Exam 5: Recruiting and Selecting Employees

A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.

DF Enterprises often recruits former employees when positions become available. What is the most likely benefit of this strategy?

A restaurant chain is forecasting next year's labor needs. The firm employs 90 workers as wait staff at ten restaurants. The firm experiences 100% turnover each year among wait staff. The firm plans to open 4 more restaurants next year. The firm will need ________ wait staff next year. (Round your answer up to the next full position.)

________ is consistency of measurement, usually across time but also across judges.

Kyle has been hired by a staffing agency and put to work at Columbus Enterprises as a data analyst. After 90 days, Kyle will learn if he will be hired as a permanent employee. Which of the following terms best describes this recruiting method?

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. The firm most likely made a poor selection decision because of an inability to:

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. The best recruiting source of candidates for the newly created computer programming jobs would most likely be obtained through:

Which of the following subjects is appropriate to address on an application form?

John is subjectively evaluating all applicant information prior to making a hiring decision. He is using a clinical approach in the selection process.

The selection process can help a firm contain costs as demonstrated by the ________ per year savings the federal government enjoys via ability testing for entry-level employees.

What is the difference between reliability and validity in testing? How can valid selection methods protect a firm from employment lawsuits?

According to your text, which mechanism determines the overall quality of a firm's human resources?

Which of the following would be most appropriate to measure a job candidate's math and verbal skills?

Which of the following is primarily associated with hiring external candidates?