Question 1

Behavioural oriented interviews are based on the principle that

Accepted Answer

A) people will tell you how they would like to behave 
B) past behaviour is one of the best predictors of future behaviour 
C) they are legal while polygraph testing sometimes is not 
D) watching how a person behaves while they are being interviewed is informative 
E) some demographic will behave differently than others 
A) people will tell you how they would like to behave 
B) past behaviour is one of the best predictors of future behaviour 
C) they are legal while polygraph testing sometimes is not 
D) watching how a person behaves while they are being interviewed is informative 
E) some demographic will behave differently than others B

Question 2

The type of selection procedures used depends on a variety of organizational factors including size,life cycle,and the jobs involved.

Accepted Answer

A) True 
 B)False  True

Question 3

What type of companies use the subjective approach to the hiring decision the most?

Accepted Answer

A) small,owner-managed firms 
B) large firms with large HR departments 
C) firms with only one or two people in a formalized permanent HR role 
D) service firms 
E) manufacturing firms 
A) small,owner-managed firms 
B) large firms with large HR departments 
C) firms with only one or two people in a formalized permanent HR role 
D) service firms 
E) manufacturing firms A

Question 4

Personal references are highly regarded by human resource managers because they are often written by people with intimate knowledge of the applicant and thus provide practical insight into the applicant's potential.

Accepted Answer

A) True 
 B)False

Question 5

An emerging trend used to learn about an applicant's behaviours and interests is searching ____________________ websites.

Accepted Answer

The answer of An emerging trend used to learn about...

Question 6

A selection ratio is defined as

Accepted Answer

A) the number of applicants available to the number of applicants hired 
B) the number of applicants available to the number of jobs available 
C) the number of applicants hired to the number of applicants available 
D) the number of applicants hired to the number of jobs available 
E) the number of applicants hired to the number of permanent employees 
A) the number of applicants available to the number of applicants hired 
B) the number of applicants available to the number of jobs available 
C) the number of applicants hired to the number of applicants available 
D) the number of applicants hired to the number of jobs available 
E) the number of applicants hired to the number of permanent employees

Question 7

Recent court decisions indicate that,today,employers,in regards to drug testing and medical evaluations,must

Accepted Answer

A) refuse to do any testing regardless of job descriptions and specifications 
B) delicately balance individual rights against employer liability and workplace safety 
C) under all circumstances test for drugs and physical limitations for liability reasons 
D) accommodate all employees regardless of situation or circumstances,making testing irrelevant 
E) enforce employees to do mandatory self-testing for drug use 
A) refuse to do any testing regardless of job descriptions and specifications 
B) delicately balance individual rights against employer liability and workplace safety 
C) under all circumstances test for drugs and physical limitations for liability reasons 
D) accommodate all employees regardless of situation or circumstances,making testing irrelevant 
E) enforce employees to do mandatory self-testing for drug use

Question 8

The most widely used selection technique is (the)____________________.

Accepted Answer

employment

Question 9

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to

Accepted Answer

A) miscount their cash 
B) associate with criminal elements 
C) injure themselves at the TD Centre 
D) misbehave in the staff lunchroom 
E) attempt to assassinate senior bank economists 
A) miscount their cash 
B) associate with criminal elements 
C) injure themselves at the TD Centre 
D) misbehave in the staff lunchroom 
E) attempt to assassinate senior bank economists

Question 10

In many cases,when confirming applicant references,human resource specialists are substituting written requests for __________ inquiries.

Accepted Answer

The answer of In many cases,when confirming applicant references,human resource...

Question 11

Employment interviews can be conducted in a number of applicant-interviewer combinations including all the following except

Accepted Answer

A) panel interviews 
B) group interviews 
C) one-on-one interviews 
D) blind-secluded interviews (via one way mirror) 
E) group panel interviews 
A) panel interviews 
B) group interviews 
C) one-on-one interviews 
D) blind-secluded interviews (via one way mirror) 
E) group panel interviews

Question 12

Tests that measure personality or temperament are usually called __________ tests.

Accepted Answer

The answer of Tests that measure personality or temperament are...

Question 13

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

Accepted Answer

A) True 
 B)False

Question 14

Common interviewing mistakes made by candidates include all the below except

Accepted Answer

A) playing games 
B) being unprepared 
C) asking about the company and the job 
D) talking too much 
E) not listening 
A) playing games 
B) being unprepared 
C) asking about the company and the job 
D) talking too much 
E) not listening

Question 15

Both empirical and rational approaches to test validation rely on the concept of concurrent validity.

Accepted Answer

A) True 
 B)False

Question 16

Some HR specialists suggest using the telephone for reference checking of potential hires because they may provide a quicker and more informative response.

Accepted Answer

A) True 
 B)False

Question 17

Managers generally prefer statistical and non-subjective approaches to hiring decisions.

Accepted Answer

A) True 
 B)False

Question 18

A selection ratio of 2:50 would normally be considered

Accepted Answer

A) a sign that the company did not get enough applicants 
B) a sign that the company did not recruit from appropriate sources 
C) a large selection ratio 
D) impossible (it could not exist) 
E) irrelevant,as selection ratios are not considered important to the selection process 
A) a sign that the company did not get enough applicants 
B) a sign that the company did not recruit from appropriate sources 
C) a large selection ratio 
D) impossible (it could not exist) 
E) irrelevant,as selection ratios are not considered important to the selection process

Question 19

In close knit teams,there may be a tendency to select applicants that decrease the diversity in the team.

Accepted Answer

A) True 
 B)False

Question 20

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

Accepted Answer

A) True 
 B)False

Behavioural oriented interviews are based on the principle that

The type of selection procedures used depends on a variety of organizational factors including size,life cycle,and the jobs involved.

What type of companies use the subjective approach to the hiring decision the most?

Personal references are highly regarded by human resource managers because they are often written by people with intimate knowledge of the applicant and thus provide practical insight into the applicant's potential.

An emerging trend used to learn about an applicant's behaviours and interests is searching ____________________ websites.

A selection ratio is defined as

Recent court decisions indicate that,today,employers,in regards to drug testing and medical evaluations,must

The most widely used selection technique is (the)____________________.

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to

In many cases,when confirming applicant references,human resource specialists are substituting written requests for __________ inquiries.

Employment interviews can be conducted in a number of applicant-interviewer combinations including all the following except

Tests that measure personality or temperament are usually called __________ tests.

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

Common interviewing mistakes made by candidates include all the below except

Both empirical and rational approaches to test validation rely on the concept of concurrent validity.

Some HR specialists suggest using the telephone for reference checking of potential hires because they may provide a quicker and more informative response.

Managers generally prefer statistical and non-subjective approaches to hiring decisions.

A selection ratio of 2:50 would normally be considered

In close knit teams,there may be a tendency to select applicants that decrease the diversity in the team.

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters

Exam 6: Selection

Behavioural oriented interviews are based on the principle that

The type of selection procedures used depends on a variety of organizational factors including size,life cycle,and the jobs involved.

What type of companies use the subjective approach to the hiring decision the most?

Personal references are highly regarded by human resource managers because they are often written by people with intimate knowledge of the applicant and thus provide practical insight into the applicant's potential.

An emerging trend used to learn about an applicant's behaviours and interests is searching ____________________ websites.

A selection ratio is defined as

Recent court decisions indicate that,today,employers,in regards to drug testing and medical evaluations,must

The most widely used selection technique is (the)____________________.

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to

In many cases,when confirming applicant references,human resource specialists are substituting written requests for __________ inquiries.

Employment interviews can be conducted in a number of applicant-interviewer combinations including all the following except

Tests that measure personality or temperament are usually called __________ tests.

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

Common interviewing mistakes made by candidates include all the below except

Both empirical and rational approaches to test validation rely on the concept of concurrent validity.

Some HR specialists suggest using the telephone for reference checking of potential hires because they may provide a quicker and more informative response.

Managers generally prefer statistical and non-subjective approaches to hiring decisions.

A selection ratio of 2:50 would normally be considered

In close knit teams,there may be a tendency to select applicants that decrease the diversity in the team.

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters