Question 1

Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.

Accepted Answer

By using orientation and mentoring programs, employers can help new employees understand the company's culture and expectations, even if they have previous work experience.

Question 2

Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

Accepted Answer

Screening is indeed the first step of the selection process where the minimum qualifications of applicants are assessed.

Question 3

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

Accepted Answer

This is true as any tool used that may impact an individual's rights must be reviewed to ensure it does not discriminate against any protected group or violate any human rights legislation.

Question 4

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

Accepted Answer

Reviewing career regression and unexplained gaps in work or education can provide important insights into an applicant's work history and potential fit for a position. It is important to assess potential red flags and ask questions to gain a better understanding of an applicant's qualifications and experience.

Question 5

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

Accepted Answer

Weighted application blanks are designed to predict success on the job based on the criteria established from current and previous employees. This means that the blanks are developed with a specific goal in mind and are tailored to meet the job requirements, making option A true.

Question 6

Reference checks gather information about a job candidate from that applicant's supervisors, coworkers, clients, or other referees. Gathering this requires the written consent of the applicant.

Accepted Answer

Reference checks cannot be conducted without the written consent of the job candidate, as it involves gathering information about their work performance and experience from past employers or colleagues.

Question 7

The first impression created by the résumé is not a factor in screening.

Accepted Answer

The first impression created by the résumé is often the first factor that recruiters use to screen candidates. Therefore, it is important to create a résumé that is visually appealing and well-organized to make a positive first impression.

Question 8

WABs are particularly effective in predicting overall job performance.

Accepted Answer

There is not enough evidence to support that WABs (Work sample tests, Ability tests, and Biographical data tests) are particularly effective in predicting overall job performance. It is generally recommended to use a combination of different types of assessments to have a more accurate prediction of job performance.

Question 9

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

Accepted Answer

Recruitment is the process of attracting, screening, and selecting qualified people for a job at an organization or firm, while the identification of individuals from the applicant pool who have minimum qualifications for the targeted position is more accurately described as part of the selection process, not recruitment.

Question 10

The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description.

Accepted Answer

The intent of the résumé is to provide a brief, accurate self-description of the job applicant to the organization.

Question 11

Screening refers to the early stages of a sequential selection process in which applicants that meet
the selection criteria are selected for further consideration and more assessment.

Accepted Answer

Screening typically involves an initial review of applications or resumes to identify candidates who meet the basic qualifications for a job or position. These candidates are then selected for further evaluation through methods such as interviews, tests, and reference checks.

Question 12

Screening seeks to find a sufficient number of qualified applicants.

Accepted Answer

The answer of Screening seeks to find a sufficient number...

Question 13

Screening begins before the Human Resources Department receives the application.

Accepted Answer

Screening typically begins after the Human Resources Department receives the application, as it is the process of reviewing applications to determine which candidates meet the minimum qualifications for a position.

Question 14

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.

Accepted Answer

A weighted application blank is a specialized job application form where different weights are assigned to the responses or information provided by applicants, which are then used to predict the applicant's suitability for the job. It's not just a basic information form but a tool for evaluating candidates more effectively.

Question 15

Selection identifies whether candidates who applied for a position meet minimum requirements.

Accepted Answer

The answer of Selection identifies whether candidates who applied for...

Question 16

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

Accepted Answer

False negatives refer to individuals who are predicted to perform poorly for a given position, but who actually perform satisfactorily on the job.

Question 17

Which of the following describes the result of a research study that examined the relationship between recruiters' evaluations of candidates based on Facebook profiles and candidates' subsequent performance on the job?
A) Highly rated candidates became high-performing employees.
B) Low-rated candidates were not offered jobs.
C) No relationship was found between recruiter ratings and candidate job performance.
D) Male applicants were favoured over female candidates.

Accepted Answer

The research study found no relationship between recruiter ratings based on Facebook profiles and subsequent job performance of the candidates. Option A and B are not mentioned in the study, and option D is not relevant to the given scenario.

Question 18

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.

Accepted Answer

False negatives in screening refer to individuals who actually have the potential or qualifications for success in a position but are incorrectly assessed or overlooked during the screening process, thus not selected for the job.

Question 19

Reference information is usually collected through telephone interviews with the referees by using a checklist of job-related questions.

Accepted Answer

Reference information is typically collected through telephone interviews with the referees, and a checklist of job-related questions is often used to ensure consistency and thoroughness in the information obtained.

Question 20

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

Accepted Answer

Reference checks usually take place in the later stages of the hiring process, typically after initial screening of resumes and interviews have been conducted. The purpose of reference checks is typically to confirm information provided by the applicant and to gain insights into their work ethic, abilities, and character.

Quiz 7: Selection I: Applicant Screening