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RECRUITMENT & SELECTION > TEST #1 > Flashcards

TEST #1 Flashcards

1
Q

The generation of an applicant pool to provide the required number of candidates for selection or promotion.

A

Recruitment

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2
Q

The choice of job candidates from a previously generated applicant pool in a way that meets management objectives and legal requirements.

A

Selection

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3
Q

Average cost of a bad hire is ___ of first year of salary.

A

30%

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4
Q

Organization’s effort to recruit, retain, and develop its most promising employees, and reflect an organization’s commitment to attract and develop a superior workforce.

A

Talent Management

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5
Q

Formulation of organizational objectives and action plans for achieving the organization’s goals.

A

Strategy

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6
Q

Meaning of KSAO.

A

Knowledge, skill, abilities, or other attributes

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7
Q

Degree to which observed scores are free from random measurement errors.

A

Reliability

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8
Q

3 factors affecting reliability:

A

1) Temporary individual characteristics, 2) Lack of standardization, and 3) Chance

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9
Q

4 methods of estimating reliability:

A

1) Test and retest, 2) Alternate forms, 3) Inter-rate reliability, and 4) Internal consistency

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10
Q

Refers to the legitimacy or correctness of the inferences that are drawn from a set of measurements or procedures.

A

Validity

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11
Q

Systematic errors in a measurement, or inferences made from those measurements.

A

Bias

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12
Q

Value judgements people make about their decisions or outcomes that are based on measurements.

A

Fairness

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13
Q

Process of collecting information about jobs.

A

Job Analysis

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14
Q

Written description of what job occupants are required to do and how they are supposed to do it.

A

Job Description

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15
Q

Knowledge, skills, abilities, and other attributes that are needed by a job incumbent to perform well.

A

Job Specification

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16
Q

Use of job analysis data to establish the worth of a job and to set compensation rates.

A

Job Evaluation

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17
Q

Collection of positions that are similar in their significant duties.

A

Job

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18
Q

Collection of duties assigned to individuals in an organization at a given time.

A

Position

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19
Q

Set of different but related jobs that rely on the same set of knowledge, skills, abilities, and other attributes.

A

Job Family

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20
Q

Systematically describes occupations in the Canadian labor market and presents both a generic description and specification of the job.

A

National Occupational Classification (NOC) System

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21
Q

Groups of related behaviors or attributes that are needed for successful job performance in an organization.

A

Competencies

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22
Q

A collection of competencies that are relevant to performance in a job, job family, functional area, or organization.

A

Competency Model

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23
Q

A broad framework for integrating, organizing, and aligning various competency models that are based on organization’s strategy and vision.

A

Competency Framework

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24
Q

Characteristics that all employees are expected to possess.

A

Core

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25
Q

Everybody who is hired has it (even though some employees are better at it).

A

Core

26
Q

Characteristics shared by different positions within an organization.

A

Functional

27
Q

Only certain positions require it depending on job family.

A

Functional

28
Q

Characteristics that apply only to specific positions in organizations.

A

Job-Specific

29
Q

4 legal sources affecting Canadian employment practices:

A

1) Constitutional Law, 2) Human Rights Law, 3) Employment Equity Law, 4) Labor Law

30
Q

Supreme Law of Canada which has precedence over all other legal means.

A

Constitutional Law

31
Q

Prohibits discrimination in employment (race, national or ethnic origin, color, religion, age, sex, marital status, family status, mental or physical disability, pardoned conviction, sexual orientation).

A

Human Rights Legislation

32
Q

Any refusal to employ or to continue to employ any person on the basis of that individual’s membership in a protected group.

A

Discrimination

33
Q

Occurs when an employer adopts a practice that directly discriminates on a prohibited ground.

A

Direct Discrimination

34
Q

Occurs when an employer, in good faith, adopts a practice for sound business reasons, but when it is applied to all employees it has an unintended negative impact on members of a protected group.

A

Indirect Discrimination

35
Q

Elimination of unequal treatment and discriminatory practices that prevent the entry or retention of members from designated groups in the workplace.

A

Employment Equity

36
Q

4 designated groups under Employment Equity:

A

1) Women, 2) Visible minorities, 3) Aboriginal people, and 4) People with disabilities

37
Q

Provide rights of the employees to organize trade unions and to bargain collective agreements with employers.

A

Labor Law

38
Q

Sets minimum work standards such as wages, hours, holidays, vacations, etc.

A

Employment Standards

39
Q

Requirements that a person must possess to perform the essential components of a job in a safe and reliable manner.

A

Bona Fide Occupational Requirement (BFOR)

40
Q

Duty of an employer to put in place modifications to discriminatory employment practices to meet the needs of members of a protected group being affected by the employment practice.

A

Accommodation

41
Q

Limit beyond which employers and service providers are not expected to accommodate a member of a protected group.

A

Undue Hardship

42
Q

Law that does not regulate recruitment and selection within an organization.

A

Criminal Law

43
Q

TRUE OR FALSE: HRM must coordinate human resource activities with all parts of the organization and people.

A

True

44
Q

TRUE OR FALSE: Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.

A

False

45
Q

TRUE OR FALSE: In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.

A

True

46
Q

TRUE OR FALSE: During the interview process, inquiries about the applicant’s religion may be justified if they seek to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values).

A

True

47
Q

TRUE OR FALSE: Job analyses are not required by law but can avoid any potential lawsuits.

A

True

48
Q

TRUE OR FALSE: It is illegal to provide a bad reference considering that it is true.

A

False

49
Q

7 resume sections:

A

1) Contact information, 2) Profile, 3) Education history, 4) Work experience, 5) Volunteer work, 6) Professional development, and 7) Hobbies and interests

50
Q

TRUE OR FALSE: Resume should be more than two pages.

A

False

51
Q

TRUE OR FALSE: “References available upon request” should be written on the resume.

A

False

52
Q

A document to show your future employer that you’re going to perform well in the job.

A

Cover Letter

53
Q

A method of estimating reliability by asking the same questions in the same order.

A

Test and Retest

54
Q

A method of estimating reliability by asking different questions in the second interview.

A

Alternate Forms

55
Q

2 tests of validity:

A

Truthfulness and Correctness

56
Q

4 popular job analysis methods:

A

1) Interviews, 2) Direct observation, 3) Self-monitoring data, and 4) Questionnaires

57
Q

4 compensable factors:

A

1) Skill, 2) Effort, 3) Responsibility, and 4) Working conditions

58
Q

TRUE OR FALSE: An employer not letting any staff work part-time is a form of indirect discrimination.

A

True

59
Q

TRUE OR FALSE: Company requiring to present a driver’s license to enter the premises is a form of indirect discrimination.

A

True

60
Q

TRUE OR FALSE: An employee not being selected for a promotion because he is retiring soon is a form of indirect discrimination.

A

False

61
Q

TRUE OR FALSE: Height is a prohibited ground for discrimination.

A

False

RECRUITMENT & SELECTION (1 decks)

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