Exam 4: Staffing: Recruiting and Selection

Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a major national bank. Jill was one of the top candidates when she was hired by the bank. Three months into her job, she feels that the individual bank customers are not valued and that the bank engages in misleading advertising. This is an example of:

Morgan, the best candidate for the position of director of marketing, has tested positive for the presence of illegal drugs in a hair sample. Given this scenario, the HR manager should:

The major saving in time generated by Internet recruiting compared with traditional recruiting is the time taken:

Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion of minorities in his company's managerial ranks is too low. To solve the issue, Illumin Media should consider recruiting methods that reach a larger applicant population of experienced managers, such as contacting professional associations.

Identify the sources of background information for job applicants.

Calculating the average time from contact to hire allows a firm to most accurately:

The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.

What are the circumstances in which an employer needs to combine predictors? What are the two ways of combining predictors?

What is the difference between continuous and intensive recruiting?

The term "applicant population" refers to all individuals looking for a job in a particular geographic area.