Deck 12: Recruiting, Selecting, and Retaining Talent

Question 1

Face validity is the degree to which applicants believe the selection method fairly measures requirements for the job.

Answer 1

True

Question 2

Research has made clear that an applicant's personality is the best predictor of job performance.

Answer 2

False

Question 3

Realistic job previews (RJPs)provided after an applicant is hired is associated with higher job performance.

Answer 3

True

Question 4

Research indicates that managers are more likely to make the right selection when they rely on subjective methods rather than mechanical methods.

Question 5

Research indicates that informal tactics involving networking are,in general,more effective than formal tactics.

Question 6

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.

Question 7

Before reviewing résumés,interviewing candidates,or giving any job-related test,a manager needs to understand the context in which the job takes place.

Question 8

In a selection process,one standardized method is always appropriate for all jobs.

Question 9

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

Question 10

Informal tactics of recruitment involve posting job ads on internal systems or on recruitment Websites.

Question 11

Reliability is how well a method predicts future job performance.

Question 12

The myth about employment law is that it helps actively reduce natural biases.

Question 13

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

Question 14

A standardized process is always consistent for all jobs but may vary based on the candidates.

Question 15

The employee selection process begins with establishing the process.

Question 16

Involving subordinates in the selection process will help assess the candidate's future potential.

Question 17

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

Question 18

Since companies are obliged to be discrete about their standardized selection processes,applicants must not be informed about the process.

Question 19

Rejecting applications from people with disabilities on the assumption they cannot adequately do the job is an example of adverse impact.

Question 20

A company that establishes a process after deciding to hire an employee loses out on many benefits.

Question 21

Integrity tests are a moderately strong predictor of job performance.

Question 22

Which of the following is an example of a solid employee referral program?

A)Nails & Hammer Inc. ,honors one employee with "The best employee-recruiter" tag every three months.
B)Fish & Foods Co.has a standardized referral program to fit all jobs.
C)Alpha & Beta Inc. ,maintains its referral program discretely and employees are let in only when necessary.
D)Marie Foods Co.tracks from where and whom the best referrals come,thus identifying employees who are natural recruiters and offering them special payments.
E)Derb & Len LLC approaches its employees for referrals only when there is a staff shortage.

Question 23

Interviews should not be used to measure all types of job requirements.

Question 24

Unstructured interviews are much more valid predictors of performance than structured ones.

Question 25

Julia is a manager at Hutkon & Co. ,a company that manufactures and sells consumer electrical products.She is looking to recruit a candidate for a key executive position.She hires Rihanna who is new to the industry,over Fred who is a qualified candidate with over six years of experience.Julia justifies this by claiming that she feels more comfortable working with women.According to employment law,which act of discrimination is illustrated here?

A)Adverse impact
B)Failure to accommodate
C)Disparate impact
D)Disparate treatment
E)Retaliation discrimination

Question 26

High performers tend to quit when equal pay raises are given regardless of each employee's performance.

Question 27

In an interview,when trying to predict future job performance,the challenge is to pay less attention to the applicant's behavior and focus more on how they describe themselves.

Question 28

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

Question 29

Which of the following is true about establishing a process before deciding to hire an employee?

A)The company will have a tendency to stray from the procedure if followed uniformly.
B)Such a process will not work when there is an urgency to fill the position.
C)In employment law,courts rule that in the face of a crisis,companies can hire employees without establishing a process.
D)The process will result in a poor selection decision.
E)It helps create a good impression on potential candidates.

Question 30

A performance test is one which measures a person's ability to learn and acquire intellectual skills.

Question 31

Which of the following is an example of adverse impact?

A)A company isolating an employee because of his sexual orientation.
B)A company rejecting applications from people with disabilities on the assumption that they cannot adequately do the job.
C)Evaluating an employee less favorably because the recruiter disapproves of his cultural beliefs.
D)Singling out an employee as spokesperson based on his race.
E)Failing to make reasonable accommodation for an employee based on his gender.

Question 32

The two important aspects of employee success that selection efforts target are:

A)future behavioral intentions and future cognitive ability.
B)future work samples and future situational interviews.
C)future realistic job previews and future face validity.
D)future job performance and future person-organization fit.
E)future involuntary turnover and future voluntary turnover.

Question 33

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):

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

Question 34

In a four-step selection process,which of the following is the immediate next step after establishing a process for making decisions?

A)Familiarizing with the law concerning the job.
B)Recruiting talented applicants.
C)Deciding on methods beyond the interview.
D)Familiarizing with the job.
E)Assessing selection methods.

Question 35

Dysfunctional turnover occurs when separation from the organization is initiated by the organization due to poor performance.

Question 36

An experienced applicant with lower cognitive ability may perform as well as one with higher cognitive ability.

Question 37

Which of the following is true about employment law?

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 38

In order to reduce the cost of interviewing,many companies do a prescreening by e-mail or over the telephone.This is known as an unstructured interview.

Question 39

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

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.

Question 40

The overall purpose of recruitment is to:

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 41

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

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 42

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

A)Dysfunctional
B)Unavoidable
C)Involuntary
D)Functional
E)Avoidable

Question 43

Good recruiters "sell" their organizations to good candidates.Contradict the statement.

Question 44

Maria,a manager at Forum Inc. ,is expecting a candidate for a face-to-face interview.Maria has some general topics in mind that she wishes to cover with the candidate,but there is no predetermined order to the questions.What interview method is Maria using?

A)Panel
B)Sequential
C)Unstructured
D)Screening
E)Structured

Question 45

_____ is the degree to which a selection method avoids adverse impact.

A)Fairness
B)Feasibility
C)Face validity
D)Validity
E)Reliability

Question 46

Which of the following statements is true about recruiters in an organization?

A)They are very familiar with the job as they work in the future job incumbent's immediate environment.
B)They fulfill an important role by sourcing candidates and saving managers' time and efforts.
C)They are not relied upon by applicants because applicants do not consider recruiters' information as valid in determining the job fit.
D)They make inferences about the candidates' abilities solely from résumés,which are always right.
E)They reduce future turnover by providing applicants more accurate information than managers.

Question 47

Defining performance is:

A)picking essential job tasks from the job description.
B)providing the candidate with the most practical setting to perform the tasks.
C)collecting work samples that mimic a day in the life of the manager.
D)determining what results a candidate needs to obtain on the job tasks.
E)judging the candidate on the basis of subtle biases like gender,race,and other similarities.

Question 48

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?

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

Question 49

Gerald,a manager at Lift & Drop Inc. ,wants to test an applicant's capability for a job by creating a work sample.Gerald picks out two essential tasks from the job description and defines what results the tasks have to yield.Which of the following is the next step?

A)Using information from the job description.
B)Combining an overt integrity test into the work sample.
C)Merging the work sample with a cognitive ability test.
D)Supervising the applicant's performance in the work sample.
E)Providing the applicant with a practical setting to perform the work sample.

Question 50

Which of the following statements is true about performance tests?

A)It measures a person's ability to learn and acquire intellectual skills.
B)It is one in which applicants must demonstrate their capabilities for the job by doing something.
C)It attempts to objectively measure aspects of the candidate's physical ability or personality.
D)It detects and predicts deviant behaviors on the job.
E)It is one in which aspects like leadership,teamwork skills,extraversion,and creativity are tested.

Question 51

Which of the following is an example of a performance test?

A)Cognitive ability test
B)Overt integrity test
C)Work sample
D)Personality-based integrity test
E)Psychometric test

Question 52

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

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

Question 53

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

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

Question 54

A(n)_____ interview involves the interviewer following a script specifically designed to target certain KSAs required for the job.

A)screening
B)nondirective
C)panel
D)unstructured
E)structured

Question 55

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

A)general mental ability
B)overt integrity
C)work sample
D)personality-based integrity
E)psychometric

Question 56

_____ is the degree to which the selection method can reasonably be employed in different situations,and its overall cost.

A)Fairness
B)Feasibility
C)Face validity
D)Validity
E)Reliability

Question 57

Which of the following statements is true about the guidelines concerning methods and assessment in an effective selection process?

A)Firstly,the manager should define what not to do in the job.
B)The manager must identify the one method that is appropriate for all jobs and use it.
C)Reliable and valid methods must be employed to predict future job success.
D)Form a strong,immediate opinion and take prompt action.
E)The manager must go along with conventional wisdom.

Question 58

Which of the following statements is true about interviews?

A)Unstructured interviews are the most valid predictors of performance.
B)Interviews do not measure interpersonal skills.
C)Structured interviews involve the interviewer and applicant having an unscripted conversation.
D)Interviews can be effective tools for predicting future job success.
E)All interviews are a single standardized process and they do not distinguish between types.

Question 59

Integrity tests are those that:

A)measure a person's ability to learn and acquire intellectual skills.
B)detect and predict deviant behaviors of candidates on the job.
C)test the applicant's capability for doing a particular job.
D)attempt to objectively measure aspects of the candidate's physical ability or personality.
E)test aspects like leadership,teamwork skills,extraversion,and creativity.

Question 60

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.

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

Question 61

Characterize a good job description.

Question 62

What benefits does a company enjoy if it establishes the decision-making process before it decides to hire an employee?

Question 63

What are the guiding principles to decide on the methods and the assessment for the most effective selection process?

Question 64

Integrity tests actually make accurate predictions of bad behavior at work.Justify the statement.

Question 65

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?

Question 66

Northlake Inc. ,is facing a voluntary employee turnover with many high performers quitting.What are the possible reasons for high performers quitting the company?

Question 67

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?

Question 68

Managers are better recruiters than human resource and corporate recruiters.Present supporting claims to this statement.

Question 69

Flaren & Co. ,a company providing superior marketing services in the U.S. ,discovers a pattern in the last two years' applicant profiles: 87 percent are males and majors.The manager of the company realizes the need to reflect the company's commitment to diversity.In order to attract more diverse applicants to the organization,what steps should the manager implement?

Question 70

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

Question 71

List the key guidelines to avoid disparate treatment and adverse impact under the employment law.

Question 72

"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?

Question 73

As the manager of Buckle & Buckle Inc. ,how would you go about recruiting recent graduates for your company?

Question 74

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