Exam 5: Recruiting and Selecting Employees

Additional Case 5.3 You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates. The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence. -Refer to Additional Case 5.3. Which of the following would most likely help the firm avoid liability for negligent hiring?

An applicant-centered approach to recruitment would most likely involve connecting with potential applicants on LinkedIn.

Federal employment laws prevent employers from viewing applicants' Facebook pages.

Additional Case 5.3 You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates. The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence. -Refer to Additional Case 5.3. Given the nature of the firm, which of the following laws is most relevant at this time?

Which of the following is an example of a work requirement question?

An applicant-centered approach to recruiting would most likely:

One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class. During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer, you are most likely:

According to research, why do firms experience lower turnover rates when they fill positions with current and former employees?

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

Labor demand is the number of employees who are seeking employment.

An accounting firm plans to open 3 new branches. The firm currently has 4 branches with 4 accountants each. Each new branch will also need 4 accountants. The firm experiences a yearly 30% turnover among accountants. The firm's projected need for accountants will be: (Round your answer up to the next full position.)

A restaurant chain is forecasting next year's labor needs. Ten restaurants have their own managers, and the firm experiences 45% manager turnover each year. The firm plans to open 4 more restaurants next year. The firm's projected need for managers for the upcoming year will be: (Round your answer up to the next full position.)

In response to a lawsuit by an unsuccessful job applicant, your HRM department has compared previous applicants' scores on the test to their rates of success in the job. A high correlation arises, demonstrating that the test:

Cora's new fabric and textiles business is looking for its first employees. She hopes to open within the next two weeks and needs an inexpensive, timely recruitment method that will reach a large pool of applicants for long-term work. Her best option is to:

A job interview based on a thorough job analysis, applying job-related questions with predetermined answers consistently across all interviews for a job is called a(n)________.

A quantitative forecast:

In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

Additional Case 5.3 You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates. The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence. -Refer to Additional Case 5.3. To meet your second criterion, your best selection tool would be: