Recruitment and Selection Practice Questions
Course Introduction
This course explores the key principles, strategies, and best practices involved in the recruitment and selection of employees within organizations. Students will examine the entire hiring process, from job analysis and defining selection criteria to sourcing candidates, conducting interviews, and making final hiring decisions. Topics include the legal and ethical considerations in recruitment, the use of assessment tools and technology, employer branding, workforce planning, and methods to improve diversity and inclusion in hiring. By integrating theory with practical application, the course prepares students to make effective, fair, and evidence-based hiring decisions that align with organizational goals.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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10 Chapters
720 Verified Questions
720 Flashcards
Source URL: https://quizplus.com/study-set/1309 Page 2
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
69 Flashcards
Source URL: https://quizplus.com/quiz/26071
Sample Questions
Q1) Refer to Scenario 1-1. Upon what would you initially want to concentrate your efforts?
A) understanding the external organizational factors affecting recruitment and selection
B) ensuring that human resource planning is integrated with the strategic planning of the organization
C) determining which recruitment and retention processes are economically and technically feasible
D) ensuring that organizational information contained in the human resource information systems is current, secure, and confidential
Answer: B
Q2) Which of the following organizations establishes national core standards for the HR profession in Canada?
A) CSIOP
B) CCHRA
C) CPA
D) CHRP
Answer: B
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Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26072
Sample Questions
Q1) The Toronto Police Service requires candidates to show that they are Canadian citizen or permanent residents, are at least 18 years of age, and have a valid driver's licence and no record of criminal convictions. What would these requirements be classified as?
A) KSAO's
B) screening criteria
C) performance dimensions
D) reliable qualifications
Answer: B
Q2) Measurement error can be thought of as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score.
A)True
B)False
Answer: True
Q3) The reliability coefficient is the degree that true scores correlate with one another. A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection II
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74 Verified Questions
74 Flashcards
Source URL: https://quizplus.com/quiz/26073
Sample Questions
Q1) Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.
A)True
B)False
Answer: True
Q2) The Canadian Human Rights Commission received 1735 complaints in 2013. What percentage of these complaints were related to discrimination related to disabilities?
A) 18 percent
B) 28 percent
C) 38 percent
D) 55 percent
Answer: D
Q3) Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/26074
Sample Questions
Q1) Which of the following is NOT typically characterized as job context?
A) education
B) work schedules
C) organizational culture
D) non-financial incentives
Q2) Why are subject-matter experts needed when conducting a job analysis?
A) They are an inexpensive source of information for an organization.
B) They are the most knowledgeable about a job and how it is currently performed.
C) They add external validity to the organization with external comparisons to jobs.
D) They provide more accurate information than job incumbents and supervisors.
Q3) Job analysis and competency management frameworks are the means by which job and person variables are identified for the purpose of recruitment and selection.
A)True B)False
Q4) The job description indicates job duties and organizational level requirements. A)True B)False
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6
Chapter 5: Recruitment, Selection, and Job Performance
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64 Verified Questions
64 Flashcards
Source URL: https://quizplus.com/quiz/26075
Sample Questions
Q1) Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?
A) paired comparison
B) forced distribution
C) rank order
D) relative percentile method
Q2) Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between performance management and performance appraisals. Which of the following best defines performance management?
A) a means to transform companies into results-oriented organizations
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C) organizational processes used to improve employee and organizational performance in the workplace
D) organizational processes that evaluate employee job performance
Q3) Performance is NOT the consequence or result of action; it is the action itself.
A)True
B)False
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7
Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/26076
Sample Questions
Q1) TS Inc. is a growing BC aviation company of 30 employees. The company requires an aircraft maintenance engineer. What would be the most effective recruitment method for reaching this applicant pool? Describe the specific methods you would use and their advantages. Discuss how you would address the disadvantages of your chosen methods. Describe the steps you would take if you are unable to recruit sufficient employees for the job.
Q2) According to the textbook, which of the following is NOT an external factor affecting recruitment?
A) labour market
B) competition
C) sustainability
D) legislation
Q3) According to the opening vignette, Employers Brew up New Ways to Recruit Talent, what percentage of positions is never advertised?
A) 25 percent
B) 40 percent
C) 55 percent
D) 70 percent
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Chapter 7: Selection I: Applicant Screening
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26077
Sample Questions
Q1) Refer to Scenario 7-1. OMC is aware that the screening process can be subjective and susceptible to errors. The organization is particularly concerned about MOAs who have the qualifications but may be eliminated mistakenly. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
Q2) Screening begins before the Human Resources Department receives the application.
A)True
B)False
Q3) Which of the following is NOT one of the four groups designated in the federal government's Employment Equity Act?
A) women
B) Aboriginal people
C) immigrants
D) persons with disabilities
Q4) WABs are particularly effective in predicting overall job performance.
A)True
B)False
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Chapter 8: Selection II: Testing and Other Assessments
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87 Verified Questions
87 Flashcards
Source URL: https://quizplus.com/quiz/26078
Sample Questions
Q1) Which of the following is NOT a psychological test used to select employees?
A) an emotional intelligence test
B) a cognitive ability test
C) a psychomotor test
D) a genetic test
Q2) Which term refers to intelligence, general mental ability, or intellectual ability?
A) job knowledge
B) cognitive ability
C) general knowledge
D) personal trait
Q3) The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance, or capacity to perform, the essential components of the job in question safely, efficiently, and reliably.
A)True
B)False
Q4) Why are distortion and faking important to consider when using self-report inventories for personnel selection?
Q5) What is personality and what are two ways that personality can be measured?
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Chapter 9: Selection III: Interviewing
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/26079
Sample Questions
Q1) "You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?" What type of interview question is this?
A) behavioural
B) real-life
C) situational
D) leading
Q2) Before the interview begins, the interviewer already has an impression of the applicant and the degree to which the applicant appears suitable or unsuitable for the position.
A)True
B)False
Q3) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.
A)True
B)False
Q4) What is the difference between a panel and a serial interview?
Q5) What is an unstructured interview?
Q6) Describe three purposes of the employment interview.
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Chapter 10: Decision Making
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/26080
Sample Questions
Q1) In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information?
A) trait rating
B) profile interpretation
C) pure statistical
D) judgmental composite
Q2) Refer to Scenario 10-1. Based on an applicant's unswerving eye contact, the president commented that the applicant was honest and confident. What is this an example of?
A) implicit theory
B) reflection behaviour
C) false negative error
D) true positive
Q3) Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?
A) selection bias
B) satisficing
C) sufficiency
D) success rate
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