Question 1

Recruiters are able to provide applicants more accurate information in determining fit and reduce future turnover.

Accepted Answer

A) True 
 B)False  False

Question 2

Well & Healthy,a big pharmaceutical chain in Chicago,wishes to attract applicants to fill various job vacancies at many of its branches.What strategies should the company employ to attract the best talent?

Accepted Answer

The image projected by the firm is a key influence on applicants' reactions.Some of the strategies that Well & Healthy can employ to attract the best talent are:
•Make the applicants' site visit a pleasant one.Ensure politeness from your receptionists and human resource personnel toward the applicants.
•Maintain short timelines.Ensure that there are no delays in approving the tests and job.
•Maintain simple and up-to-date company information.
•Appearance and behavior of recruiters should leave a positive impact on the applicants.
•The manager must keep a close watch on how job incumbents,co-workers,and administrative staff interact with and respond to the applicants.

Question 3

Which of the following NOT true about a good job description?

Accepted Answer

A) It should contain information about the working conditions. 
B) It should spell out the physical demands of the job. 
C) It should be exhaustive. 
D) It should convey the essential job duties and tasks. 
E) It should contain information on the educational requirements. 
A) It should contain information about the working conditions. 
B) It should spell out the physical demands of the job. 
C) It should be exhaustive. 
D) It should convey the essential job duties and tasks. 
E) It should contain information on the educational requirements. C

Question 4

The Grade Point Average (GPA)of a student is a strong predictor of his/her potential job performance.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is true about employment law?

Accepted Answer

A) Not adhering to the law will have serious inference over an organization's reputation. 
B) The law hinders recruitment and selection practices. 
C) Abiding by employment law does not involve an organization's exposure to financial risk. 
D) The law requires managers to focus solely on information that is employee-related. 
E) The presence of the employment law removes all worries about potential discrimination suits tied to evaluating performance. 
A) Not adhering to the law will have serious inference over an organization's reputation. 
B) The law hinders recruitment and selection practices. 
C) Abiding by employment law does not involve an organization's exposure to financial risk. 
D) The law requires managers to focus solely on information that is employee-related. 
E) The presence of the employment law removes all worries about potential discrimination suits tied to evaluating performance.

Question 6

____________ interviews include questions that ask candidates to recount actual instances from their past work or relevant experiences relative to the job at hand.

Accepted Answer

A) Behavioral 
B) Nondirective 
C) Psychological 
D) Situational 
E) Unstructured 
A) Behavioral 
B) Nondirective 
C) Psychological 
D) Situational 
E) Unstructured

Question 7

Beyond the structured approaches,what are the other important interview reminders for interviewers?

Accepted Answer

Beyond using structured approaches,there

Question 8

Which of the following statements is true about realistic job previews (RJPs)?

Accepted Answer

A) RJPs presented to applicants after hiring are associated with low turnover. 
B) Applicants who do not receive RJPs always drop out of the selection process. 
C) Pre-hire RJPs are associated with increased job performance. 
D) Handing applicants RJPs in a brochure form with job description are more effective than verbal RJPs. 
E) RJPs increase the job acceptance rate among applicants with no prior exposure to the job. 
A) RJPs presented to applicants after hiring are associated with low turnover. 
B) Applicants who do not receive RJPs always drop out of the selection process. 
C) Pre-hire RJPs are associated with increased job performance. 
D) Handing applicants RJPs in a brochure form with job description are more effective than verbal RJPs. 
E) RJPs increase the job acceptance rate among applicants with no prior exposure to the job.

Question 9

"Selling" a job to applicants rarely works out.Providing little to no information about the job does not work either.What is the best way to give an accurate description of the job to reduce future turnover?

Accepted Answer

Strictly "selling" a job to applicants r

Question 10

Reliability is how well a method predicts future job performance.

Accepted Answer

A) True 
 B)False

Question 11

The overall purpose of recruitment is to:

Accepted Answer

A) determine the capabilities of current employees. 
B) advertise in a bigger and better manner. 
C) increase the pool of qualified applicants and decrease the pool of unqualified applicants. 
D) find a potential employee even during a no-vacancy period. 
E) attract all possible employees for achieving the turnover targets. 
A) determine the capabilities of current employees. 
B) advertise in a bigger and better manner. 
C) increase the pool of qualified applicants and decrease the pool of unqualified applicants. 
D) find a potential employee even during a no-vacancy period. 
E) attract all possible employees for achieving the turnover targets.

Question 12

With regard to the relationship between satisfaction and job aspects for different performance levels,_____ are least satisfied compared to other categories of performers with respect to learning new skills.

Accepted Answer

A) high-performing quitters 
B) low-performing quitters 
C) high-performing stayers 
D) low-performing stayers 
E) average performers 
A) high-performing quitters 
B) low-performing quitters 
C) high-performing stayers 
D) low-performing stayers 
E) average performers

Question 13

Explain the two important aspects of employee success targeted in a selection process.

Accepted Answer

Selection efforts target two important a

Question 14

An interviewer must ask non-job-related questions to understand the applicant better.

Accepted Answer

A) True 
 B)False

Question 15

According to employment law guidelines,a manager must use only predictors which have some supporting evidence of their reliability and validity in predicting job performances.

Accepted Answer

A) True 
 B)False

Question 16

Carl,a manager at Aim & Dart,wants to test job candidates for their ability to learn and acquire cognitive skills.Given that increasing the minority representation at Aim & Dart is a top priority,what predictor(s)should Carl adopt and why?

Accepted Answer

Carl should use predictors which are hig

Question 17

During an interview,Graham asks the applicant,Jack,"Do you believe you are too honest to steal at work?" What test is Graham using?

Accepted Answer

A) Personality-based integrity test 
B) General mental ability test 
C) Psychometric test 
D) Overt integrity test 
E) Simulation test 
A) Personality-based integrity test 
B) General mental ability test 
C) Psychometric test 
D) Overt integrity test 
E) Simulation test

Question 18

John is having a face-to-face interview with Rebecca,the candidate.He gives her a hypothetical scenario and asks her how she would likely behave under those circumstances.What interview method is John using?

Accepted Answer

A) Behavioral 
B) Nondirective 
C) Psychological 
D) Situational 
E) Panel 
A) Behavioral 
B) Nondirective 
C) Psychological 
D) Situational 
E) Panel

Question 19

Fred,a manager at Marbles and Co. ,one of the fastest growing toy manufacturers,is looking to recruit a new operations manager via the Internet.He uses Facebook,a social networking Website,to recruit Rebecca who is a friend of Fred's sister,Linda,on Facebook.This is an example of a(n):

Accepted Answer

A) weak tie. 
B) referral. 
C) structured interview. 
D) involuntary turnover. 
E) unstructured interview. 
A) weak tie. 
B) referral. 
C) structured interview. 
D) involuntary turnover. 
E) unstructured interview.

Question 20

While preparing a job description,managers rely only on judgments based on their own past experiences.

Accepted Answer

A) True 
 B)False

Recruiters are able to provide applicants more accurate information in determining fit and reduce future turnover.

Well & Healthy,a big pharmaceutical chain in Chicago,wishes to attract applicants to fill various job vacancies at many of its branches.What strategies should the company employ to attract the best talent?

Which of the following NOT true about a good job description?

The Grade Point Average (GPA)of a student is a strong predictor of his/her potential job performance.

Which of the following is true about employment law?

____________ interviews include questions that ask candidates to recount actual instances from their past work or relevant experiences relative to the job at hand.

Beyond the structured approaches,what are the other important interview reminders for interviewers?

Which of the following statements is true about realistic job previews (RJPs)?

"Selling" a job to applicants rarely works out.Providing little to no information about the job does not work either.What is the best way to give an accurate description of the job to reduce future turnover?

Reliability is how well a method predicts future job performance.

The overall purpose of recruitment is to:

With regard to the relationship between satisfaction and job aspects for different performance levels,_____ are least satisfied compared to other categories of performers with respect to learning new skills.

Explain the two important aspects of employee success targeted in a selection process.

An interviewer must ask non-job-related questions to understand the applicant better.

According to employment law guidelines,a manager must use only predictors which have some supporting evidence of their reliability and validity in predicting job performances.

Carl,a manager at Aim & Dart,wants to test job candidates for their ability to learn and acquire cognitive skills.Given that increasing the minority representation at Aim & Dart is a top priority,what predictor(s)should Carl adopt and why?

During an interview,Graham asks the applicant,Jack,"Do you believe you are too honest to steal at work?" What test is Graham using?

John is having a face-to-face interview with Rebecca,the candidate.He gives her a hypothetical scenario and asks her how she would likely behave under those circumstances.What interview method is John using?

Fred,a manager at Marbles and Co. ,one of the fastest growing toy manufacturers,is looking to recruit a new operations manager via the Internet.He uses Facebook,a social networking Website,to recruit Rebecca who is a friend of Fred's sister,Linda,on Facebook.This is an example of a(n):

While preparing a job description,managers rely only on judgments based on their own past experiences.

Organizational Behavior and Your Personal Effectiveness

Managing Stress and Time

Solving Problems

Making Ethical Decisions

Communication

Motivating Others

Managing Employee Performance

Using Power and Influence

Leading Others

Team Effectiveness

Resolving Conflict Through Negotiation and Mediation

Culture and Diversity

Making Change

Filters

Exam 12: Recruiting, Selecting, and Retaining Talent

Recruiters are able to provide applicants more accurate information in determining fit and reduce future turnover.

Well & Healthy,a big pharmaceutical chain in Chicago,wishes to attract applicants to fill various job vacancies at many of its branches.What strategies should the company employ to attract the best talent?

Which of the following NOT true about a good job description?

The Grade Point Average (GPA)of a student is a strong predictor of his/her potential job performance.

Which of the following is true about employment law?

____________ interviews include questions that ask candidates to recount actual instances from their past work or relevant experiences relative to the job at hand.

Beyond the structured approaches,what are the other important interview reminders for interviewers?

Which of the following statements is true about realistic job previews (RJPs)?

"Selling" a job to applicants rarely works out.Providing little to no information about the job does not work either.What is the best way to give an accurate description of the job to reduce future turnover?

Reliability is how well a method predicts future job performance.

The overall purpose of recruitment is to:

With regard to the relationship between satisfaction and job aspects for different performance levels,_____ are least satisfied compared to other categories of performers with respect to learning new skills.

Explain the two important aspects of employee success targeted in a selection process.

An interviewer must ask non-job-related questions to understand the applicant better.

According to employment law guidelines,a manager must use only predictors which have some supporting evidence of their reliability and validity in predicting job performances.

Carl,a manager at Aim & Dart,wants to test job candidates for their ability to learn and acquire cognitive skills.Given that increasing the minority representation at Aim & Dart is a top priority,what predictor(s)should Carl adopt and why?

During an interview,Graham asks the applicant,Jack,"Do you believe you are too honest to steal at work?" What test is Graham using?

John is having a face-to-face interview with Rebecca,the candidate.He gives her a hypothetical scenario and asks her how she would likely behave under those circumstances.What interview method is John using?

Fred,a manager at Marbles and Co. ,one of the fastest growing toy manufacturers,is looking to recruit a new operations manager via the Internet.He uses Facebook,a social networking Website,to recruit Rebecca who is a friend of Fred's sister,Linda,on Facebook.This is an example of a(n):

While preparing a job description,managers rely only on judgments based on their own past experiences.

Organizational Behavior and Your Personal Effectiveness

Managing Stress and Time

Solving Problems

Making Ethical Decisions

Communication

Motivating Others

Managing Employee Performance

Using Power and Influence

Leading Others

Team Effectiveness

Resolving Conflict Through Negotiation and Mediation

Culture and Diversity

Making Change

Filters