Deck 6: Selection

Question 1

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-In previous years,the company had a selection ratio of

A)1:10.
B)1.2:10.
C)1.6:10.
D)2:10.
E)2.5:10.

Answer 1

1.6:10.

Question 2

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-In an attempt to reduce the potential of interviewer bias towards male Philippine candidates,Paloma should require the use of what type of interviews?

A)panel interviews of one candidate
B)group interviews
C)one-on-one interviews
D)unstructured interviews
E)stress producing interviews

Answer 2

panel interviews of one candidate

Question 3

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-In her review,Paloma found that co-workers always participated in the selection process of new employees.A weakness of doing so (as evidenced by the case)is

A)it may reduce diversity.
B)validity of the selection process is increased.
C)multiple views and experiences are considered.
D)the probability that the new hire will be productive decreases.
E)the group acts hostile towards employees hired using their input.

Answer 3

it may reduce diversity.

Question 4

Samuel Hardy recently completed his Ph.D in psychology at a prestigious school.He had applied for a faculty position at a university in his home city,and was now eagerly looking forward to his first interview and job talk.His application package included a covering letter,his curriculum vitae,a statement of teaching philosophy,a statement of research focus,and three letters of reference.On that basis,he had now been invited to a full day campus visit and interview.His letter of invitation stated that the day would commence with a meeting with the Dean of the Faculty and the Department Chair,after which he would be required to do a "job talk" which was a presentation of some of his research to an audience of about 50 faculty members,students,and other interested parties.After this,he would go to lunch with some faculty members in the Department,and then have a 90 minute formal interview.After the interview,the President of the Psychology Students Association would take him for a tour of the relevant buildings on campus,and then he would have a chance to meet with the Faculty Association.A reservation for dinner was also made at a lovely restaurant later that evening,with members of the Departmental Personnel Committee.Thinking about his busy day ahead,he realized that he would be exhausted,but hopeful that he would get an offer of employment.
As Samuel was preparing for his campus visit,he realized that the entire day was like one long interview.Considering the stages in a typical employment interview,at what stage would Samuel spend the most time over the course of the campus visit day?

A)information exchange
B)creation of rapport
C)evaluation
D)termination
E)interviewer preparation

Question 5

Samuel Hardy recently completed his Ph.D in psychology at a prestigious school.He had applied for a faculty position at a university in his home city,and was now eagerly looking forward to his first interview and job talk.His application package included a covering letter,his curriculum vitae,a statement of teaching philosophy,a statement of research focus,and three letters of reference.On that basis,he had now been invited to a full day campus visit and interview.His letter of invitation stated that the day would commence with a meeting with the Dean of the Faculty and the Department Chair,after which he would be required to do a "job talk" which was a presentation of some of his research to an audience of about 50 faculty members,students,and other interested parties.After this,he would go to lunch with some faculty members in the Department,and then have a 90 minute formal interview.After the interview,the President of the Psychology Students Association would take him for a tour of the relevant buildings on campus,and then he would have a chance to meet with the Faculty Association.A reservation for dinner was also made at a lovely restaurant later that evening,with members of the Departmental Personnel Committee.Thinking about his busy day ahead,he realized that he would be exhausted,but hopeful that he would get an offer of employment.
Being asked to do the "job talk" (the presentation of some of his research to an audience of about 50 faculty members,students,and other interested parties)would be best described as a

A)knowledge test.
B)integrity test.
C)performance test.
D)personality test.
E)cognitive ability test.

Question 6

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-It appears that persons of Philippine background are being hired in exceptionally high proportions,and many are newcomers to Canada.Paloma has decided to conduct train all interviewers in interviewer biases and errors.Selecting a majority of persons of Philippine background may be due to the

A)recency effect.
B)contrast error.
C)error of central tendency.
D)strictness bias.
E)halo effect.

Question 7

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-This year,the company is experiencing a selection ratio of

A)2:3.
B)4:5.
C)2:10.
D)3:10.
E)4:10.

Question 8

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-The reduction in the number of recruitment methods used,may result from all of the following valid selection strategy dimensions except

A)reflect job requirements.
B)be linked to the organization's priorities.
C)recognize organizational constraints.
D)recognize labour market realities.
E)reflect the strategy of the competition.

Question 9

Samuel Hardy recently completed his Ph.D in psychology at a prestigious school.He had applied for a faculty position at a university in his home city,and was now eagerly looking forward to his first interview and job talk.His application package included a covering letter,his curriculum vitae,a statement of teaching philosophy,a statement of research focus,and three letters of reference.On that basis,he had now been invited to a full day campus visit and interview.His letter of invitation stated that the day would commence with a meeting with the Dean of the Faculty and the Department Chair,after which he would be required to do a "job talk" which was a presentation of some of his research to an audience of about 50 faculty members,students,and other interested parties.After this,he would go to lunch with some faculty members in the Department,and then have a 90 minute formal interview.After the interview,the President of the Psychology Students Association would take him for a tour of the relevant buildings on campus,and then he would have a chance to meet with the Faculty Association.A reservation for dinner was also made at a lovely restaurant later that evening,with members of the Departmental Personnel Committee.Thinking about his busy day ahead,he realized that he would be exhausted,but hopeful that he would get an offer of employment.
When providing Samuel with a tour of the campus and meetings with the Dean,Department Chair,President of the Students' Association,and the Faculty Association,its intent was to provide Samuel with a

A)psychological test.
B)knowledge test.
C)contingent assessment.
D)realistic job preview.
E)stress test.

Question 10

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada); and,
- 95% of the new hires had names of Philippine origin.


-The great increase in the number of males hired in the past two years has resulted in 78% of the workers in the production area are now male.Paloma wonders whether the new physical coordination tests implemented by the company are creating this result.As a consequence,she is considering reviewing the change in screening tests to determine whether separate validation studies for different demographic subgroups should be conducted.These studies are referred to as

A)minority validity.
B)construct validity.
C)predictive validity.
D)differential validity.
E)demographic validity.