Deck 25: Recruiting and Inducting Employees

Question 1

Position descriptions are:

A) prescriptive descriptions of a job-holder's tasks and duties.
B) clear, concise snapshots of a position.
C) lists of the knowledge and skills needed to successfully perform a position's duties.
D) descriptions that identify the areas or groups that a position serves.
E) descriptions of the person best suited to do the work required by a position.

Answer 1

B

Question 2

When advertising a vacant position, it is important to use a range of different streams and methods, so that:

A) you receive as many applications as possible.
B) you receive applications from a wide variety of different people with different skills and experience.
C) you do not inadvertently cut out groups of potential candidates.
D) the organisation is not considered to be biased or discriminatory.
E) the recruitment process is simultaneously used as a marketing and a promotional tool for the organisation.

Answer 2

C

Question 3

Choose the best answer. If the position description and person specification do not accurately reflect the requirements of the positon that is vacant, then:

A) over-recruiting could occur.
B) under-recruiting could occur.
C) either over-recruiting or under-recruiting could occur.
D) it is still likely that a suitable candidate will be recruited.
E) None of these responses are correct.

Answer 3

C

Question 4

Which of the following questions would likely to be the least effective in gaining valuable insight into a candidate during an interview?

A) 'What did you do in your last position?'
B) 'What aspects of this position attract you to it?'
C) 'What led you to study and then become an administrator?'
D) 'How would you handle a situation where a customer was complaining in a raised voice in front of other customers?'
E) 'In your application you stated that you are passionate about caring for the elderly. Is this true?'

Question 5

Which of the following would not be considered to be one of the dimensions of employer value proposition?

A) Characteristics of the organisation and its people
B) Opportunities that the position or organisation offers employees
C) Tangible rewards that employees receive for their work
D) The organisation's stakeholders
E) The work itself

Question 6

Competency-based job descriptions list:

A) the duties of a job.
B) the attitude required to perform the duties of a job.
C) the experience required to be eligible for consideration for a job.
D) the skills and knowledge required to perform the duties of a job.
E) All of these responses are correct.

Question 7

The first step in a successful recruitment process is to:

A) write a position description.
B) write a job description.
C) conduct a position analysis.
D) write a role description.
E) develop selection criteria.

Question 8

If you explained to a candidate that conflicts of interest commonly occurred in the position for which they were applying, and then asked them to describe how they would handle a situation where such a conflict of interest occurred, it would be an example of a:

A) behaviour-based question.
B) verbal simulation question.
C) leading question.
D) closed question.
E) None of these responses are correct.

Question 9

Which of the following is not a benefit of conducting behavioural interviews?

A) They help to ensure that candidates base their answers on fact (i.e. their past experience).
B) Asking each candidate the same questions allows for a more direct comparison between them.
C) They help to ensure that candidates are selected or eliminated for vacancy-related reasons only (i.e. rather than due to personal bias).
D) They prevent interviewers from being overly influenced by one or two positive or negative attributes of candidates.
E) They help to ensure that candidates are assessed objectively, and based on specifics, rather than on 'general impressions' or 'gut feelings'.

Question 10

An organisation's employer brand and employer value proposition relate to:

A) its reputation.
B) its practices concerning how it treats its people and its customers.
C) its practices concerning how it treats the environment.
D) how it delivers on its promises.
E) All of these responses are correct.

Question 11

If you asked a candidate to describe a lengthy or time-consuming project they have undertaken in the past, and how they approached it, it would be an example of a:

A) behaviour-based question.
B) verbal simulation question.
C) leading question.
D) closed question.
E) None of these responses are correct.

Question 12

Which of the following is (in most cases) the correct order (for conducting a recruitment and selection process?

A) Screening → interview → verbal offer → reference check → written offer
B) Screening → interview → written offer → reference check → verbal offer
C) Screening → interview → reference check → verbal offer → written offer
D) Screening → interview → reference check → written offer → verbal offer
E) Screening → interview → verbal offer → written offer → reference check

Question 13

If a potential candidate for a position has attended a medical examination which has disclosed a disability or impairment unrelated to their ability to do the job for which they have applied, it is not illegal for an organisation to refuse to employ them because of the disability or impairment.

Question 14

Which of the following questions would be legally acceptable to ask at a recruitment interview and not place the organisation at risk of being accused of and/or found guilty of discrimination?

A) 'Are you married?'
B) 'In what country were you born?'
C) 'Is your partner male or female?'
D) 'Are you planning to start a family in the near future?'
E) 'Why did you leave your last job?'

Question 15

Asking questions about what candidates have done in the past that provide an insight into their thinking processes and are directly related to the vacancy, and that indicate how closely a candidate matches the person specification of the job, is known as:

A) panel interviewing.
B) group interviewing.
C) behavioural interviewing.
D) structured interviewing.
E) unstructured interviewing.

Question 16

The process of reading applications and developing a list of candidates to invite for interviews is known as:

A) screening.
B) interviewing.
C) ranking.
D) reference checks.
E) selection.

Question 17

When advertising or announcing a vacancy:

A) the use of age- and gender-linked position titles should be avoided.
B) it is important to include 'selling' tools in your advertisement to promote your organisation so that it will attract suitable applicants.
C) it is generally unnecessary to list obvious skills that will be self-evident from the applications received or during the interview process.
D) only those requirements that are necessary for the performance of a particular position should be included.
E) All of these responses are correct.

Question 18

You would be likely to find the statement, 'Act as the liaison point between point-of-sale staff and management, and as the first point of contact for customer order enquiries' in a:

A) position description.
B) job analysis.
C) role analysis.
D) job description.
E) set of selection criteria.

Question 19

The details of all applicants and interview notes on all candidates during a recruitment process should be kept in a locked file because:

A) you may want to interview a candidate in the future for a different position.
B) a candidate may complain that you have interviewed them unfairly, and your notes can help you dispute their claim.
C) the successful candidate may renege on their original acceptance, and so the next highest ranked candidate, if suitable, may then be offered the position.
D) it is an organisation's responsibility to keep each candidate's personal information confidential.
E) All of these responses are correct.

Question 20

Where several applicants are interviewed together during an interview process, it is known as a:

A) behavioural interview.
B) panel interview.
C) structured interview.
D) group interview.
E) preliminary interview.

Question 21

Where an interviewer's own interviewing skills have improved with practice over the course of conducting the recruitment process, which of the following may be most likely to occur?

A) The candidate who is interviewed last may be rated more highly than those candidates who were interviewed before them.
B) The candidate who was interviewed first may be rated more highly than those candidates who were interviewed after them.
C) All the candidates may be rated as being very much equal.
D) The candidate who is interviewed last may be rated more harshly than those who were interviewed before them.
E) The candidate who was interviewed first may be rated more harshly than those candidates who were interviewed after them.

Question 22

In terms of priority and importance, which of the following should be covered early on in an induction process?

A) Pay arrangements
B) Safety hazards and procedures
C) Organisational structure
D) Organisational history
E) Employee benefits

Question 23

Choose the best answer. Who should receive an induction, and under what circumstances?

A) Staff members in a particular section or department, periodically (i.e. every three years)
B) All of an organisation's staff members, periodically (i.e. every three years)
C) Staff members who are new to a particular section or department
D) Staff members who are new to an organisation
E) Staff members who are new to either a particular section or department, or to an organisation

Question 24

When inducting and training people with intellectual disabilities, the main aim is to:

A) create independence.
B) determine whether they are able to safely undertake their work role.
C) complete the induction quickly so that they can commence their work role.
D) help them to correctly fill out forms related to their new role.
E) determine whether they understand written instructions and signage.

Question 25

Where other members of the department or section in which a new employee works explain aspects of the induction program to the new employee in addition to the welcome provided by the person in charge of the induction, this is called:

A) an e-induction.
B) the 'cobber' system of induction.
C) a 'hot-stove' induction.
D) a team effort induction.
E) a one-on-one induction.

Question 26

Ideally, all of the information a new employee needs to know in relation to an organisation and their work role should be presented to them all at once on the first day of their induction.

Question 27

When interviewing candidates, and particularly those from other cultures:

A) it is acceptable to use acronyms, abbreviations and jargon when explaining the organisation, since they will need to know these terms if their application is successful.
B) it is a recommended to rush candidates with their responses to see how they respond under pressure.
C) raising your voice or speaking 'baby English' to people with accents is a good way to establish rapport and promote ease of understanding.
D) it can be important to be aware of culturally based body language and eye contact.
E) it is preferable to ask questions that contain Australian cultural references or biases to determine an applicant's degree of assimilation into Australian culture.

Question 28

Which of the following is true of a good induction process?

A) It helps to calm the normal nervousness people feel when starting a new position.
B) It helps to show new employees how the employer value proposition (EVP) works in practice, reinforcing their favourable impression of the organisation.
C) It can reduce the time new employees spend ineffectively by providing a carefully planned program to follow during their first few days.
D) It helps to establish a good working relationship and begin building trust and rapport with new employees during their first few days.
E) All of these responses are correct.

Question 29

During an interview, writing down some brief notes or key words to act as a memory aid after the interview can be a good idea, but for the most part, an interviewer should give the candidate their complete attention.

Question 30

Providing a candidate with the opportunity to ask questions is part of:

A) preparing for an interview.
B) putting the candidate at ease.
C) conducting the main parts of the interview.
D) closing the interview.
E) follow-up.