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Recruitment 1 > Recruitment & Selection > Flashcards

Recruitment & Selection Flashcards

1
Q

Set of potential candidates who may be interested in, and who are likely to apply for a specific job

A

Applicant Pool

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2
Q

External Factors of Recruitment

A
  1. Labour Market
  2. Legal Environment
  3. Diversity Recruitment
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3
Q

Internal Factors of Recruitment

A
  1. Business Strategy
  2. Job level and Type
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4
Q

The process of anticipating and providing for the movement of employees into, within, and out of the organization

A

Human Resources Planning

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5
Q

Includes newspapers, professional periodicals and trade journals, radio and TV, public displays, open houses, job fairs,employee referral, networking

A

Job Advertisements

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6
Q

Includes Service Canada agencies, private employee agencies, executive search firms, in-house recruiters, temporary help agencies

A

Employment agencies

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7
Q

Sources of recruits for organizations seeking entry-level technical, professional, and managerial employees

A

Educational institutions

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8
Q

TRUE OR FALSE: Social network recruiting may have adverse impact on members of protected groups.

A

True

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9
Q

When a job candidate has the KSAs required by the job in question

A

Person-job fit

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10
Q

When a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization

A

Person-organization Fit

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11
Q

Procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization

A

Realistic Job Preview

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12
Q

Which of the following is a behavioural measure that can be used to evaluate recruitment efforts?
A. Commitment to the organization
B. Job satisfaction
C. Sales quotas
D. Turnover rates

A

D. Turnover rates - The turnover rate is a behavioural measure that can be used to evaluate recruitment efforts

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13
Q

TRUE OR FALSE: Using emotional appeals rather than relying solely on facts and rational arguments are more effective.

A

True

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14
Q

TRUE or FALSE: Focus on the needs of applicants rather than on the requirements of the job to improve application rate.

A

True

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15
Q

Types of Performance measures

A

Performance Ratings
Sales Quotas
Performance potential

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16
Q

Which of the following best defines performance management?

A

Organizational processes used to improve employee and organizational performance in the workplace

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17
Q

Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?

A

Criteria

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18
Q

Which of the following defines the concept that is described as activities or behaviours that are not part of a worker’s formal job description but that remain important for organizational effectiveness?

A

Contextual performance

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19
Q

Which of the following best defines job criteria?

A

Measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours.

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20
Q

Which of the following is an example of contextual behaviour?

A

Extra effort

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21
Q

Which of the following is job task behaviour for a retail worker?

A

Explaining product benefits

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22
Q

Which performance behaviour is similar to contextual performance behaviour?

A

Adaptive behaviour

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23
Q

According to a research study investigating the use of personal Facebook pages to predict job performance, what advice should HR managers give to hiring managers concerning the use of Facebook posts by applicants to predict which candidates will be successful?

A

It’s of no value

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24
Q

Which of the following best defines job performance?

A

The observable things employees do that are relevant to accomplishing the goals of the organization.

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25
Q

Which of the following is a job task behaviour for an airplane pilot?

A

Navigation

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26
Q

As the HRM, you are responsible for defining sets of related behaviours that are derived from organizational goals and linked to successful job performance. What are these behaviours called?

A

Performance dimensions

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27
Q

In Campbell’s theory of work performance, what concept refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions?

A

Demonstrating effort

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28
Q

Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both?

A

Counterproductive work behavious

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29
Q

Which of the following is NOT an objective measure of job performance?

A

Earnings per share

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30
Q

Which of the following is NOT a common type of counterproductive work behaviour?

A

Workaholism

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31
Q

Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?

A

Paired comparison

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32
Q

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which if the following is a form of psychological withdrawal?

A

Workplace violance

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33
Q

Which of the following actions is NOT part of the new protections from violence and harassment that employers in Ontario need to provide for workers?

A

Providing an employee assistance program to ensure workers have access to psychological resources immediately following a violent or harassing incident.

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34
Q

Which of the following concept is known as the degree to which the criterion measure is influenced by, or measures, behaviours or competencies that are NOT part of the job performance?

A

Criterion contamination

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35
Q

Which concept is defined as the degree to which the criterion measures or captures behaviours or competencies that constitute job performance?

A

Criterion relevance

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36
Q

Into which subcategories would you break job performance behaviours?

A

Task
Contextual
Adaptive
Counterproductive behaviours

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37
Q

With respect to criterion measures, what is one disadvantage of practicality?

A

The measures do not meet the standards of reliability and validity.

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38
Q

Which of the following researchers recognized that an ultimate criterion would rarely, if ever, be found in practice?

A

Thorndike

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39
Q

Which of the following is an absolute rating system?

A

Graphic rating scale

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40
Q

TRUE or FALSE: Job performance domain refers to the set of related behaviours that are derived from an organization’s goals and linked to successful job performance.

A

True

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41
Q

TRUE or FALSE: Performance is NOT the consequence or result of action; it is the action itself.

A

True

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42
Q

TRUE or FALSE: Persisting with enthusiasm and extra effort as necessary to complete one’s own task activities successfully is an example of contextual performance.

A

True

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43
Q

TRUE or FALSE: Contextual performance is closely related to organizational citizenship behaviour.

A

True

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44
Q

TRUE or FALSE: The usefulness of selection measures is assessed by how well they predict performance.

A

True

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45
Q

TRUE or FALSE: Engaging in unsafe work practices is a counterproductive performance behaviour.

A

True

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46
Q

TRUE or FALSE: Cognitive ability appears to be the best predictor of task performance across all job situations.

A

True

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47
Q

TRUE or FALSE: To evaluate the effectiveness of selection systems, companies must measure the task, adaptive, contextual, and counterproductive performance behaviours that are important for job success.

A

True

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48
Q

TRUE or FALSE: Reliability is the degree to which the criterion measure captures behaviours or competencies that constitute job performance.

A

False - Criterion Relevance

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49
Q

TRUE or FALSE: Performance measurement is always subjective and is not reliable to predict future performance.

A

False

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50
Q

TRUE or FALSE: Absolute rating systems compare the performance of one worker with an absolute standard of performance.

A

True

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51
Q

TRUE or FALSE: Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

A

True

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52
Q

TRUE or FALSE: The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

A

True

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53
Q

What is the initial step in the selection process?

A

Recruitment

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54
Q

Which term defines a set of potential candidates who maybe interested in, and who are likely to apply for, a specific job?

A

An applicant pool

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55
Q

What concept refers to the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion?

A

Recruitment

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56
Q

According to the opening vignette, Employers Brew up New Ways to Recruit Talent, what percentage of positions is never advertised?

A

70%

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57
Q

According to the textbook, which of the following is NOT an external factor affecting recruitment?

A

Sustainability

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58
Q

Which of the following refers to contracting with an outside agent to take over specified human resource functions?

A

Outsourcing

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59
Q

Which factor defines the intentional or unintentional exclusion of designate groups through recruitment and selection?

A

Systemic discrimination

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60
Q

According to the textbook, which of the following internal factors affects recruitment?

A

Supply of labour

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61
Q

What is the initial step in developing a recruitment action plan?

A

Develop a recruitment strategy

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62
Q

Which of the following is NOT an internal method of recruitment?

A

Job advertisements

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63
Q

Which of the following external methods is associated with the highest retention rates?

A

Referrals

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64
Q

Which term refers to advertising that is designed to raise an organization’s profile in a positive manner in order to attract interest from job seekers?

A

Image advertising

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65
Q

What is the primary advantage of Internet recruiting?

A

Reaching a large applicant pool at minimal cost

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66
Q

Which of the following is a disadvantage of internal job postings?

A

There is motivational impact on candidates not selected.

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67
Q

What occurs during the recruitment and selection process when candidates form an opinion that they do not want to work in the organization for which they are being recruited?

A

Self-selecting out

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68
Q

Which of the following would NOT be considered an effective recruiting guideline?

A

Give serious consideration to the content of information presented to candidates, rather than the context in which it is presented.

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69
Q

What term is defined as the process through which an organization reaches a decision that a job candidate fits the organization’s values and culture, and has the attributes desired by the organization?

A

Person-organization fit

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70
Q

Which of the following is NOT an outcome of a mismatched individual relative to the job and the organization?

A

Presenteeism

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71
Q

Which of the following is NOT a factor that plays an influential role in creating accurate expectations that candidates hold about prospective jobs?

A

Information technology

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72
Q

What type of measures used to evaluate recruiting methods includes turnover and absenteeism?

A

Behavioural

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73
Q

True or False: Recruitment is done separately from the selection process.

A

False

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74
Q

True or False: 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

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75
Q

True or False: Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.

A

False

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76
Q

True or False: Mission and values do NOT play a role in the recruitment process.

A

False

77
Q

True or False: There is evidence that employees recruited by referral remain longer in the organization.

A

True

78
Q

True or False: Walk-in and write-in methods of job recruitment are inexpensive ways to fill entry-level positions, and they are more effective than referrals because there is no nepotism.

A

False

79
Q

True or False: One disadvantage of employee referrals is that they may lead to discrimination and inbreeding.

A

True

80
Q

True or False: According to the textbook, approximately 87% of respondents to a Jobvite survey indicated that they use some form of social media to recruit.

A

False

81
Q

Tru or False: Unlike job boards, there is no cost to joining a social network.

A

True

82
Q

True or False: One disadvantage of Internet recruiting is that it results in an overwhelming number of applicants, many of whom are unqualified.

A

True

83
Q

True or False: Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of themselves.

A

True

84
Q

True or False: Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.

A

False

85
Q

True or False: One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited certain occupational categories.

A

True

86
Q

True or False: Ensuring accurate job expectations during the recruitment and selection process helps develop a good organization-job fit between the person and the organization.

A

True

87
Q

True or False: Realistic job previews are intended to improve the fit between the job candidate and the organization.

A

True

88
Q

Which of the following is NOT one of the 4 groups designated in the federal government’s Employment Equity Act

A

Immigrants

89
Q

Which term refers to the amount of knowledge, skills, abilities, and experience required for minimally acceptable job performance?

A

Minimum qualifications

90
Q

What are screening procedures designed to do?

A

Reduce number of job applicants.

91
Q

What concept refers to the proportion of applicants who are hired for one or more positions?

A

Selection ratio

92
Q

Which law prohibits federally regulated employers from discriminating on prohibited grounds?

A

Canadian Human Rights Act

93
Q

Which concept refers to individuals who are predicted to perform successfully in a given position but who do not perform at satisfactory levels when placed on the job?

A

False positive

94
Q

If you had 500 applicants for 10 positions, what is the selection ratio?

A

0.02

95
Q

Which methods determine if an applicant is most qualified for the job?

A

Employment testing and employment interview

96
Q

Which term is defined as the relationship between the actual number of people hired and the number who applied for a position, expressed in terms of proportion?

A

Selection ratio

97
Q

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

False negative

98
Q

A company screening job applicants wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of applicants called?

A

Selection ratio

99
Q

Which of the following is NOT a commonly used screening method?

A

Application forms

100
Q

Which method is used to determine whether an applicant meets the minimum requirements for the job?

A

Application form

101
Q

What must a potential employer be able to demonstrate if an application form asks for information related to a prohibited ground?

A

Bonafide occupational requirements

102
Q

What screening method would you use to screen for a lifeguard’s CPR certification?

A

Application form

103
Q

Which of the following are criterion measures used to establish the validity of a (WAB) Weighted Application Blank?

A

Absenteeism and turnover

104
Q

What does a biographical information blank include?

A

Educational experiences, hobbies, life experiences

105
Q

Which of the following does NOT enhance the predictive value of reference checks?

A

The applicant is the same gender and ethnicity as the supervisor on the previous job.

106
Q

True or False: Screening begins before the Human Resources Department receives the application.

A

False

107
Q

True or False: Screening is the firs step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

A

True

108
Q

True or False: Recruitment involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

A

False

109
Q

True or False: 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

110
Q

True or False: Selection identifies whether candidates who applied for a position meet minimum requirements.

A

False

111
Q

True or False: Screening seeks to find a sufficient number of qualified applicants.

A

False

112
Q

True or False: Individuals who are predicted to perform successfully for a given position, but who do not perform satisfactory when placed on the job, are referred to as false negatives.

A

False

113
Q

True or False: Screening must be done with great care as this process is often prone to errors. There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job.

A

False

114
Q

True or False: A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.

A

False -
A WAB is a formal method for quantitatively combining information from application blank items by assigning weights that reflect the value of each item in the prediction of job success

115
Q

True or False: Before any screening tool is used, it should be reviewed with respect to human rights legislation.

A

True

116
Q

True or False: WABs are particularly effective in predicting overall job performance.

A

False

117
Q

True or False: Weighted application blanks are developed in relation to criterion measures of performance established for current and previous employees.

A

True

118
Q

True or False: Compared to other screening selection tools, biodata tends to have little or no adverse impact.

A

True

119
Q

True or False: The intent of the resume is to introduce the job applicant to the organization through a brief, accurate, written self-description.

A

True

120
Q

True or False: The first impression created by the resume is not a factor in screening.

A

False

121
Q

True or False: It is important to look for career regression and unexplained gaps in work or education when reviewing a resume from a potential applicant.

A

True

122
Q

True or False: Reference checks generally take place early in the screening process as a way to reduce the applicant pool.

A

False

123
Q

True or False: Reference information is usually collected through telephone interviews with the referees by using a checklist of job-related question.

A

True

124
Q

True or False: Reference checks require a job applicant’s consent for an employer to gather information about the candidate from any referees.

A

True

125
Q

True or False: An online work simulation is an example of a virtual job audition.

A

True

126
Q

In which of the following tests is each candidate is required to respond to a standardized set of short reports, notes, telephone messages, and memos of the type that most managers must deal with on a daily basis?

A

In-basket test

127
Q

What is psychological testing NOT used for?

A

To assist in screening applicants

128
Q

Which one of the following criteria does NOT need to be met to be accepted as a professional testing standard?

A

Tests must be cost effective

129
Q

Which of the following is described as an aptitude test?

A

Comprehensive Ability Battery (CAB)

130
Q

Which of the following concepts refers to an enduring, general trait or characteristic on which people differ and that they bring to a work situation?

A

Ability

131
Q

Which concept refers to an individual’s degree of proficiency or competency on a given task that develops through performing the task?

A

Skill

132
Q

Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position. In which of the following categories would dexterity be classified?

A

Ability

133
Q

What kind of test is the Wonderlic Personnel Test?

A

Cognitive Ability Test

134
Q

What kind of knowledge is derived from experience when learning is not the primary objective?

A

Tacit knowledge

135
Q

Which of the following is NOT a psychological test used to select employees?

A

A genetic test

136
Q

What is the term for a specific, narrow ability or skill that may be used to predict job performance?

A

Aptitude

137
Q

What is the term for an individual’s degree of proficiency or competency on a given task that develops through performing task?

A

Skill

138
Q

Which of the following is NOT considered a cognitive ability?

A

Finger dexterity

139
Q

Which term refers to intelligence, general mental ability, or intellectual ability?

A

Cognitive ability

140
Q

Why is the use of general mental ability (GMA) tests for selection to be approached cautiously?

A

Test scores have not been shown to correlate with job performance.

141
Q

How can you avoid the adverse impact of cognitive ability tests?

A

Carry out structured interviews

142
Q

Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective?

A

Tacit knowledge

143
Q

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

A

A practical intelligence test

144
Q

Which of the following refers to the ability to appropriately regulate and express emotion?

A

Emotional intelligence

145
Q

According to the textbook, which of the following is NOT an example of a psychomotor ability?

A

Oral ability

146
Q

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

A

A psychomotor ability test

147
Q

What type of test would you use to assess for motor coordination of firefighter applicants?

A

Psychomotor ability test

148
Q

Which of the following abilities corresponds to near and far vision, speech recognition, and colour discrimination?

A

Sensory or perceptual abilities

149
Q

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

A

Physical and sensory/perceptual ability

150
Q

SeaWave is a company that builds and repairs ocean and lake marinas and docks in eastern Canada. The company hires deep-sea divers. What type of test should SeaWave use t select its applicants?

A

Physical fitness test and medical examination

151
Q

What are the physical fitness and medical examinations designed to do?

A

Ensure that an applicant meets minimum standards of health to cope with the physical demands of the job

152
Q

When should fitness test or medical exam be given to applicants?

A

After the applicant has been given an offer of employment, which is made conditional on the applicant’s passing the test or exam

153
Q

Which of the following statements regarding genetic testing is correct?

A

It is prohibited under federal legislation

154
Q

Which “Big Five” personality trait has been found to be related to job success across most organizations and occupations?

A

Conscientiousness

155
Q

Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial, inexpensive test to screen out potential thieves, and this has had a negative impact on public relations and left applicants feeling that their privacy has been invaded. What type of test are the grocery stores using?

A

An honesty test

156
Q

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?

A

Work sample

157
Q

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills?

A

A leaderless group discussion

158
Q

Which of the following integrity tests has a high potential for faking, is available in French, but violates APA recommendations for category scoring?

A

Reid report

159
Q

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

A

Personnel Decisions Incorporated Employment Inventory

160
Q

Which of the following is NOT a guideline for balancing validity and diversity in selection?

A

Use well-established predictor measurement methods when feasible

161
Q

Applicants react most favourably when employers use which of the following selection methods?

A

Interviews and work samples

162
Q

True or False: Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer don’t work very well in practice because so many people lie on them or fake their answers.

A

False

163
Q

True or False: Although people use many terms to describe different personalities, there are only four basic dimensions of personality as captured by the Myers-Briggs Type Indicator (MBTI).

A

False

164
Q

True or False: Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

A

True

165
Q

True or False: Being very intelligent can be a disadvantage for an employee working at a low-skilled job.

A

False

166
Q

True or False: The central requirement for any selection tests or assessment procedures is that they accurately assess the individual’s performance, or capacity to perform, the essential components of the job in question safely, efficiently, and reliably.

A

True

167
Q

True or False: The employer’s goal for employment testing is to select those candidates who best posses the knowledge, skills, abilities, and other attributes that lead to successful job performance.

A

True

168
Q

True or False: The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.

A

True

169
Q

True or False: Psychological testing is a standardized procedure used to obtain a sample of a person’s behaviour and to describe the behaviour with the aid of some measurement scale.

A

True

170
Q

True or False: The common wisdom in the literature on employee selection - that cognitive ability testing is not biased against minority group members - is now being significantly challenged.

A

True

171
Q

True or False: There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job performance.

A

False

172
Q

True or False: A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

A

False

173
Q

True or False: General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

A

True

174
Q

True or False: Physical requirements for occupational tasks usually fall into 3 categories: strength, endurance, and speed.

A

False

175
Q

True or False: A disability cannot be used to screen out applicants unless it can be demonstrated that the ability in question is a bona fide occupational requirement.

A

True

176
Q

True or False: 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

177
Q

True or False: Employers have an obligation to accommodate all workers who have a medical or physical condition.

A

False

178
Q

True or False: Fitness testing or physical or medical examinations should be administered only after the applicant has been given an offer of employment, which is made conditional on the applicant’s passing the test or exam.

A

True

179
Q

True or False: Employers have an obligation to accommodate workers with medical or physical conditions on an individual basis.

A

True

180
Q

True or False: Positive drug test results always lead to dismissal of the tested employee from the job.

A

False

181
Q

True or False: Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrate impediment to the conduct of the work or poses serious threats to the health and safety of people.

A

True

182
Q

True or False: Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

A

True

183
Q

True or False: Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

A

True

184
Q

True or False: Testing as a stand-alone program doesn’t provide employers with the best results.

A

True

185
Q

True or False: There is very little difference among personality inventories in terms of how well they predict an employee’s performance.

A

False

186
Q

True or False: Applicants react most favourably to tests that allow them to demonstrate their creativity.

A

False

187
Q

According to the textbook, which of the following would NOT be of a job-specific task proficiency to evaluate a security dispatcher?

A

Persisting with extra effort

188
Q

What is the concept that refers to the ratings or rankings made by supervisors, peers, or other that are used in assessing individual job performance?

A

Subjective performance measures

189
Q

TRUE or FALSE: Criterion deficiency is defined as those task performance behaviours or competencies that are NOT measured by the criterion.

A

FALSE- job performance behaviour

Recruitment 1 (1 decks)

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