Employee Selection
Exam Solutions
Course Introduction
Employee Selection is a course designed to explore the principles and practices involved in hiring the right candidates for organizations. Students will examine various techniques used in the recruitment and selection process, including job analysis, interviewing, psychological testing, and assessment centers. The course covers legal and ethical considerations, the development of selection criteria, and methods for evaluating the effectiveness of selection systems. Through case studies and practical exercises, students will gain skills essential for making informed, fair, and evidence-based hiring decisions that align with organizational goals.
Recommended Textbook
Strategic Staffing 2nd Edition by Jean M. Phillips
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13 Chapters
653 Verified Questions
653 Flashcards
Source URL: https://quizplus.com/study-set/1844
Page 2
Chapter 1: Strategic Staffing
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49 Verified Questions
49 Flashcards
Source URL: https://quizplus.com/quiz/36791
Sample Questions
Q1) Maximizing the financial return on the staffing investment is an example of a process goal.
A)True
B)False
Answer: False
Q2) Recruiting large numbers of applicants is always the best way to ensure quality hires.
A)True
B)False
Answer: False
Q3) Socialization is the process of familiarizing newly hired or recently promoted employees with their job,workgroup,and organization.
A)True
B)False
Answer: True
Q4) Sourcing is locating qualified individuals and labor markets from which to recruit. A)True
B)False Answer: True
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Chapter 2: Business and Staffing Strategies
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Which of the following,if true,would uphold a company's sustainable competitive advantage in front of rival firms?
A) Workforce attributes encouraged by staffing practices are commonplace.
B) It is difficult to imitate the strategic staffing practices of the firm.
C) Staffing practices have maximum substitutability.
D) The firm should take care not to exploit staffing practices.
Answer: B
Q2) When business slows down,flexible workers are dismissed before core workers.
A)True
B)False
Answer: True
Q3) Which of the following is compromised when retaining workers?
A) creating a more loyal and committed workforce
B) creating a workforce that has a better understanding of the company's processes
C) decreasing staffing costs
D) a regular infusion of new ideas and perspectives
Answer: D
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Chapter 3: The Legal Context
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49 Flashcards
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Sample Questions
Q1) Comparing the percentages of men,women,or minorities in various job categories to see if men,women,or minorities are disproportionately represented in certain workforce categories is an example of a ________.
A) hiring yield statistic
B) concentration statistic
C) flow statistic
D) stock statistic
Answer: B
Q2) The Equal Employment Opportunity Commission imposed compensatory damages on Czar Microsystems Pvt.Ltd.for discriminating against an employee on the basis of their age.Czar defended itself by claiming to be unaware of any such law.This is a(n)________ defense.
A) erroneous
B) stereotyping
C) prejudice
D) ignorance
Answer: D
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Page 5
Chapter 4: Strategic Job Analysis and Competency
Modeling
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) Formal job descriptions are best for young organizations that need flexible employees.
A)True
B)False
Q2) In staffing,O*NET is used for ________.
A) background job analysis information
B) legal research
C) job rewards analyses
D) identifying a firm's best business strategy
Q3) When the main job duties are established,a(n)________ job analysis would be required.
A) inductive
B) deductive
C) reactive
D) idiosyncratic
Q4) Which of the following is contained in a task statement?
A) the type of people required for the job
B) how to recruit for the given job specifications
C) the physical working conditions of the job
D) identifying the changes anticipated for the position
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Chapter 5: Forecasting and Planning
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Sample
Questions
Q1) New salespeople at a retail store generate an average of $50,000 in profit their first year.In addition,the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent.This is worth an additional $20,000 to the company.The cost of hiring and training a new salesperson are expected to be $3,000 and $8,000 respectively.The salary for this position is $35,000.What is the return on investment of hiring an additional salesperson?
A) 152%
B) 163%
C) 200%
D) 143%
Q2) Which term refers to the proportion of applicants moving from one stage of the hiring process to the next?
A) staffing yields
B) hiring yields
C) attrition
D) retention
Q3) Transition analysis is a qualitative technique.
A)True
B)False
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Page 7
Chapter 6: Sourcing: Identifying Recruits
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52 Verified Questions
52 Flashcards
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Sample Questions
Q1) Geographic targeting can help an organization reduce turnover.
A)True
B)False
Q2) Which of the following means of sourcing talent is sometimes considered unethical?
A) transitional talent deployment
B) data mining
C) raiding
D) acquisitions and mergers
Q3) Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis.
A)True
B)False
Q4) Nepotism is illegal.
A)True
B)False
Q5) Applicant flow is the number and type of applicants coming from each recruiting source.
A)True
B)False
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Chapter 7: Recruiting
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Sample Questions
Q1) Having recruiters evaluate candidates for their fit with several different positions is an example of ________.
A) interpersonal skills
B) applicant attraction
C) multiple assessments
D) workforce development
Q2) Recruiters are seen as setting the standard for talent for the company.
A)True
B)False
Q3) Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?
A) turnover rate in the company
B) new recruit efficiency
C) new hire satisfaction
D) new hire failure rate
Q4) What is signaling and what role does it play during recruiting?
Q5) Compare and contrast self-selection,vaccination and commitment to choice as functions of realistic job previews.
Q6) What are recruiter profiles and how are they used in staffing?
Page 9
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Chapter 8: Measurement
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Sample Questions
Q1) A personality test that correlates -0.5 with job performance should not be used to make staffing decisions.
A)True
B)False
Q2) Construct validity reflects the perceived job relatedness of a measure.
A)True
B)False
Q3) The following equation is the result of performing a multiple regression analysis: Job performance = 10 + (5 = job knowledge)+ (0.7 = conscientiousness),where job knowledge is measured on a scale of 0-5 and conscientiousness is measured on a scale of 0 to 100.Which of the following conclusions is correct?
A) Conscientiousness is less important than job knowledge.
B) If a person scored 5 on job knowledge and 100 on conscientiousness he or she would have the maximum predictive score possible.
C) Neither job knowledge nor conscientiousness predicts performance.
D) If a person scored 0 on both job knowledge and conscientiousness, his or her predictive score is 0.
Q4) Describe how you would create and validate an assessment system.
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Page 10
Chapter 9: Assessing External Candidates
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?
A) true positive
B) true negative
C) false positive
D) false negative
Q2) Which of the following is true of person-organization fit?
A) It is not related to the intent to stay with the company.
B) It is the same as person-job fit.
C) It is positively related to job satisfaction.
D) It is unrelated to organizational commitment.
Q3) Unless a business is involved in national defense or security,background checks must be relevant to the nature of the job and job requirements.
A)True
B)False
Q4) How does a biodata differ from a résumé and cover letter?
Q5) Banding reduces the validity of a test.
A)True
B)False
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Chapter 10: Assessing Internal Candidates
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50 Flashcards
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Sample Questions
Q1) A nine box matrix requires assessing employees on ________.
A) past job performance and current job performance
B) past job performance and future potential
C) tenure and current job performance
D) current job performance and future potential
Q2) Having administrative assistant job candidates perform a set of exercises including taking phone messages,typing reports,scheduling meetings,and filing is an example of a(n)________.
A) clinical assessment
B) job knowledge test
C) assessment center
D) structured interview
Q3) Skills inventories are databases of the skills,competencies,and other relevant characteristics of each employee.
A)True
B)False
Q4) Due to union contracts or company policies,some organizations promote employees because of seniority.
A)True
B)False
Page 12
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Backing out of an employment contract after the job offer is accepted is called
A) rejection
B) prima facie evidence
C) reneging
D) renegotiating
Q2) When different assessments are made using different scales,before they can be combined the raw scores must be ________.
A) standardized
B) normalized
C) unit weighted
D) rationally weighted
Q3) Which of the following reduces the ability of rank ordering to identify the best hire?
A) large differences between candidates' scores
B) large scores of regression analysis
C) large unit weighting of multiple candidates
D) large standard error of measurement
Q4) List and describe four factors that influence the content of a job offer.
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Asking a departing employee why he or she is leaving the firm is a(n)________.
A) unstructured interview
B) structured interview
C) behavioral interview
D) exit interview
Q2) Working from 6 a.m.to 2 p.m.is an example of ________.
A) job sharing
B) flextime
C) telecommuting
D) homesourcing
Q3) A layoff is an example of which type of turnover?
A) dysfunctional
B) voluntary
C) involuntary
D) avoidable
Q4) Which of the following are generally well received by employees?
A) reneging
B) buyout incentives
C) downsizing
D) layoffs
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) The DMADV method of Six Sigma stands for Design,Measure,Analyze,Deduce,and Verify.
A)True
B)False
Q2) What is the difference between direct and indirect staffing costs? Provide two examples of each.
Q3) E-recruiting should be used when ________.
A) a small number of candidates are needed
B) the job description specifies only average educational qualifications
C) all other methods of recruitment have proven to be ineffective
D) the candidates being targeted come from specific labor markets
Q4) Staffing technology improves the efficiency and effectiveness of the staffing function by ________.
A) reducing costs related to staffing for the entire organization
B) automating many of the steps of the staffing process
C) improving the strategic alignment of the staffing system
D) improving the quality of data used in calculating staffing metrics
Q5) What role does a company's Web site play in terms of staffing? How should companies design their Web sites to make them more appealing and user friendly to prospective employees?
Page 15
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