records
Rationale: A resume analysis checklist could include review of the job description for the position, work experience, educational background for qualifications, long or frequent gaps in work experience, areas of concern, and special skills.
Informing candidates about both the desirable and undesirable aspects of the job is known as
Answer: a realistic job preview.
Rationale: A realistic job preview informs a candidate about all aspects of a job, both desirable and undesirable. It helps the candidate to determine whether the job is a good fit.
With regard to rater bias, which technique helps ensure that the impact of any biases held by individuals or groups is minimized?
Answer: Using multiple interviewers with diverse backgrounds and different perspectives
Rationale: Using multiple interviewers with diverse backgrounds and different perspectives helps ensure that the impact of any biases held by individuals or groups is minimized.
Regardless of the type of interview process used, an interviewer should always
Answer: ask questions that are nondiscriminatory and job-related.
Rationale: In any interview, questions should be nondiscriminatory and job-related. If a question is not job-related, it should not be asked.
Which of the following statements about the employment-at-will doctrine is NOT true?
Answer: Employers can terminate an employee only for just cause.
Rationale: Under the employment-at-will doctrine, employers have the right to terminate an employee at any time, with or without prior notice, and employees have the right to quit a job at any time for any reason, with or without prior notice.
