Chapter 4—Staffing: Recruiting and Selection
MULTIPLE CHOICE
1. The process of generating a pool of qualified applicants for organizational jobs is called:
a.
requisitioning.
b.
pre-screening.
c.
recruiting.
d.
summoning.
2. Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of
recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly
nineteen applicants with the minimum qualifications were found and all the candidates accepted the
job offer. Which of the following is true about this scenario?
a.
The yield ratio will be 50%.
b.
A selection process is not necessary in the given scenario.
c.
The acceptance rate in this scenario is 60%.
d.
The labor market in this area can be described as “loose.”
3. The _____ includes all individuals available for selection, if all possible recruitment strategies are
used.
a.
labor force population
b.
external labor market
c.
recruitment pool
d.
applicant population
4. Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically
provides direct access to the _____.
a.
applicant pool
b.
entire pool of eligible candidates
c.
entire labor market
d.
applicant population
5. Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing
advertisements on the website of the American Banking Association. This will allow Stacy to
determine the _____ for the job of loan officer.
a.
applicant population
b.
labor force population
c.
applicant pool
d.
entire labor market
6. The _____ pool consists of all persons who are actually evaluated for selection.
a.
applicant
b.
selection
c.
labor
d.
talent
7. Which of the following would be an advantage for the U.S. organizations that do not want to outsource
their work overseas?
a.
Advancements in American worker productivity
b.
Rapidly rising labor costs in countries like India and China
c.
Restrictive U.S. requirements for work permits
d.
Large tax penalties that U.S. firms must pay if they outsource jobs
8. Karl Graphics is conducting a vigorous recruiting campaign aimed at hiring 12 new employees within
two weeks. This best exemplifies _____ recruiting.
a.
continuous
b.
emergency
c.
intensive
d.
crisis
9. Which of the following is a defining characteristic of regular staffing?
a.
It uses workers who are traditional employees.
b.
It uses independent contractors.
c.
Companies can utilize the “try before you buy” approach.
d.
Companies can avoid litigation associated with the termination of workers.
10. In which of the following situations would the use of temporary workers be most appropriate?
a.
A company that has a low rate of turnover among its regular employees
b.
An employer who has received a long-term contract from the Federal government for
oceanic research
c.
A tax preparation company that mostly handles individual clients and has few business
clients
d.
A start-up company with a competitive strategy of continuing expert customer service
11. Angela is a self-employed graphic artist. She is usually hired by companies for special projects that
lasts from a week to six months. Angela can be best described as a(n):
a.
independent contractor.
b.
undocumented worker.
c.
regular employee.
d.
full-time employee.
12. Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity
to promoting the use of solar and wind power. It is one of the first utilities in the country to move
heavily to solar and wind-generated electricity. Which of the following steps should the HR director
take in order to cope with these new technologies at Edison Inc.?
a.
Avoid including specific designations such in the job advertisements
b.
Highlight terms such as “young and enthusiastic” and “ journeyman lineman” in their
official websites
c.
Focus on training and development to generate internal candidates for all the new
positions at the utility
d.
Plan to do more extensive external recruiting for technical and engineering positions
13. Which of the following statements is true of job boards?
a.
Job boards enable job seekers to submit résumés to many employers simultaneously.
b.
Much of the information provided by companies on job boards is intended to mislead
competitors.
c.
Applicants hired from job boards always have worse average performance levels than
applicants hired via social networking media.
d.
Job boards fail to offer access to numerous candidates.
14. John’s Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective
for John’s Medical to advertise:
a.
on a microblogging site like Twitter.
b.
online recruitment videos on a general job board such as Monster.com or CareerTV.
c.
on the website of the oncology nurse practitioner professional organization.
d.
on a social networking site such as Facebook.
15. Which of the following is an example of external sources of recruitment?
a.
A veterinarian selects one of her interns as her assistant.
b.
Jolene recommends her colleague to fill an open position as a sales representative at the
company where Jolene works as a technician.
c.
An assistant librarian is shortlisted for the post of head librarian in the same library.
d.
A salon shifts from Boston to New York and employs a new cashier through Internet
recruitment.
16. When compared to internal recruitment, an advantage of external recruiting is that:
a.
its selection process is more rigorous.
b.
it takes lesser time and resources.
c.
recruited employees often require more orientation efforts.
d.
it has the potential to generate larger applicant pools.
17. Which of the following statements is true of Internet recruiting?
a.
Twitter is rarely used by recruiters because of the 140-word limit.
b.
The broad reach of Internet recruiting has significantly reduced the amount of
discrimination against job seekers from racial/ethnic groups because it enlarges the
applicant population exponentially over traditional recruiting methods.
c.
An advantage of Internet recruiting is that by reaching out to so many people from
diverse backgrounds, a very large pool of applicants can be generated.
d.
An advantage of Internet recruiting is that it streamlines EEO data gathering because
everyone who accesses a job website is considered an applicant for legal purposes.
18. The major saving in time generated by Internet recruiting compared with traditional recruiting is the
time taken:
a.
for conducting face-to-face interviews.
b.
for communication between the applicants and the employer.
c.
by new recruits to settle in a job.
d.
by HR staff members for handling blogs, tweets, and e-mail with applicants versus snail
mail, faxes and phone calls.
19. Exclusive use of the Internet for recruiting can reduce the diversity of an employer’s applicant
population because:
a.
it will only attract the attention of retirees who are interested in seeking new employment
opportunities.
b.
individuals from lower socioeconomic groups mostly have limited access to the Internet.
c.
the use of terminology such as “young and enthusiastic” is restricted.
d.
it excludes retirees who are interested in seeking new employment opportunities.
20. Patricia, an outstanding performer, was placed at Oliver & Co. by a temporary service firm for two
months. Patricia’s manager approaches Oliver & Co.’s HR Director with the request that she wants her
as a regular employee. Given this scenario, which of the following statements is true?
a.
The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is
hired as a regular employee.
b.
The employers will not be liable for Patricia’s safety under OSHA regulations.
c.
Patricia will be less expensive as a regular employee than as a temporary employee
because temporary employees typically receive a 40% wage premium to offset the lack of
benefits.
d.
Oliver & Co. is ethically bound not to hire temporary employees provided by an agency
for regular employment.
21. In the building trade, unions can best benefit employers by providing:
a.
apprenticeship programs.
b.
providing interesting “employment games” online.
c.
pre-screening for job seekers.
d.
providing competitive wage scales for jobs.
22. Job fairs are primarily useful for:
a.
rapid hiring of large numbers of people.
b.
maintaining a continuous presence in a local labor market.
c.
passive recruiting.
d.
keeping out unemployable applicants.
23. Which of the following is a feature of school and college recruiting?
a.
Vocational colleges and technical schools often have cooperative programs with
employers that funnel quality students into regular jobs.
b.
College recruiting is one of the least expensive recruitment methods.
c.
Companies who target minority students before they graduate are likely to be violating
EEO laws.
d.
School and college recruiting is a type of internal recruitment.
24. Which of the following is true of internal recruitment?
a.
Inbreeding of employees typically results in a more diverse workforce.
b.
It can aid future promotions, and career development.
c.
Family connections moderate the normal political maneuvering that occurs in firms.
d.
This process fails to motivate current employees to perform better.
25. Calculating the average time from contact to hire allows a firm to most accurately:
a.
calculate the cost per hire.
b.
estimate the efficiency of recruiters.
c.
calculate the “float time” in the recruiting process.
d.
target the most time-efficient recruiting sources.
26. The percentage hired from a given group of candidates is termed:
a.
the selection rate.
b.
the success base rate.
c.
the yield ratio.
d.
the acceptance rate.
27. The process of choosing individuals with correct qualifications to fill jobs in an organization is called
_____.
a.
recruitment
b.
selection
c.
job matching
d.
attrition
28. The purpose of selection is _____, fitting a person to the right job.
a.
placement
b.
orientation
c.
recruitment
d.
staffing
29. More than anything else, placement of human resources should be seen as a(n):
a.
public relations activity.
b.
operating management responsibility.
c.
matching process.
d.
marketing tool.
30. Lack of fit between a person and a job is most likely to result from:
a.
mistakes in evaluating the person’s KSAs.
b.
improper employee training.
c.
negligence of exit interviews.
d.
a lack of a positive company “brand” that attracts qualified applicants.
31. Mark is unhappy with his new job as a first line supervisor at a call center. Mark finds the job boring
and longs for the end of his shift every day. He wants to apply for another job either within or outside
the organization. This is an example of:
a.
a realistic job preview.
b.
burnout.
c.
negligent hiring.
d.
a poor person/job fit.
32. Voltra Inc. is planning to fill a number of openings for entry-level professionals. The selection process
is quite extensive and includes several levels of individual interviews, panel interviews, psychological
tests, and general ability tests. Much of the interview time is spent on the applicant’s philosophy of life
and work. Voltra is highly concerned about:
a.
defining who is an applicant.
b.
complying with EEO and ADA requirements.
c.
person–environment fit.
d.
matching the person to the job.
33. Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a
major national bank. Jill was one of the top candidates when she was hired by the bank. Three months
into her job, she feels that the individual bank customers are not valued and that the bank engages in
misleading advertising. This is an example of:
a.
poor person–environment fit.
b.
a realistic job preview.
c.
negligent hiring.
d.
a snap judgment.
34. Ability, intelligence, and conscientiousness are all examples of:
a.
elements of job performance.
b.
selection criteria.
c.
predictors of selection criteria.
d.
soft skills.
35. Measurable or visible indicators of selection criteria are called _____.
a.
reliable estimators
b.
predictors
c.
realistic job previews
d.
validators
36. Mary, the recruiter for Aurora Borealis Lighting Inc., decides to hire an individual who has the ability
to learn on the job. The recruiters estimate it will be two years before the new hire will be fully
productive. Consequently, they are looking to hire a person who will be with the company for at least
four or five years. Mary suggests that they only hire applicants who have been with their previous
employers for at least two years, and who have not changed their jobs too frequently. Mary’s
suggestion is an example of a:
a.
KSA.
b.
soft skill.
c.
realistic job preview.
d.
predictor of selection criteria.
37. In the _____ approach for combining predictors, a minimum cutoff is set on each predictor, and each
minimum level must be “passed.”
a.
universal predictor
b.
compensatory
c.
multiple hurdles
d.
matching
38. For the position of firefighter in Redville, the physical requirements are rigorous and the selection
process involves many ability tests. Mark has a hearing impairment. This impairment alone caused
him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests
that were conducted earlier. This is an example of:
a.
the compensatory approach to selection.
b.
poor person–environment fit.
c.
discrimination under the ADA.
d.
the multiple hurdles approach of combining predictors.
39. How does the compensatory approach combine predictors?
a.
A minimum cutoff is set on each predictor.
b.
A higher score on one predictor offsets a lower score on another.
c.
The highest predictor scores for all test takers is used to set an average cutoff.
d.
Multiple hurdles are set to compensate for the different predictors.
.
40. What is the main purpose of pre-employment screening?
a.
To provide a realistic job preview and discourage potential applicants who would be
dissatisfied with the job
b.
To identify applicants with arrest records and convictions
c.
To determine if applicants meet the minimum qualifications for job openings
d.
To obtain information for EEO and affirmative action reports
41. A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino’s HR
department requires applicants to complete an online questionnaire, which is later analyzed using
computer software, and only those applicants who have previously worked in hotels and casinos are
considered eligible for the next step in the hiring process. This is an example of a:
a.
compensatory approach to selection.
b.
realistic job preview.
c.
preemployment screening process.
d.
multiple hurdles approach to selection.
42. Which of the following is a fundamental purpose of an application form?
a.
It forms the basis for an organization’s EEO/affirmative action plans.
b.
It can be used as a defense in an ADA discrimination case.
c.
It is a record of an employer’s desire to hire someone for an open position.
d.
It acts as a basic employee record for applicants who are eventually hired.
43 Greta is the new HR manager at a small company. The previous HR manager had kept every scrap of
paper that crossed his desk during the last ten years, but Greta is determined to clear out the
unnecessary documents. Greta knows she should keep all applications and hiring-related documents
and records _____ before they can be discarded.
a.
for one year
b.
for three years
c.
for five years
d.
for seven years
44. Roger, a new HR manager at Charlemagne Tools Inc., examines the application form that the company
has been using for the last two years. According to the guidelines set by the EEOC and various court
decisions, which of the following is an illegal question in the application form?
a.
Have you ever been convicted of a felony?
b.
Can you perform the duties of the job with accommodation?
c.
What is your driver’s license number?
d.
Please provide details of your medical history?
45. In verifying the identities and credentials of job applicants, employers must use the revised form I–9
for each employee hired and must:
a.
permit annual audits of HR records by ICE agents.
b.
send copies of all documents submitted by employees to the Immigration and
Naturalization Service within 48 hours of hiring.
c.
determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within
72 hours of hiring.
d.
contact the Department of Homeland Security within 24 hours if an illegal alien applies
for a job with a government contractor in the transportation sector.
46. Kevin, a recent college graduate, applied for a job with a firm that provides security to high-profile
individuals. During the selection process, he was given a test for visual memory. Tests such as these
are classified as:
a.
psychomotor ability tests.
b.
cognitive ability tests.
c.
illegal tests that discriminate against the disabled.
d.
work sample tests.
47. A(n) _____ is an exercise composed of a series of evaluative tests in which candidates are evaluated
by multiple raters.
a.
situational judgment test
b.
assessment center
c.
panel interview
d.
work simulation
48. The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information
gathered throughout the selection process.
a.
personality test
b.
application form
c.
selection interview
d.
polygraph
49. Linda is the director of HR at Colette Value Inc., a large tax-preparation firm. The firm faces a dearth
of tax preparers every year when the tax season approaches. Every December, Linda outsources a bulk
of the recruiting process to an employment agency to recruit temporary employees before the tax
season begins. However, she wants to do so without excessively limiting her final hiring decisions.
Which of the following processes of recruitment should Linda carry out first hand?
a.
Advertising for recruitment over the Internet
b.
Preliminary screening of résumés
c.
Designing the employment advertisements
d.
Face-to-face interviews with finalists
50. Which of the following is true of all structured interviews?
a.
All candidates meet with the same interviewer.
b.
A set of standardized questions are asked of all job applicants.
c.
Each candidate appears before a panel of interviewers.
d.
Questions are designed to address all of the Big Five personality traits.
51. The great advantage of structured selection interviews over unstructured interviews is the:
a.
naturalness and ability to set the candidate at ease.
b.
effectiveness at organizational branding.
c.
consistency in evaluation of candidates.
d.
improvisational approach to gathering information about candidates.
52. A _____ interview is more reliable and valid than fact finding or counseling interview. .
a.
sequential
b.
nondirective
c.
stress
d.
structured
53. Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first
15 minutes of the job interview relating details about his education and work experience to the
interviewer. This is a _____ interview.
a.
behavioral
b.
competency
c.
biographical
d.
nondirective
54. Patrick, a job applicant, was asked by his interviewer, “In your previous job, how did you handle
employees who were poor performers?” Based on this information, what type of interview did Patrick
attend?
a.
Behavioral interview
b.
Biographical interview
c.
Nondirective interview
d.
Situational interview
55. In her interview for a position as a bartender at a luxury hotel bar, Megan was asked “What would you
do if one of the customers started slurring her words and began making off-color jokes that other
customers in the bar could hear?” Such types of questions are typically asked in _____ interviews.
a.
behavioral
b.
nondirective
c.
situational
d.
stress
56. The selection process for hiring the assistant to the mayor of a large city includes giving the finalists
three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals
with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must
describe her or his approach to handling the crisis, which will be recorded and evaluated by a panel.
This is an example of a:
a.
competency interview.
b.
behavioral interview.
c.
stress interview.
d.
situational interview.
57. Gisela has just finished her interview with the managing editor of a large city newspaper. She is
shaken and upset because the editor talked about her educational background in an insulting tone. He
also pressured her to answer confusing questions without allowing her time to collect her thoughts.
Given this scenario, Gisela most likely attended a _____ interview.
a.
behavioral
b.
nondirective
c.
biographical
d.
stress
58. The position for the city Manager of Science River attracted many applicants. As part of the selection
process, the applicants each appeared one by one before the entire Scenic River Board of Aldemen for
an interview. This is an example of a _____ interview.
a.
panel
b.
mass
c.
biographical
d.
situational
59. The interior decorators, designers, and architects of WorldKraft Design work together in self–
managing work groups. This structure is key to the organization’s culture, and it is important that new
hires fit in with the work group to which they are assigned. In this case, it would be wise to use:
a.
multiple-hurdle interviews.
b.
stress interviews.
c.
biographical interviews.
d.
team interviews.
60. The problem of _____ occurs when interviewers make a decision on the job suitability of applicants
within the first few minutes of the interview and spend the balance of the interview looking for
evidence to support it.
a.
cultural noise
b.
snap judgment
c.
stereotyping
d.
negative emphasis
61. Which of the following occurs when an interviewer allows a positive characteristic about a job
applicant to overshadow other evidence?
a.
Halo effect
b.
Cultural noise
c.
Similarity bias
d.
Snap judgment
62. Which of the following occurs when interviewers favor or select people whom they believe to be like
themselves on the basis of a variety of personal factors?
a.
Halo effect