Question 1

Which of the following are considered to be "hidden"costs of a poor selection process?

Accepted Answer

A) the cost of beginning the selection process over again when an unsuccessful employee is terminated 
B) the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated 
C) strategic objectives will not be met 
D) customer alienation and internal disorganization when an unsuccessful employee is terminated 
E) customer alienation only 
A) the cost of beginning the selection process over again when an unsuccessful employee is terminated 
B) the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated 
C) strategic objectives will not be met 
D) customer alienation and internal disorganization when an unsuccessful employee is terminated 
E) customer alienation only

Question 2

An example of a behavioural question is,

Accepted Answer

A) "What type of work do you want to be doing in five years?" 
B) "Tell me about a time when you managed a situation requiring negotiation." 
C) "If a co-worker hurt her back, what would you do?" 
D) "What are the skill areas you must develop?" 
E) None of the above are behavioural questions. 
A) "What type of work do you want to be doing in five years?" 
B) "Tell me about a time when you managed a situation requiring negotiation." 
C) "If a co-worker hurt her back, what would you do?" 
D) "What are the skill areas you must develop?" 
E) None of the above are behavioural questions.

Question 3

Examples of strategies used in a typical assessment centre include all of the following except

Accepted Answer

A) an in-basket exercise. 
B) a leaderless group discussion. 
C) on-the-job training. 
D) individual presentations. 
E) objective tests. 
A) an in-basket exercise. 
B) a leaderless group discussion. 
C) on-the-job training. 
D) individual presentations. 
E) objective tests.

Question 4

To comply with human rights laws, an interviewer should not ask questions about any of the following except

Accepted Answer

A) ethnic background. 
B) childcare arrangements. 
C) marital status. 
D) workers' compensation history. 
E) educational qualifications. 
A) ethnic background. 
B) childcare arrangements. 
C) marital status. 
D) workers' compensation history. 
E) educational qualifications.

Question 5

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Accepted Answer

A) failure to check references can lead to negligent or wrongful hiring suits. 
B) as long as reference information is honest, fair, and candid, reference givers are legally protected. 
C) many companies are adopting a "no reference"policy. 
D) the defence of "qualified privilege"protects reference givers, regardless of the circumstances. 
E) even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected. 
A) failure to check references can lead to negligent or wrongful hiring suits. 
B) as long as reference information is honest, fair, and candid, reference givers are legally protected. 
C) many companies are adopting a "no reference"policy. 
D) the defence of "qualified privilege"protects reference givers, regardless of the circumstances. 
E) even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected.

Question 6

Which of the following statements about personality testing is true?

Accepted Answer

A) The "Big Five"personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. 
B) Attainment of the full potential of personality testing relates primarily to the careful analysis of test results. 
C) Personality tests are not very useful for hiring purposes. 
D) The predictive power of personality tests is generally quite low. 
E) Extroversion is a valid predictor of performance for all occupations. 
A) The "Big Five"personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. 
B) Attainment of the full potential of personality testing relates primarily to the careful analysis of test results. 
C) Personality tests are not very useful for hiring purposes. 
D) The predictive power of personality tests is generally quite low. 
E) Extroversion is a valid predictor of performance for all occupations.

Question 7

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Accepted Answer

A) True 
 B)False

Question 8

You are the director of human resources at an accounting firm and are preparing to advise the hiring manager in interviewing candidates for articling positions with the firm.You've already identified key selection criteria for the position, which include excellent analytical skills, ability to work under pressure, and the ability to interact well with clients and coworkers.Generate one situational interview question and one behavioural interview question for the positions.Be sure to explain how each of the questions is relevant to any of the selection criteria identified.Complete answers are worth 5 points for each question-10 total.

Accepted Answer

Situational interview question
-The ques

Question 9

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

Accepted Answer

A) incorrect stereotypes. 
B) applicant screening. 
C) letters of reference. 
D) employment test results. 
E) candidate responses. 
A) incorrect stereotypes. 
B) applicant screening. 
C) letters of reference. 
D) employment test results. 
E) candidate responses.

Question 10

All of the following statements about selection interviews are true except that

Accepted Answer

A) interviews significantly affect job applicants' views of the job and firm. 
B) the interview is used by virtually all organizations for selection purposes. 
C) interviews are conducted following testing in a majority of firms. 
D) interviews enable the employer to fill in information gaps. 
E) interview objectives include providing job applicants with information about expected duties of the position. 
A) interviews significantly affect job applicants' views of the job and firm. 
B) the interview is used by virtually all organizations for selection purposes. 
C) interviews are conducted following testing in a majority of firms. 
D) interviews enable the employer to fill in information gaps. 
E) interview objectives include providing job applicants with information about expected duties of the position.

Question 11

The interview format that yields comparable answers and in-depth insights is known as

Accepted Answer

A) mixed. 
B) behavioural. 
C) stress-producing. 
D) situational. 
E) patterned. 
A) mixed. 
B) behavioural. 
C) stress-producing. 
D) situational. 
E) patterned.

Question 12

A test in which an ambiguous stimulus is presented and the person taking the test is expected to interpret or react to it, is a common type of

Accepted Answer

A) achievement test. 
B) interest inventory. 
C) intelligence test. 
D) personality test. 
E) aptitude test. 
A) achievement test. 
B) interest inventory. 
C) intelligence test. 
D) personality test. 
E) aptitude test.

Question 13

It is common for interviewers to turn interviews into a search for negative information.

Accepted Answer

A) True 
 B)False

Question 14

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

Accepted Answer

A) achievement tests. 
B) intelligence tests. 
C) personality tests. 
D) interest inventories. 
E) aptitude tests. 
A) achievement tests. 
B) intelligence tests. 
C) personality tests. 
D) interest inventories. 
E) aptitude tests.

Which of the following are considered to be "hidden"costs of a poor selection process?

An example of a behavioural question is,

Examples of strategies used in a typical assessment centre include all of the following except

To comply with human rights laws, an interviewer should not ask questions about any of the following except

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Which of the following statements about personality testing is true?

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

All of the following statements about selection interviews are true except that

The interview format that yields comparable answers and in-depth insights is known as

A test in which an ambiguous stimulus is presented and the person taking the test is expected to interpret or react to it, is a common type of

It is common for interviewers to turn interviews into a search for negative information.

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Selection

Which of the following are considered to be "hidden"costs of a poor selection process?

An example of a behavioural question is,

Examples of strategies used in a typical assessment centre include all of the following except

To comply with human rights laws, an interviewer should not ask questions about any of the following except

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Which of the following statements about personality testing is true?

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

All of the following statements about selection interviews are true except that

The interview format that yields comparable answers and in-depth insights is known as

A test in which an ambiguous stimulus is presented and the person taking the test is expected to interpret or react to it, is a common type of

It is common for interviewers to turn interviews into a search for negative information.

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters