Deck 4: Employee Recruitment, Selection, and Placement

Question 1

Company X is a small environmental engineering firm. Which of following actions best illustrates the process of "workforce forecast", as described by Cascio (2003)?

A) .Company X hires an employee to create a Facebook page.
B) Company X makes a list of current employees and their knowledge and responsibilities.
C) Company X examines how many people graduated with a degree in environmental engineering in the past 3 years.
D) Company X creates a job plan for each of its employees.

Answer 1

Company X examines how many people graduated with a degree in environmental engineering in the past 3 years.

Question 2

Providing applicants with realistic job previews

A) can cut down on new employee turnover.
B) can increase the satisfaction levels of new employees.
C) can increase applicants' rates of turning down employment offers.
D) All of the above

Answer 2

All of the above

Question 3

According to the text, which of the following would probably be the least successful method for recruiting applicants for a top-level management position?

A) Word of mouth
B) Employment agency placements
C) Newspaper ads
D) Employee referrals

Answer 3

Newspaper ads

Question 4

The multiple hurdle approach to employee selection involves

A) combining various predictors of success in a statistical manner.
B) an ordered sequence of screening devices after each of which a decision is made.
C) designating a score on each predictor above which the candidate must score.
D) using only those criteria on which the candidate scores either very high or very low.

Question 5

In employee selection, a variable used to select a successful job candidate is referred to as a

A) predictor.
B) criterion.
C) dependent variable.
D) screener.

Question 6

Which of the following is the best definition of employee screening?

A) It is the process of reviewing information about job applicants to select individuals for jobs.
B) It is the process by which organizations attract potential employees to apply for jobs.
C) It is the process by which organizations evaluate current employees and their performance.
D) It is the process by which organizations eliminate job positions and fire workers for work positions that become obsolete.

Question 7

Which of the following is NOT one of the four interrelated processes described by Cascio's (2003) human resource planning model?

A) Focus group
B) Talent inventory
C) Workforce forecast
D) Control and Evaluation

Question 8

The multiple regression model for employee selection

A) is a compensatory type of model.
B) combines scores on two or more predictors.
C) is a statistically-based model.
D) All of the above

Question 9

To avoid unintentional discrimination against women, minorities, the elderly, and the disabled in the recruitment process, organizations should

A) take steps to attract these applicants in proportion to their numbers in the local population.
B) begin by only recruiting individuals from these groups.
C) first consider relatives and friends of present employees.
D) use only ads that would appeal to minority groups.

Question 10

Adverse impact

A) refers to intentional discrimination against a protected group.
B) refers to unintentional discrimination against a protected group.
C) is reflected in the four-fifths rule.
D) All of the above

Question 11

Which of the following is NOT a protected group?

A) African Americans
B) Native Americans
C) women
D) young workers

Question 12

The process by which organizations attract potential workers to apply for jobs is called

A) selection.
B) advertisement.
C) recruitment.
D) screening.

Question 13

One way to avoid overselling a particular job or the organization is to

A) conduct half-day interviews with job candidates.
B) only hire candidates who are friends and relatives of other employees.
C) have recruiters give candidates a "worst possible case" scenario when they discuss the job and the company.
D) have recruiters use "realistic job previews."

Question 14

The multiple regression approach to employee selection involves

A) combining various predictors of success in a statistical manner.
B) an ordered sequence of screening devices after each of which a decision is made.
C) designating a score on each predictor above which the candidate must score.
D) using only those criteria on which the candidate scores either very high or very low.

Question 15

Making selection decisions by subjectively combining sources of information according to the general impression of the hiring specialist is often referred to as

A) the psychological approach.
B) the subjective approach.
C) the clinical approach.
D) the best approach.

Question 16

A employee specialist who is concerned about equal employment opportunity and fairness in hiring employees will likely consult the

A) Position Analysis Questionnaire.
B) Uniform Guidelines on Employee Selection Procedures.
C) multiple regression employee selection model.
D) Dictionary of Occupational Titles.

Question 17

In employee selection, a measure of job success is referred to as a

A) predictor.
B) criterion.
C) job description.
D) job factor.

Question 18

Which of the following would a recruiter rely on in recruiting applicants for a job?

A) Job descriptions
B) Job specifications
C) Job analysis products
D) All of the above

Question 19

The federal agency that protects against discrimination in employment is called

A) the Equal Employment Opportunity Commission.
B) the Uniform Guidelines on Employee Selection.
C) the Affirmative Action Coalition.
D) the Civil Rights Commission of 1964.

Question 20

The multiple cutoff approach to employee selection involves

A) combining various predictors of success in a statistical manner.
B) an ordered sequence of screening devices after each of which a decision is made.
C) designating a score on each predictor above which the candidate must score.
D) using only those criteria on which the candidate scores either very high or very low.

Question 21

In hiring, the ultimate criterion for "job success" may never actually be captured by screening devices.

Question 22

Describe the model of Human Resource Planning discussed in the chapter from Cascio, 2003.

Question 23

The Americans with Disabilities Act (ADA) has impacted employee testing because

A) tests are invalid with disabled applicants.
B) disabilities may adversely affect applicants' test performance.
C) the ADA makes the testing of disabled applicants unlawful.
D) test scores are impossible to interpret for disabled applicants.

Question 24

Describe examples of accommodations that could be provided to a disabled applicant under the Americans with Disabilities Act.

Question 25

List and briefly describe the different steps involved in the employee selection process.

Question 26

Discuss the EEOC and what its role is.

Question 27

Describe different factors involved in Human Resources Planning.

Question 28

What is a realistic job preview (RJP)? Why is it an important part of the screening process?

Question 29

Research shows that personal characteristics of recruiters can cause applicants to accept or turn down job offers.

Question 30

The multiple cutoff selection model is a compensatory selection model.

Question 31

The multiple regression and multiple cutoff selection models can sometimes be used in combination.

Question 32

Human resource planning are primarily focused on short-term goals within an organization.

Question 33

A talent inventory is an assessment of the current knowledge, skills, abilities, and other characteristics of current employees and how they are used.

Question 34

The Equal Employment Opportunity Commission is the federal agency that protects against employment discrimination.

Question 35

Describe how social networking sites (SNS) may be used in pre-screening job applicants.

Question 36

Under affirmative action

A) any protected group member must be hired over any majority group member.
B) only employee hiring and firing are covered.
C) a protected group member is given preference over an equally or lesser qualified majority group member.
D) white males can never be hired until all protected group applicants are hired.

Question 37

One of the primary objectives of a successful recruitment program is to attract a large pool of qualified applicants.

Question 38

The Americans with Disabilities Act (ADA) explicitly forbids the testing of disabled applicants when using performance-based tests.

Question 39

Describe how an organization might implement an affirmative action plan.

Question 40

Describe adverse impact and how it is demonstrated.