Exam 5: Recruiting and Selecting Employees

Assessment centers are useful in evaluating a candidate's:

The hiring process begins with deciding who should make selection decisions.

One of the advantages of promoting internal candidates is:

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. The best selection tool for assessing your number one criterion is:

Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege?

The offer-to-acceptance ratio at Central Manufacturing is 6:1. How many offers will the firm need to make in order to fill 80 positions?

Which term refers to the consistency of measurement across time?

Letters of recommendation are among the best predictors of future job performance.

Richard has a very high motivation to perform a job well but is somewhat inept. He should be hired because his motivation will offset his lack of ability.

You are considering three candidates for a manager's job. Each candidate's experience and education are quite similar. You want to know how each candidate will perform, given certain tasks or situations. Your best selection tool for predicting this is:

Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a "qualified privilege" if the employer:

The best way to recruit protected-class job applicants is to target those individuals with a recruiting message designed specifically for them.

Which selection tool would most likely be appropriate for a firm that has a significant problem with employee theft?

You are part of a team selecting employees at Helping Hands, Inc. All applicants will take a cognitive test and participate in a structured interview. The selection process would most likely be more efficient if the team:

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. The best way to combine predictors used in the selection process would be a:

If labor demand equals labor supply, HR needs can best be met by:

Which term refers to the extent to which a technique measures an intended skill?

Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

Additional Case 5.2 You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire. The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs. An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first. -Refer to Additional Case 5.2. What is your best choice of selection tool to assess your number one criterion?

If a firm is concerned about changing EEO-related balances among its employee base, it should NOT use: