Oakland University

ORG 330

Chapter 4

Staffing: Recruiting and Selection

Multiple Choice

1)The staffing process is based on the key components of                                                                                                          

and                     

1. 1. Investigation and retention
   2. legal orientation and recruiting
   3. testing and placement
   4. HR planning and retention
2. The director of HR realizes that the KSAs currently used for hiring entry-level engineers are outdated. In order to

establish which KSAs are needed, a                                                                                                   is required.

1. 1. selection requirements study
   2. performance appraisal analysis
   3. test validation
   4. job analysis

3          Which of the following is not considered a labor market component?

1. Labor force population
2. Applicant population
3. Median age in the labor market
4. Applicant pool 

4. Leadership,                     cooperation,                      and            openness               are             examples of:                                               .
   1. halo effect
   2. selection bias
   3. soft skills
   4. outdated selection criteria 
5. Halo effect and “Devil’s Horns” are associated with which selection activity?
   1. Interviews
   2. Background checking
   3. Testing
   4. Preliminary screening

6. A company learns that an employee has been convicted of violent crime in the past, but allows him to continue in a position where he is often alone with customers. The organization may face liability for                                                                                                                  
   1. negligent hiring
   2. public menace
   3. detrimental selection
   4. negligent retention
7. The view of an organization that is held by both employees and outsiders is called the organization’s                                                                                                                                    .
   1. brand

7. 2. PR profile
   3. Label
   4. projection 
8. Which is a disadvantage of using PEOs for staff leasing?
   1. Higher benefit costs
   2. Higher total payroll costs
   3. Increased record keeping
   4. Complexity in the payroll function 

9. The                                                      process matches people with jobs through

                                                  and                                                      .

9. 1. placement; staffing; recruiting
   2. staffing; recruiting; selection
   3. recruiting; selection; placement
   4. selection; screening; placement 
10. The process of generating a pool of qualified applicants for organizational jobs is called     .
    1. requisitioning
    2. acquiring
    3. pre-selecting
    4. recruiting 
11. If the number of available candidates only equals the number of people to be hired,         .
    1. no real selection is required
    2. there can be perfect matching of jobs with people
    3. the staffing process has been successful
    4. the labor market is “optimal” 
12. A presentation to an applicant of a balanced view of a job is called a/an               
    1. realistic job preview
    2. orientation
    3. preliminary overview

12. 4. optimistic job preview
13. Which of the following is given as a disadvantage of recruiting internally?

1. The firm may not select someone who will "fit" the job.
2. It is difficult to assess the abilities of the individual.
3. The firm can only hire at entry level.
4. A management development program is needed.

14. Which of the following approaches would most likely increase motivation for employees to stay and grow in the organization rather than pursuing career opportunities elsewhere?
    1. filling openings internally
    2. listing open positions on the organization’s web page
    3. recruiting from the local universities and colleges
    4. providing increased technical training opportunities 
15. One characteristic of Internet recruiting is:                                                                                        
    1. Delays applicant responses
    2. More expensive than newspaper advertising
    3. Produces a wider applicant pool
    4. Screens out job “browsers” 

16. External recruiting sources include                                                                                               .
    1. former employees
    2. labor unions
    3. job posting and bidding
    4. friends of current employees
17. In some industries such as                                                                                             , unions have traditionally supplied workers to employers.

17. 1. entertainment
    2. publishing
    3. law enforcement
    4. construction 
18. Job fairs are primarily useful for                                                                                                .
    1. identifying who is currently on the job market
    2. filling a large number of jobs quickly
    3. assessing the current state of the labor market
    4. comparing compensation packages with competing firms 

19. What is a primary advantage of recruiting through professional and trade associations?
    1. Firms can gain access to specialized professionals needed in an industry.
    2. Firms can obtain competitors’ secrets.
    3. Individuals hired from competitors have enhanced motivation because they have decided to take another position in the same industry.
    4. Firms can hire candidates at more competitive salaries.

20. Which of the following statements is true about using the Internet for recruiting?
    1. Employers have found the use of internet recruiting is a way to save on cost.
    2. It is an easy way to find interested, qualified candidates.
    3. Internet                  recruiting                      has            not            lived                up           to            its expectations.
    4. HR staff has found that internet recruiting has reduced their workloads.

21.                                                   involves fitting a person to the right job.
    1. Placement

21. 2. Interviewing
    3. Selection
    4. Staffing 
22. More than anything else, placement of human resources should be seen as a/an                .
    1. public relations activity
    2. line management responsibility
    3. matching process
    4. HR unit responsibility 
23. A system that tracks prospects in the company and matches them with jobs as they come open is called                                                                                                                                                                          .
    1. resume mining
    2. internal mobility
    3. applicant tracking
    4. employer career websites
24. A/An                                                         is a characteristic that a person must possess to successfully perform work.
    1. validator
    2. essential element
    3. selection criterion
    4. predictor 
25. A recruiter who uses a candidate’s experience, test scores, education, and work references in the selection process is evaluating                      .
    1. multiple predictors of selection criteria
    2. selection criteria for employee characteristics
    3. selection criteria for multiple hurdles
    4. multiple hurdles of selection criteria

26. Which of the following is not a purpose of the application

form?

1. 1. It is used to determine if the applicant can perform the essential functions of the job.
   2. It can be used for research on the effectiveness of the selection process.
   3. It is a record of the applicant’s desire to obtain a position.
   4. It provides the interviewer with a profile of the applicant.

27. A graduate school admissions office believes that a higher score on an admissions test might offset an applicant’s lower undergraduate grade point average. This is an example of the             approach to selection.

27. 1. Multiple hurdles
    2. Affirmative action
    3. Compensatory
    4. Liberal
28. Federal                    immigration                        law               requires                      employers                    to

                                                .

1. 1. obtain clearance from the Department of Labor and Social Security Administration of a candidate it wishes to hire
   2. send copies of all identification and work authorization documents submitted by employees to the United States Citizenship and Immigration Service.
   3. determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring
   4. contact the Department of Homeland Security if an illegal alien applies for a job without proper work authorization

29. The             purpose                 of             pre-employment                     screening                    is              to

                                                .

1. 1. provide a realistic job preview
   2. encourage potential job candidates to explain how they are qualified for the job
   3. determine if applicants meet the minimum qualifications for open jobs

1. 4. obtain information for an EEO report

30. Tests that assess an individual’s ability to perform in a specific manner are called        .
    1. aptitude tests
    2. knowledge tests
    3. ability tests
    4. behavioral tests 
31. Cognitive                     ability                      tests                  measure                an             individual’s

                                                .

1. 1. abilities such as strength, endurance, and muscular movement
   2. thinking, memory, reasoning, and verbal and mathematical abilities
   3. ability to perform in a specific manner
   4. dexterity,                        hand-eye                  coordination,                          and              arm-hand steadiness

32. The purpose of a/an                                                                          is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.
    1. polygraph test
    2. application form
    3. selection interview
    4. reference check 
33. In a structured interview,                                                                                   .
    1. all candidates meet in the same room with the same interviewer
    2. a set of standardized questions are asked of all job applicants
    3. each candidate appears before a panel of interviewers
    4. computers are used to devise a set of questions 
34. A talented recruiter will effectively interview the job candidate, which consists of all of the following except

                                                .

34. 1. asking clear, closed-ended questions
    2. planning what information to collect from the candidate
    3. stopping the interview when all necessary information has been collected
    4. identify specific areas for questioning
35. The main legal reason for performing a thorough background check of all applicants is .
    1. to comply with EEOC requirements
    2. to undercover resume fraud
    3. to verify a candidate’s criminal history
    4. to avoid a negligent hiring charge 

36. When an employer becomes aware that a current employee may be a risk to the safety of other employees, the employer may

face a charge of                                                                       

that person.

1. 1. negligent hiring
   2. negligent retention
   3. wrongful employment
   4. wrongful discharge

True and False

if they continue to employ

37. Recruitment is the process of choosing individuals with qualifications needed to fill jobs in an organization.

38. Labor markets are the internal supply pool from which employers attract candidates for jobs.

39. “Employment branding” is a crucial to attracting and retaining employees.

40. The advantage of continuous efforts in recruiting is that it keeps the employer in the recruiting market.

41. One of the disadvantages of filling jobs externally, as compared to internally, is that new hire training is more expensive and takes longer.

42. A job posting is used by an organization to provide notices of job openings for employees to respond to.

43. Employers should be careful of current-employee referrals as a recruitment source, as too much could result in equal employment opportunity violations.

44. A software approach to getting the best resumes for a fit from a big database is called applicant tracking.

45. Ability, motivation, and intelligence are all predictors of selection criteria.

46. When scores from individual predictors are added together into a total combined score, the compensatory approach of combining predictors is being used.

47. The Myers-Briggs test is an example of an honesty/integrity test.

48. The most effective interviewers tend to have an innate talent in communicating with people.

Essay

49. What strategies might help organizations better manage selection activities?

50. Describe why strategy and HR planning play such a key role in the recruiting process.

51. Describe some of the external sources of job candidates.