Exam 5: Recruiting and Selecting Employees

Which of the following is the most common selection tool?

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?

Former employees are generally a poor choice for rehiring due to strong resentment against the employer.

Which of the following is most likely a true statement about job motivation?

In the hiring process,generating a pool of qualified candidates for a job constitutes the ________ phase.

Cut scores are used to make final decisions regarding employee selection.

Qualitative forecasting techniques permit the firms to incorporate any factors or conditions the forecaster wishes to consider.

An accounting firm plans to open 3 new branches.The firm currently has 4 branches with 4 accountants each.Each new branch will also need 4 accountants.The firm experiences a yearly 30% turnover among accountants.The firm's projected need for accountants will be: (Round your answer up to the next full position.)

Determining the characteristics necessary for good job performance is most likely difficult because of the:

After an extensive recruiting effort,your company has contacted 225 interested individuals.At the application deadline,you have received 75 applications.What is your contact-to-applicant ratio?

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?

Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.

Which recruitment source has been linked to the most loyal and satisfied hires?

The extent to which the technique measures the intended knowledge,skill,or ability is known as ________.

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:

Damen is reviewing the results of an employment test his company has been using.The scores do not relate well to applicants' actual job performance once hired.This test is most likely subject to a:

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

The process of making hire- or no-hire decisions describes the ________ step of the hiring process.

Qualitative forecasts are best described as:

Sebastian is concerned about his most recent hires at Anderson Brothers Company.He believed that by basing his selection on job-knowledge tests administered during the interview,he would have few problems with inept hires and would find the best employee for each position.He has found though,that the eight employees who were hired during the last hiring period each have had complaints about lack of competence and job knowledge.This most likely indicates that the tests lack: