Deck 1: An Introduction to Recruitment and Selection

Question 1

The HRM of Northshore Industries has not developed a code of ethical conduct for its employees because senior management believes that feels it places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection. With what might the HRM be most concerned?

A) organizational culture
B) legal requirements and equitable practices
C) conflict of interest
D) poor leadership

Answer 1

B

Question 2

In the Human Resources System model outlined in the textbook, which of the following is NOT part of the social/economic environment?

A) competition
B) globalization
C) marketplace
D) demographics

Answer 2

A

Question 3

Given the application of progressive human resources practices, what might an organization expect from its employees?

A) higher compensation costs
B) lower dysfunctional behaviours
C) higher operating costs
D) lower unionization

Answer 3

B

Question 4

In the Human Resources System model outlined in the textbook, what aspect does NOT fit the Work Environment?

A) complaint resolution
B) leadership
C) health and safety
D) vision and mission

Question 5

Which of the following organizations establishes national core standards for the HR profession in Canada?

A) CSIOP
B) CCHRA
C) CPA
D) CHRP

Question 6

What can effective recruitment and selection practices do for an organization?

A) improve the knowledge, skills, and abilities of its employees
B) offer a limited impact on employee motivation
C) encourage expensive high performers to leave the organization
D) discourage poor performers from leaving an organization

Question 7

What is the definition of recruitment?

A) generating an applicant pool
B) choosing job candidates
C) finding and hiring the best person for the job
D) finding and screening job applicants

Question 8

In the Human Resources System model outlined in the textbook, within which environment does human rights belong?

A) social
B) economic
C) political
D) legislative

Question 9

Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics?

A) knowing what is good from what is bad
B) determining what is moral from what is immoral
C) identifying what may be done from what may not be done
D) distinguishing what is right from what is wrong

Question 10

According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $2300 of profit per employee?

A) 1 percent
B) 5 percent
C) 10 percent
D) 50 percent

Question 11

Which of the following would NOT lead to an improvement in the hiring system of an organization?

A) communicate to the hiring managers about their annoying interview habits
B) use scientific methods and efficient selection methods
C) determine the motivations of job seekers
D) know the going rates of pay and offer slightly more

Question 12

What elements are part of the socioeconomic external environment affecting recruitment and selection?

A) national and international organization policies
B) human resources information systems and management
C) globalization and demographics
D) cost containment and marketplace

Question 13

Which of the following is NOT a benefit of e-recruiting, according to the Government of Canada?

A) higher tracking costs
B) lower recruiting costs
C) lower printing costs
D) larger pool of candidates

Question 14

What is the definition of selection?

A) generating an applicant pool
B) finding and screening job applicants
C) choosing job candidates
D) matching an applicant's competencies with a job position

Question 15

In the opening case entitled Slugging Through the War for Talent, what aspect of selection systems was rated high or very high by the majority of staffing directors and hiring managers?

A) objectivity of the hiring process
B) fits organizational culture
C) legally defensible

Question 16

Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies?

A) establishing employee trust
B) Increasing the firm's market price
C) reducing employee turnover
D) encouraging poor performers to leave

Question 17

Why do growing numbers of employers require their human resources professionals to have CHRP designations?

A) Certified human resources professionals must adhere to a code of ethics that dictates standards of performance.
B) Certified human resources professionals clearly understand all legislation.
C) Certified human resources professionals can enforce organizational conflict-of-interest policies and ethical codes of conduct.
D) Certified human resources professionals are certified in their HR field of expertise, which requires less post-secondary education.

Question 18

What two important principles ensure the human resources system functions properly?

A) Enhance communication between human resource functions and ensure ethical compliance.
B) Assess the impact of legislative requirements and scan the socioeconomic environment for trends.
C) Emphasize the roles of recruitment and selection and apply them to organizational strategy.
D) Think in systems terms and coordinate human resource activities with all organizational units and people.

Question 19

Why might you consider acquiring your CHRP designation?

A) Ethical standards are defined, which will allow you to easily resolve workplace ethical dilemmas.
B) It will certify you to provide advice concerning legal and ethical behaviour.
C) It will identify you as someone possessing HR knowledge, skills and abilities, and ethical behaviour.
D) It is recognition of achievement of all the HR competencies, meaning that you will require minimal post-secondary education.

Question 20

Why must Canadian organizations be cognizant of the influences of globalization when considering recruitment and selection?

A) Globalization affects the pricing strategies for goods and services.
B) Globalization creates higher trade barriers for entry.
C) Globalization demonstrates that best practices for staffing are necessary.
D) Globalization threatens the survival of domestic retailers.

Question 21

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What two important principles should be followed if TS Inc.'s human resource system is to function properly?

A) Build a sustainable staffing strategy and use Web-based technology.
B) Coordinate human resources activities with other parts of the organization and use a systems thinking approach.
C) Systematically integrate diversity and manage human resource information systems.
D) Build a strong culture and enhance communication systems.

Question 22

What important principles underlying Figure 1.1 are critical for the human resource system to function properly?

A) two-way communication between human resource functions and business units
B) assessment of the strengths and weaknesses of the external and internal environment
C) thinking in systems terms and coordinating human resource activities with all organizational units and people
D) a focus on productivity and profitability through recruitment and selection processes

Question 23

Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?

A) Employers have reduced their need to advertise with traditional media sources like newspapers.
B) Employers have focused their search on younger and tech-savvy applicants.
C) Employers have limited their early-retirement incentives to managers only.
D) Employers have implemented layoffs that are not age related.

Question 24

Which of the following is NOT a principle for the Canadian Code of Ethics for Psychologists?

A) support for diversity
B) responsibility to society
C) integrity in relationships
D) respect for dignity of persons

Question 25

What percentage of the workforce has achieved post-secondary educational credentials in Canada?

A)25.5 percent
B)38.3 percent
C)42.2 percent
D)47.8 percent

Question 26

Scenario 1-1
You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs.
Refer to Scenario 1-1. Upon what would you initially want to concentrate your efforts?

A) understanding the external organizational factors affecting recruitment and selection
B) ensuring that human resource planning is integrated with the strategic planning of the organization
C) determining which recruitment and retention processes are economically and technically feasible
D) ensuring that organizational information contained in the human resource information systems is current, secure, and confidential

Question 27

Scenario 1-1
You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs.
Refer to Scenario 1-1. What is a current economic challenge that may have an impact on the recruitment and selection practices at Scribe Engineering?

A) human rights and total compensation issues
B) global competition
C) rapid advances in information technology
D) changing work force demographics

Question 28

According to the textbook, what is the ratio of men to women in the Canadian workforce aged 18 to 65?

A)62.8 to 62.1
B)63.9 to 62.6
C)64.2 to 59.1
D)65.7 to 61.5

Question 29

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What is TS Inc.'s goal for selection?

A) to choose aviation candidates from an applicant pool
B) to find the best possible aviation professionals to hire
C) to find and hire the best person for each aviation position
D) to generate and build a large aviation applicant pool

Question 30

The CEO of your company asks you to hire an older woman, to avoid the significant family-related challenges and high turnover rate that comes with hiring younger administration employees. What is this is an example of?

A) streamlining internal company staffing policies
B) recruitment and retention constraints
C) balancing the rights and interests of employees and management
D) the need for written codes and standards of conduct

Question 31

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. Why might TS Inc. state that a CHRP designation is required?

A) The HRM professional association defines 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.

Question 32

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What would indicate that the recruitment and selection process has been successful at TS Inc.?

A) a valid and reliable process.
B) the continued use of effective but unproven practices
C) the use of technology to facilitate and improve recruitment and selection
D) a significantly large number of applications for job positions

Question 33

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What does TS Inc. accomplish by using technology in its recruitment and selection process?

A) It ensures that human resource planning is integrated with selection criteria.
B) It coordinates human resource activities with other parts of the organization using a systems thinking approach.
C) It determines which recruitment and retention processes are economically and technically feasible.
D) It guarantees that organizational information contained in human resource information systems is current, secure, and confidential.

Question 34

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices?

A) human rights, privacy, and security issues
B) rapid advances in information technology
C) changing work force demographics
D) total compensation and reward strategy

Question 35

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What is TS Inc.'s goal for recruitment?

A) to find and screen job applicants
B) to hire job candidates
C) to generate an applicant pool
D) to find and hire the best aviation employees

Question 36

Refer to Figure 1.1. What two external factors affect the HR system?

A) legal and socioeconomic environments
B) vision/values and mission
C) strategic objectives and organizational requirements
D) personnel competence/commitment and effectiveness

Question 37

Scenario 1-2
You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process. She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success.
Refer to Scenario 1-2. What would be a critical initial question you would want to ask to assess TS Inc.'s recruitment and selection practices?

A) What are the personnel needs of TS Inc.?
B) What are the external factors affecting the human resource and organizational strategies?
C) What are the human resource information system needs of TS Inc.?
D) How ready and committed is TS Inc. to moving beyond traditional practices to a more technical approach?

Question 38

When were psychological tests first used in selection practices for U.S. Army personnel?

A) late 1800s
B) early 1900s
C) mid-1900s
D) late 1900s

Question 39

Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures?

A) legal and socioeconomic environments
B) labour market and economic climate
C) strategic goals and organizational requirements
D) systems view and principles

Question 40

Scenario 1-1
You are excited about your new position as the human resource manager for Scribe Engineering. The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions. The CEO wants hard evidence to back up your staffing costs.
Refer to Scenario 1-1. What is a current internal factor that may have an impact on Scribe Engineering's recruitment and selection practices?

A) human rights legislation
B) organization values, mission, and strategic goals
C) knowledge, skills, and abilities available in the labour market
D) industry and organization type and size

Question 41

List several ways that recruitment and selection are important to organizations.

Question 42

All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Practitioner designation.

Question 43

Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.

Question 44

Which of the following is NOT a right of job applicants undergoing employment testing?

A) Job applicants have the right to receive a copy of the test.
B) Job applicants have the right to not reveal information that is not job-related.
C) Job applicants have the right to be told why they are being tested.
D) Job applicants have the right be tested in a language in which they are fluent.

Question 45

Effective human resource managers are systems thinkers.

Question 46

Define and describe the differences between human resource planning, recruitment, selection, staffing, and retention. Do the processes of human resource planning and staffing happen simultaneously or in a more sequential, linear way?

Question 47

Recruitment is the choice of job candidates from a previously generated pool of candidates.

Question 48

When can a disabling condition of an applicant be used to screen out the individual?

A) when the job applicant cannot complete an employment test
B) when the job applicant would prefer to be accommodated in the job
C) when the job applicant does not have the bona fide occupational requirement
D) when the job applicant is not supported by employment equity programs

Question 49

Recruitment and selection decisions must be coordinated with all parts of the organization although final decisions must remain with HRM.

Question 50

Empirical studies demonstrate that organizations using effective recruitment and selection practices gain a competitive advantage in the marketplace.

Question 51

Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization.

Question 52

Refer to Figure 1.1 and discuss how recruitment and selection interacts with the other major HRM functions and the organization as a whole.

Question 53

Two internal factors affecting an HR system are legislative requirements and the social/economic environment.

Question 54

HRM must coordinate human resource activities with all parts of the organization and people.

Question 55

Two external factors that affect the HR system are economic and legal context.

Question 56

Ethical codes place constraints on what members may and may not do when practising human resources management, including recruitment and selection.

Question 57

CSIOP supports the professional consensus on psychological testing and the appropriate construction, evaluation, and interpretation of the tests.

Question 58

Ethical decision making is always clear-cut.

Question 59

Recruitment and selection are but one component of the HR system.

Question 60

Law is the means by which we distinguish what is right from wrong, what is moral from what is immoral, and what may be done and may not be done in a profession.

Question 61

What are ethics and how do they relate to recruitment and selection?

Question 62

What are two basic principles to ensure that human resource systems function properly?

Question 63

It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value of their staffing processes. This can be done by measuring specific criteria and/or analyzing the bottom-line costs and benefits. Describe three potential costs and benefits of an effective recruitment and selection process. Reflect on an organization you have worked for (or are familiar with) and explain how you might measure the value of recruitment and selection to the organization's bottom line.

Question 64

Describe five socioeconomic factors that influence Canada and explain how they influence recruitment and selection in the country.

Question 65

What are the advantages of obtaining a professional designation such as the CHRP?

Question 66

How can HR professionals demonstrate that they add value to a company's bottom line?

Question 67

Describe two examples of the current socioeconomic and demographic composition of the Canadian work force. Identify how these factors may have affect human resources recruitment and selection. (You may expand this question to incorporate "employer of choice.")