Deck 5: Recruitment and Selection

Question 1

The goal of recruiting is simply to generate large numbers of applicants.

Answer 1

False

Question 2

By their very nature,work-sample tests are job specific and so their generalizability is high.

Answer 2

False

Question 3

A concurrent criterion-related validation strategy correlates job incumbents' scores on a test with existing measures of their performance.

Answer 3

True

Question 4

Much of the work in personnel selection involves measuring characteristics of people to determine who will be accepted for job openings.

Question 5

Reference checks tend to have moderate reliability,moderate validity,and moderate utility.

Question 6

Recruiters tend to be viewed by job seekers as less credible when they are HRM specialists rather than subject matter experts in the job being filled.

Question 7

In general,the more reliable,valid,and generalizable the selection method is,the more utility it will have.

Question 8

Private employment agencies serve primarily blue-collar workers,while public employment agencies mostly deal with white-collar workers.

Question 9

The situational interview is the most widespread selection method employed in organizations.

Question 10

There are two primary contexts over which you might like to generalize: different situations and different samples of people.

Question 11

Generalizability is defined as the degree to which the validity of a selection method established in one context extends to other contexts.

Question 12

Research has demonstrated that the use of realistic job previews can help reduce future job turnover in the workforce.

Question 13

A physical ability test measures balance and coordination,among other things.

Question 14

The degree to which a measure is free from random error refers to its reliability.

Question 15

Recruiting advertisements in newspapers and periodicals typically generate more desirable recruits than direct applications or referrals.

Question 16

The paper-and-pencil honesty testing industry was born because a lie detector test in many areas is now illegal and performing these tests did not eliminate the problem of theft by employees.

Question 17

Image advertising is often effective because job applicants develop ideas about the general reputation of the firm and then spill over to influence their expectations about the nature of the specific jobs at the organization.

Question 18

Newspaper ads generate the largest number of recruits,but relatively few of these are qualified for the position.

Question 19

When applicants' reactions to recruiters are examined,age and gender are the two traits that stand out the most.

Question 20

Of the five major dimensions of personality inventories,"agreeableness" has generally been found to have the highest validity across a number of different job categories.

Question 21

The recruiting source that is likely to be least costly per recruit hired is:

A)a renowned university.
B)a newspaper ad.
C)an employee referral.
D)an executive search firm.

Question 22

Qualities like being curious,imaginative,artistically sensitive,broad-minded,and playful are examples of this personality dimension.

A)Conscientiousness
B)Inquisitiveness
C)Agreeableness
D)Adjustment

Question 23

The recruiting source that is likely to have the highest yield ratio is:

A)a college/university.
B)walk-ins.
C)a public employment agency.
D)an executive search firm.

Question 24

The final standard that any recruitment and selection method should adhere to is compliance with a variety of federal and provincial laws.

Question 25

Qualities like being courteous,trusting,good-natured,tolerant,cooperative,and forgiving are examples of this personality dimension.

A)Conscientiousness
B)Inquisitiveness
C)Agreeableness
D)Adjustment

Question 26

It is essential to clarify the terms of a verbal offer of employment in a confirmation letter to the new employee.

Question 27

Because current employees have learned many things on the job that job applicants have not yet learned:

A)all predictive methods are ineffective.
B)content validation is superior to predictive validation.
C)concurrent validation is superior to content validation.
D)predictive validation is superior to concurrent validation.

Question 28

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of strategy have you used?

A)Predictive criterion-related validation
B)Content validation
C)Concurrent criterion-related validation
D)Utility

Question 29

A test that differentiates individuals based on mental capacities is called a(n):

A)intellectual test.
B)concurrent reliability test.
C)cognitive ability test.
D)honesty test.

Question 30

Which personality dimension has generally been found to have the highest validity across a number of different job categories?

A)Extroversion
B)Adjustment
C)Agreeableness
D)Conscientiousness

Question 31

Qualities like being sociable,gregarious,assertive,talkative,and expressive are examples of this personality dimension.

A)Extroversion
B)Agreeableness
C)Conscientiousness
D)Inquisitiveness

Question 32

Manitario Co.is looking to fill a newly vacant senior administration position.To be compliant with the law,conduct good business and acquire a large pool of candidates they are best to rely on the word-of-mouth recruitment strategy.

Question 33

There are two major issues employers must pay attention to if they want to be sure they are complying with human rights legislation and other laws that apply to activities involved in recruiting job applicants,conducting the selection process,and making job offers to successful candidates.

Question 34

Unlike predictive and concurrent validity,content validity is:

A)measured statistically.
B)more valid.
C)based on judgments.
D)not legally approved.

Question 35

Which one of the following is not among "the Big Five?"

A)Intelligence
B)Adjustment
C)Conscientiousness
D)Inquisitiveness

Question 36

A firm is seeking to hire 15 electricians.It intends to hire only experienced electricians and,as a result,has no plans to train them.A test is developed that requires applicants to identify the mistakes in a miswired circuit and to then correct them by rewiring the circuit properly.What would be the most appropriate method to use in validating this test?

A)Concurrent criterion-related validation
B)Predictive criterion-related validation
C)Construct validation
D)Content validation

Question 37

The use of drug tests is controversial primarily because their results have low reliability and validity.

Question 38

Recruiting advertisements in newspapers and periodicals:

A)are recruitment techniques of the past and not up to date with current technologies.
B)are most effective in attracting applicants who are currently employed.
C)are generally not needed.
D)typically generate less desirable recruits than direct applications or referrals.

Question 39

Which of the following best exemplifies the process of self-selection?

A)An applicant posts his/her resume on an online job bulletin board.
B)While at a job fair,an applicant decides to interview with the ABC Company.
C)An applicant is asked to return for a second interview with the ABC Company.
D)An applicant takes an online "job fitness" test before deciding to apply to the ABC Company.

Question 40

Which of the following recruiter characteristics do applicants tend to respond to most positively?

A)Warmth
B)Race (same as applicant)
C)Age
D)Gender

Question 41

A construction firm is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.It administers a construction-error recognition test,where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he/she is asked to record as many of these problems as can be detected.What type of validation would best be used for the test?

A)Concurrent criterion-related
B)Predictive criterion-related
C)Content
D)Standard error of the measurement

Question 42

An approach that pays higher than current market wages is called a:

A)premium-wage approach.
B)lead-indicator approach.
C)lead-the-market approach.
D)first-mover approach.

Question 43

Which of the following selection methods typically involves the least concern about the legality of its use?

A)Interviews
B)Personality inventories
C)Honesty tests
D)Work-sample tests

Question 44

Which of the following selection devices typically has the highest validity relative to the others?

A)Biographical information
B)Cognitive ability tests
C)Honesty tests
D)Personality inventories

Question 45

______ is an interview procedure where applicants are confronted with specific issues,questions,or problems that are likely to arise on the job.

A)Expertise interview
B)Reference interview
C)Past-based interview
D)Situational interview

Question 46

Yield ratios express the:

A)output yielded by a new hire in relation to the cost of recruiting the new hire.
B)percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
C)dollar costs per hire.
D)quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.

Question 47

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?

A)Predictive criterion-related
B)Concurrent criterion-related
C)Content validation
D)Face validation

Question 48

To comply with Human Rights Legislation and other laws that apply to activities involved in conducting the selection process,employers should only use ________ and _______ selection applicant testing methods.

A)understandable and current
B)accurate and understandable
C)current and accurate
D)reliable and valid

Question 49

Most measurement in personnel selection deals with complex characteristics.Which one of the following is not one of them?

A)Intelligence
B)Dedication
C)Integrity
D)Leadership ability

Question 50

______ is performed by demonstrating that the items,questions,or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.

A)Flexible validation
B)Predictive validation
C)Content validation
D)Concurrent validation

Question 51

The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called:

A)criterion-related validation.
B)split-half estimate of validation.
C)content validation.
D)reliability of the measurement and validation.

Question 52

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method's:

A)reliability.
B)validity.
C)generalizability.
D)utility.

Question 53

All but one of the following would enhance recruiter effectiveness.Name the exception.

A)Ensure recruiters provide applicants with timely feedback.
B)Conduct dual-purpose recruitment and selection interviews.
C)Ensure recruiters are knowledgeable about company policies and procedures and the characteristics of the position.
D)Do recruiting in teams rather than individually.

Question 54

Concerns about the large role that subjective judgments play should be greatest when using:

A)predictive criterion-related validation.
B)concurrent criterion-related validation.
C)content validation.
D)test-retest estimates of reliability.

Question 55

Which of the following validation strategies is most likely to be adversely affected by the "restriction of range" problem that results from current employees tending to be homogeneous?

A)Predictive criterion-related
B)Concurrent criterion-related
C)Content
D)Face

Question 56

Employers must adhere to what law when collecting confidential personal and professional information about applicants?

A)Canadian Charter of Rights and Freedoms
B)Personal Information Protection Electronic Documents Act 2005 (PIPEDA)
C)Freedom of Information and Protection of Privacy Act (FIPPA)
D)Employment Equity Act

Question 57

Cost per hire is:

A)useful in establishing the efficiency of a recruiting source.
B)lower for private employment agencies than for public employment agencies.
C)lower for executive recruits than for clerical recruits.
D)a measure of applicant quality.

Question 58

Which of the following statements about background checks is FALSE?

A)Many firms that provide background checks are unreliable themselves.
B)Background checks offer no guarantee,because of the increased sophistication of those in the dishonesty business.
C)In the case of biographical data,because applicants who supply the information may be motivated to misrepresent themselves,background checks can help.
D)Few employers use methods for getting background information on applicants before interviews.

Question 59

The process by which an organization attempts to identify applicants with the necessary knowledge,skills,abilities and other characteristics that will help it achieve its goals is known as ____________.

A)recruitment
B)selection
C)interviews
D)ability testing

Question 60

The Commissionaires "Trusted Every Day Everywhere" campaign is an example of:

A)general advertising.
B)reputation advertising.
C)image advertising.
D)proactive advertising.

Question 61

_____ refers to a person's capacity to invent solutions to many diverse problems.

A)Verbal comprehension
B)Quantitative ability
C)Qualitative ability
D)Reasoning ability

Question 62

_____ is the ability to keep disruptive emotions in check.

A)Self-motivation
B)Self-esteem
C)Self-awareness
D)Self-regulation

Question 63

You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on a cognitive ability test if:

A)a content validation design had been used.
B)a concurrent criterion-related design had been used.
C)reliability of the test was known.
D)it was shown that the validity of the test was "situationally specific."

Question 64

Which of the following recruiter characteristics is most well-researched and has a degree of pressure to exaggerate the positive features of a vacancy?

A)Recruiter Perception
B)Recruiter's Functional Area
C)Recruiter's Traits
D)Recruiter's Realism

Question 65

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.To do so,you must administer the test to:

A)at least half your present computer technicians.
B)people doing similar jobs in other companies.
C)people applying for computer technician jobs in your company.
D)only your current computer technicians who are performing at or above acceptable levels.

Question 66

With few exceptions:

A)it is recommended that polygraph tests be routinely administered to managerial employees that have access to an organization's financial records or accounts.
B)polygraph tests have been found to have high reliability,moderate validity,and moderate utility.
C)polygraph tests have been found to have high reliability,high validity,and high utility.
D)the use of polygraph tests are illegal in many places.

Question 67

O'Can Ada Inc. ,located in a small town 65 kilometers from Ottawa,is seeking to hire 10 production workers.The company also wants very much to improve the diversity of its presently all-white,male workforce.Which of the following combinations of recruitment sources would be the best for the company to use?

A)Referrals from current employees and walk-in applicants.
B)A job search firm and an advertisement in the local newspaper.
C)Referrals from current employees and an advertisement in the local newspaper.
D)Advertisement in a metropolitan Ottawa newspaper and Ontario's public employment service.

Question 68

_____ tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs in the simulated job.

A)Critical reasoning
B)Self-motivation
C)Stress management
D)Work-sample

Question 69

The recruitment process is complete when:

A)the successful candidate is hired.
B)an adequate pool of qualified candidates have applied for the vacant position(s).
C)the candidates have been interviewed by the hiring manager.
D)the hiring manager has received the names of a few people who would be good candidates from the employees.

Question 70

_____ is the ability to sense and read emotions in others.

A)Social skills
B)Empathy
C)Self-regulation
D)Sympathy

Question 71

______ is defined as the degree to which the validity of a selection method established in one context extends to other contexts.

A)Utility
B)Generalizability
C)Reliability
D)Legality

Question 72

The lower validity associated with self-reports of personality can be traced to three factors.Which of the following is not one of them?

A)People are much better at "faking" their responses to intelligence tests.
B)People sometimes lack insight into what their own personalities are actually like.
C)People's personalities sometimes vary across different contexts.
D)People are much better at "faking" their responses to personality items.

Question 73

To specifically increase accessibility during recruitment,employers should:

A)increase the word-of-mouth with employees.
B)host several information sessions about the company.
C)provide clear information about essential job duties in job ads.
D)increase their presence at university job fairs.

Question 74

What type of ability is concerned with the speed and accuracy with which one can solve arithmetic problems of all kinds?

A)Verbal comprehension
B)Quantitative ability
C)Qualitative ability
D)Reasoning ability

Question 75

During an interview for a sales position,you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his orders;what would you do to regain his business?" What type of interview question is this?

A)Job-skill
B)Job knowledge
C)Situational experience-based
D)Situational future-oriented

Question 76

Recruitment activities are designed to affect all of the following except:

A)the number of people who apply for vacancies.
B)the type of people who apply for vacancies.
C)the likelihood that those applying for vacancies will accept positions if offered.
D)the evaluation of employees once hired.

Question 77

Which of the following types of interviews has the highest validity in terms of making effective screening decisions?

A)Focus groups
B)Highly structured interviews
C)Questionnaires
D)Highly unstructured interviews

Question 78

Emotional intelligence is traditionally conceived of having five aspects.Which of the following is not one of them?

A)Self-awareness
B)Self-regulation
C)Self-esteem
D)Self-motivation

Question 79

Which of the following is not one of the five generic standards that should be met in any selection process?

A)Utility
B)Validity
C)Reliability
D)Flexibility

Question 80

You are a brand new father and you will be taking 4 months of Paternity Leave.Before leaving,your supervisor has asked you to assist in the hiring process for your temporary replacement.Throughout this process,which one of the following is not required of you to consider to make sure you are complying with the human rights legislation and other laws that apply to activities involved in recruiting job applicants,conducting the selection process and making the job offer to the successful candidate?

A)Communicating hiring agreements clearly.
B)Ensuring internal candidates get preference.
C)Preventing discrimination against applicants.
D)Respecting the privacy of applicants.