Exam 5: Recruiting and Selecting Employees

The availability of workers with the required skills to meet the firm's labor demand is referred to as ________.

Which of the following is NOT a criticism related to traditional interviews?

In a study conducted by the U.S.Postal Service regarding drug testing,applicants who had positive drug tests were fired nearly ________% more often than those who did not.

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

The recruiting pool that most likely contains people who already enjoy the firm's product is:

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

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

What is human resource planning? How can effective selection procedures improve the HR planning process?

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 best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge,would most likely be:

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:

One of the advantages of promoting internal candidates is:

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

An employment selection tool that has content validity:

A firm's current customers are a convenient and cost-effective employee source.

Explain the role of forecasting in human resource planning,the choices of forecasting techniques a planner has,and why an HR manager would choose one technique over another.

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.Based on Jeff's performance,it is most likely that the employer failed to properly assess Jeff's:

Managers primarily evaluate the effectiveness of recruiting sources based on:

A study conducted by the U.S.Postal Service regarding drug testing:

________ is how many workers the organization will need in the future.

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