Exam 5: Recruiting and Selecting Employees

What are the advantages and disadvantages of traditional interviews and structured interviews when making staffing decisions? What topics should be avoided to ensure that interviews are legal?

It is generally held in the U.S. that graphology is:

The recruiting pool that most likely contains people who already enjoy the firm's product is:

Which of the following is the most likely advantage of traditional interviews?

Carmen is involved in the process of ensuring that her firm has the right number of people with the right skills to meet customer demand for the firm's products. Carmen is most likely engaged in:

Additional Case 5.1 About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors. Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor. This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited. -Refer to Additional Case 5.1. Based on Jeff's performance, it is most likely that the employer failed to properly assess Jeff's:

In human resource planning, the answer to the question, "How many candidates should we recruit?":

Which of the following is most likely a true statement about job motivation?

Which of the following is NOT a criticism related to traditional interviews?

A firm's current customers are a convenient and cost-effective employee source.

Which recruitment source has been linked to the most loyal and satisfied hires?

Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.

Which of the following is an inappropriate question to ask during a job interview?

Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of:

Questions developed from the critical incident technique for the purpose of discovering how job candidates would respond to work-related events are called:

Cut scores are used to make final decisions regarding employee selection.

What is the difference between labor supply and labor demand? When labor demand exceeds labor supply, what employee recruitment sources are available? What are the advantages and disadvantages of each source?

In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________% more often than those who did not.

A biodata form is a type of: