Test Bank for Strategic Human Resource Management

Canadian 2nd Edition Noe Hollenbeck Gerhart Wright

Eligh 1259024687 9781259024689

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TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.

1) The goal of recruiting is simply to generate large numbers of applicants.

Answer: True False

2) Image advertising is often effective because job applicants develop ideas about the general
reputation of the firm and then spill over to influence their expectations about the nature of the
specific jobs at the organization.
Answer: True False

3) Recruiting advertisements in newspapers and periodicals typically generate more desirable recruits
than direct applications or referrals.
Answer: True False

4) Private employment agencies serve primarily blue-collar workers, while public employment
agencies mostly deal with white-collar workers.
Answer: True False

5) Newspaper ads generate the largest number of recruits, but relatively few of these are qualified for
the position.
Answer: True False

6) Recruiters tend to be viewed by job seekers as less credible when they are HRM specialists rather
than subject matter experts in the job being filled.
Answer: True False

7) When applicants' reactions to recruiters are examined, age and gender are the two traits that stand
out the most.
Answer: True False

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 8) Research has demonstrated that the use of realistic job previews can help reduce future job turnover
in the workforce.
Answer: True False

9) Much of the work in personnel selection involves measuring characteristics of people to determine
who will be accepted for job openings.
Answer: True False

10) The degree to which a measure is free from random error refers to its reliability.
Answer: True False

11) A concurrent criterion-related validation strategy correlates job incumbents' scores on a test with
existing measures of their performance.
Answer: True False

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12) Generalizability is defined as the degree to which the validity of a selection method established in
one context extends to other contexts.
Answer: True False

13) There are two primary contexts over which you might like to generalize: different situations and
different samples of people.
Answer: True False

14) In general, the more reliable, valid, and generalizable the selection method is, the more utility it will
have.
Answer: True False

15) The situational interview is the most widespread selection method employed in organizations.
Answer: True False

16) Reference checks tend to have moderate reliability, moderate validity, and moderate utility.
Answer: True False

17) A physical ability test measures balance and coordination, among other things.
Answer: True False

18) Of the five major dimensions of personality inventories, "agreeableness" has generally been found to
have the highest validity across a number of different job categories.
Answer: True False

19) By their very nature, work-sample tests are job specific and so their generalizability is high.
Answer: True False

20) The paper-and-pencil honesty testing industry was born because a lie detector test in many areas is
now illegal and performing these tests did not eliminate the problem of theft by employees.
Answer: True False

21) The use of drug tests is controversial primarily because their results have low reliability and validity.
Answer: True False

22) The final standard that any recruitment and selection method should adhere to is compliance with a
variety of federal and provincial laws.
Answer: True False

23) There are two major issues employers must pay attention to if they want to be sure they are
complying with human rights legislation and other laws that apply to activities involved in recruiting
job applicants, conducting the selection process, and making job offers to successful candidates.
Answer: True False

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 24) Manitario Co. is looking to fill a newly vacant senior administration position. To be compliant with
the law, conduct good business and acquire a large pool of candidates they are best to rely on the
word-of-mouth recruitment strategy.
Answer: True False

25) It is essential to clarify the terms of a verbal offer of employment in a confirmation letter to the new
employee.
Answer: True False

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

26) The recruiting source that is likely to have the highest yield ratio is:
A) walk-ins. B) a college/university.
C) an executive search firm. D) a public employment agency.
Answer: C

27) Which of the following recruiter characteristics do applicants tend to respond to most positively?
A) Gender B) Age
C) Race (same as applicant) D) Warmth
Answer: D

28) Which personality dimension has generally been found to have the highest validity across a number
of different job categories?
A) Conscientiousness B) Extroversion
C) Agreeableness D) Adjustment
Answer: A

29) Qualities like being courteous, trusting, good-natured, tolerant, cooperative, and forgiving are
examples of this personality dimension.
A) Adjustment B) Conscientiousness
C) Inquisitiveness D) Agreeableness
Answer: D

30) Qualities like being curious, imaginative, artistically sensitive, broad-minded, and playful are
examples of this personality dimension.
A) Inquisitiveness B) Adjustment
C) Agreeableness D) Conscientiousness
Answer: A

31) Which of the following best exemplifies the process of self-selection?

A) An applicant takes an online "job fitness" test before deciding to apply to the ABC Company.
B) While at a job fair, an applicant decides to interview with the ABC Company.
C) An applicant is asked to return for a second interview with the ABC Company.
D) An applicant posts his/her resume on an online job bulletin board.
Answer: A

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32) The recruiting source that is likely to be least costly per recruit hired is:
A) an executive search firm. B) a renowned university.
C) an employee referral. D) a newspaper ad.
Answer: C

33) Recruiting advertisements in newspapers and periodicals:

A) are most effective in attracting applicants who are currently employed.
B) typically generate less desirable recruits than direct applications or referrals.
C) are generally not needed.
D) are recruitment techniques of the past and not up to date with current technologies.
Answer: B

34) Unlike predictive and concurrent validity, content validity is:

A) more valid. B) based on judgments.
C) measured statistically. D) not legally approved.
Answer: B

35) A test that differentiates individuals based on mental capacities is called a(n):
A) honesty test. B) concurrent reliability test.
C) cognitive ability test. D) intellectual test.
Answer: C

36) To test the validity of your selection device for widget makers, you have given it to the present
widget makers in your company and correlated it with their latest performance appraisal scores.
What type of strategy have you used?
A) Predictive criterion-related validation B) Concurrent criterion-related validation
C) Utility D) Content validation
Answer: B

37) Because current employees have learned many things on the job that job applicants have not yet
learned:
A) predictive validation is superior to concurrent validation.
B) all predictive methods are ineffective.
C) concurrent validation is superior to content validation.
D) content validation is superior to predictive validation.
Answer: A

38) Which one of the following is not among "the Big Five?"
A) Intelligence B) Inquisitiveness
C) Adjustment D) Conscientiousness
Answer: A

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39) Qualities like being sociable, gregarious, assertive, talkative, and expressive are examples of this
personality dimension.
A) Conscientiousness B) Agreeableness
C) Inquisitiveness D) Extroversion
Answer: D

40) A firm is seeking to hire 15 electricians. It intends to hire only experienced electricians and, as a
result, has no plans to train them. A test is developed that requires applicants to identify the
mistakes in a miswired circuit and to then correct them by rewiring the circuit properly. What would
be the most appropriate method to use in validating this test?
A) Construct validation B) Predictive criterion-related validation
C) Concurrent criterion-related validation D) Content validation
Answer: D

41) Which of the following validation strategies is most likely to be adversely affected by the
"restriction of range" problem that results from current employees tending to be homogeneous?
A) Concurrent criterion-related B) Predictive criterion-related
C) Content D) Face
Answer: A

42) A construction firm is in need of a construction superintendent, whose primary responsibilities

involve organizing, supervising, and inspecting the work of several subcontractors. It administers a
construction-error recognition test, where an applicant enters into a shed that has been specially
constructed to have 25 common and expensive errors and where he/she is asked to record as many
of these problems as can be detected. What type of validation would best be used for the test?
A) Content B) Concurrent criterion-related
C) Standard error of the measurement D) Predictive criterion-related
Answer: A

43) Which of the following forms of validation becomes relatively more attractive as the sample
available for validation becomes smaller?
A) Concurrent criterion-related B) Content validation
C) Face validation D) Predictive criterion-related
Answer: B

44) is performed by demonstrating that the items, questions, or problems posed by a test are a
representative sample of the kinds of situations or problems that occur on the job.
A) Flexible validation B) Content validation
C) Concurrent validation D) Predictive validation
Answer: B

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45) The general method of establishing the validity of a selection method by showing that there is an
empirical association between scores on the selection measure and scores for job performance is
called:
A) content validation.
B) reliability of the measurement and validation.
C) split-half estimate of validation.
D) criterion-related validation.
Answer: D

46) Concerns about the large role that subjective judgments play should be greatest when using:
A) test-retest estimates of reliability. B) concurrent criterion-related validation.
C) content validation. D) predictive criterion-related validation.
Answer: C

47) To comply with Human Rights Legislation and other laws that apply to activities involved in
conducting the selection process, employers should only use and _ selection
applicant testing methods.
A) current and accurate B) reliable and valid
C) understandable and current D) accurate and understandable
Answer: B

48) Yield ratios express the:

A) quality of new hires by comparing the cost of training the new recruits to the cost of hiring
them.
B) percentage of applicants who successfully move from one stage of the recruitment and
selection process to the next.
C) dollar costs per hire.
D) output yielded by a new hire in relation to the cost of recruiting the new hire.
Answer: B

49) All but one of the following would enhance recruiter effectiveness. Name the exception.
A) Ensure recruiters are knowledgeable about company policies and procedures and the
characteristics of the position.
B) Conduct dual-purpose recruitment and selection interviews.
C) Do recruiting in teams rather than individually.
D) Ensure recruiters provide applicants with timely feedback.
Answer: B

50) Employers must adhere to what law when collecting confidential personal and professional
information about applicants?
A) Freedom of Information and Protection of Privacy Act (FIPPA)
B) Canadian Charter of Rights and Freedoms
C) Personal Information Protection Electronic Documents Act 2005 (PIPEDA)
D) Employment Equity Act
Answer: C

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51) The degree to which the information provided by selection methods enhances the effectiveness of
selecting personnel in organizations refers to the selection method's:
A) reliability. B) generalizability. C) validity. D) utility.
Answer: D

52) Which of the following selection devices typically has the highest validity relative to the others?
A) Cognitive ability tests B) Personality inventories
C) Honesty tests D) Biographical information
Answer: D

53) Which of the following selection methods typically involves the least concern about the legality of
its use?
A) Interviews B) Personality inventories
C) Work-sample tests D) Honesty tests
Answer: C

54) The Commissionaires "Trusted Every Day Everywhere" campaign is an example of:
A) proactive advertising. B) reputation advertising.
C) image advertising. D) general advertising.
Answer: C

55) Which of the following statements about background checks is FALSE?

A) Many firms that provide background checks are unreliable themselves.
B) In the case of biographical data, because applicants who supply the information may be
motivated to misrepresent themselves, background checks can help.
C) Background checks offer no guarantee, because of the increased sophistication of those in the
dishonesty business.
D) Few employers use methods for getting background information on applicants before
interviews.
Answer: D

56) Most measurement in personnel selection deals with complex characteristics. Which one of the
following is not one of them?
A) Integrity B) Intelligence
C) Leadership ability D) Dedication
Answer: D

57) The process by which an organization attempts to identify applicants with the necessary knowledge,
skills, abilities and other characteristics that will help it achieve its goals is known as
.
A) ability testing B) interviews C) selection D) recruitment
Answer: C

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58) An approach that pays higher than current market wages is called a:
A) premium-wage approach. B) lead-the-market approach.
C) lead-indicator approach. D) first-mover approach.
Answer: B

59) Cost per hire is:

A) lower for executive recruits than for clerical recruits.
B) useful in establishing the efficiency of a recruiting source.
C) lower for private employment agencies than for public employment agencies.
D) a measure of applicant quality.
Answer: B

60) is an interview procedure where applicants are confronted with specific issues, questions, or
problems that are likely to arise on the job.
A) Past-based interview B) Reference interview
C) Expertise interview D) Situational interview
Answer: D

61) You want to establish the validity of a test designed for computer technicians using a predictive
criterion-related validation strategy. To do so, you must administer the test to:
A) only your current computer technicians who are performing at or above acceptable levels.
B) people doing similar jobs in other companies.
C) at least half your present computer technicians.
D) people applying for computer technician jobs in your company.
Answer: D

62) The lower validity associated with self-reports of personality can be traced to three factors. Which
of the following is not one of them?
A) People's personalities sometimes vary across different contexts.
B) People are much better at "faking" their responses to personality items.
C) People sometimes lack insight into what their own personalities are actually like.
D) People are much better at "faking" their responses to intelligence tests.
Answer: D

63) With few exceptions:

A) it is recommended that polygraph tests be routinely administered to managerial employees that
have access to an organization's financial records or accounts.
B) the use of polygraph tests are illegal in many places.
C) polygraph tests have been found to have high reliability, high validity, and high utility.
D) polygraph tests have been found to have high reliability, moderate validity, and moderate
utility.
Answer: B

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64) You are a brand new father and you will be taking 4 months of Paternity Leave. Before leaving, your
supervisor has asked you to assist in the hiring process for your temporary replacement. Throughout
this process, which one of the following is not required of you to consider to make sure you are
complying with the human rights legislation and other laws that apply to activities involved in
recruiting job applicants, conducting the selection process and making the job offer to the successful
candidate?
A) Ensuring internal candidates get preference.
B) Respecting the privacy of applicants.
C) Preventing discrimination against applicants.
D) Communicating hiring agreements clearly.
Answer: A

65) To specifically increase accessibility during recruitment, employers should:

A) increase their presence at university job fairs.
B) host several information sessions about the company.
C) provide clear information about essential job duties in job ads.
D) increase the word-of-mouth with employees.
Answer: C

66) What type of ability is concerned with the speed and accuracy with which one can solve arithmetic
problems of all kinds?
A) Qualitative ability B) Quantitative ability
C) Verbal comprehension D) Reasoning ability
Answer: B

67) refers to a person's capacity to invent solutions to many diverse problems.

A) Verbal comprehension B) Quantitative ability
C) Reasoning ability D) Qualitative ability
Answer: C

68) Which of the following types of interviews has the highest validity in terms of making effective
screening decisions?
A) Questionnaires B) Highly structured interviews
C) Focus groups D) Highly unstructured interviews
Answer: B

69) Which of the following recruiter characteristics is most well-researched and has a degree of pressure
to exaggerate the positive features of a vacancy?
A) Recruiter's Realism B) Recruiter's Traits
C) Recruiter Perception D) Recruiter's Functional Area
Answer: A

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70) O'Can Ada Inc., located in a small town 65 kilometers from Ottawa, is seeking to hire 10 production
workers. The company also wants very much to improve the diversity of its presently all-white,
male workforce. Which of the following combinations of recruitment sources would be the best for
the company to use?
A) Advertisement in a metropolitan Ottawa newspaper and Ontario's public employment service.
B) A job search firm and an advertisement in the local newspaper.
C) Referrals from current employees and an advertisement in the local newspaper.
D) Referrals from current employees and walk-in applicants.
Answer: A

71) Which of the following is not one of the five generic standards that should be met in any selection
process?
A) Reliability B) Validity C) Flexibility D) Utility
Answer: C

72) is defined as the degree to which the validity of a selection method established in one
context extends to other contexts.
A) Reliability B) Utility C) Generalizability D) Legality
Answer: C

73) You would be in the best position to decide whether or not to hire one applicant versus another
based on their respective scores on a cognitive ability test if:
A) reliability of the test was known.
B) it was shown that the validity of the test was "situationally specific."
C) a content validation design had been used.
D) a concurrent criterion-related design had been used.
Answer: D

74) is the ability to keep disruptive emotions in check.

A) Self-motivation B) Self-awareness C) Self-regulation D) Self-esteem
Answer: C

75) Emotional intelligence is traditionally conceived of having five aspects. Which of the following is
not one of them?
A) Self-motivation B) Self-esteem C) Self-regulation D) Self-awareness
Answer: B

76) is the ability to sense and read emotions in others.

A) Sympathy B) Social skills C) Empathy D) Self-regulation
Answer: C

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77) During an interview for a sales position, you are asked the following question: "Suppose one of your
clients refuses to speak to you after you lost one of his orders; what would you do to regain his
business?" What type of interview question is this?
A) Job knowledge B) Situational experience-based
C) Job-skill D) Situational future-oriented
Answer: D

78) tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs
in the simulated job.
A) Stress management B) Work-sample
C) Self-motivation D) Critical reasoning
Answer: B

79) The recruitment process is complete when:

A) the candidates have been interviewed by the hiring manager.
B) an adequate pool of qualified candidates have applied for the vacant position(s).
C) the hiring manager has received the names of a few people who would be good candidates from
the employees.
D) the successful candidate is hired.
Answer: B

80) Recruitment activities are designed to affect all of the following except:
A) the type of people who apply for vacancies.
B) the evaluation of employees once hired.
C) the number of people who apply for vacancies.
D) the likelihood that those applying for vacancies will accept positions if offered.
Answer: B

81) Which of the following tends to have the most positive influence on job choice decisions?
A) The recruitment sources B) The use of realistic job previews
C) Job vacancy characteristics D) The kind of recruiters used
Answer: C

82) The most effective source for recruiters is:

A) job fairs. B) local newspapers.
C) the Web. D) referrals.
Answer: C

83) Which of the following is an advantage of relying on internal recruitment sources?

A) They are likely to increase diversity.
B) They are generally cheaper and faster than other means.
C) They will increase innovation within an organization.
D) They minimize the impact of political considerations in the hiring decision.
Answer: B

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84) The goals of personnel recruitment include all but one of the following. Name the exception.
A) To control the type of people who apply for vacancies.
B) To finely discriminate among reasonably qualified applicants.
C) To inflate the number of applicants for statistical purposes.
D) To increase the number of people who apply for vacancies.
Answer: B

85) The sources from which companies recruit potential employees are:
A) a critical aspect of its overall recruitment strategy.
B) determined by demographic patterns.
C) dictated largely by legal constraints.
D) typically regulated by industry standards.
Answer: A

86) Executive search firms (ESFs):

A) typically require the person being placed to make the initial contact with the prospective
employer directly.
B) work almost exclusively with high-level, unemployed executives.
C) serve as an important confidentiality buffer between the employer and the recruit.
D) are not an effective means of recruitment.
Answer: C

87) The utility of cognitive ability tests are rated higher than work-sample tests, despite the latter's
higher criterion-related validity due to:
A) flexibility. B) cost-effectiveness.
C) durability. D) user friendliness.
Answer: B

88) An assessment center:

A) is relatively inexpensive.
B) is a selection method used for all types of positions.
C) is a place where job applicants undergo mental and physical analysis.
D) uses multiple selection methods to rate either applicants or job incumbents on their managerial
potential.
Answer: D

89) Major controversies surrounding drug tests include all but one of the following. Name the
exception.
A) Whether they are a violation of due process.
B) Whether they are invasive and violate a person's right to privacy.
C) Whether they represent unreasonable search and seizure.
D) Whether they are reliable and valid.
Answer: D

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 90) A typing test for an administrative assistant job is an example of a:
A) perceptual accuracy test. B) work-sample test.
C) spatial abilities test. D) mechanical test.
Answer: B

SHORT ANSWER. Write the word or phrase that best completes each statement or answers the question.

91) According to Patrick Sullivan, CEO of Workopolis in Toronto, what are the three steps an
organization needs to take to build an employment brand? What are the benefits of having a positive
and strong employment brand?
Answer: Answers may vary

(1) Define the target audience; (2) Develop a set of reasons why the organization is more attrac
that audience than other organizations, and: (3) incorporate those reasons into all recruitment e
the organization's career website.
Employer branding, or image advertising, is particularly important for companies in highly
competitive labour markets as the stronger and more positive the branding the more likely
qualified and successful individuals will apply.

92) Discuss the relative merit of internal versus external recruiting.

Answer: Answers may vary

Internal recruiting

Advantages:
Provides an opportunity for employee advancement within the company.
Generates a sample of applicants who are well known to the company.
Applicants are relatively knowledgeable about the company's vacancy, which minimizes the pr
inflated expectations.
It is generally cheaper and faster to fill vacancies internally.
External recruiting

Advantages:
For entry-level positions and some specialized upper-level positions, there may not be any inter
recruits available.
Bringing in outsiders may expose the organization to new ideas.
It is a good way to strengthen one's own company and weaken one's competitors at the same ti

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93) In the next six months, your company needs to hire 35 external new hires for production assembly
and machine shop positions. In the past, your company has had difficulty in meeting its affirmative
action goals in terms of percentage of minorities among new hires. For each of the following
recruitment sources, state whether you would use the source in your recruitment program and
explain why or why not: (1) referrals from current employees, (2) public employment agencies, and
(3) executive search firms.
Answer: Answers may vary

Referrals from employees-A decision to use a referral can be supported by advantages of referr
(lower turnover, etc.) provided that:

The student recognizes that referrals tend to be relatively homogenous, and that if the company
underutilizing minority workers, using referrals from current employees may only exacerbate t
problem.
The student also uses the public employment agency to address underutilization concerns.
A decision not to use referrals can be supported by concerns regarding homogeneity of referral
(mentioned above).
Public employment agencies-A decision to use public employment agencies can be supported b
specialized "desks" for minorities make them an excellent source for employers who feel that t
underutilizing minority groups. A decision not to use them can be supported by concern some e
have regarding the motivation and quality of workers referred by public employment agencies.
Executive search firms-A decision not to use such firms is supported by the fact that they may
have a viable business model, given the recent changes in the economy and in technology.

94) Compare and contrast the following recruiting sources-executive search firms, employee referrals,
newspaper advertising, and colleges/universities-in terms of efficiency (cost per hire) and quality
(yield ratio).
Answer: Answers may vary

Employee referrals and executive search firms generally have higher yields than the other sourc
latter (search firms) cost more per hire largely due to the higher-quality applicants at executive
Employee referrals combine for low-cost/high-quality hires, but have a disadvantage of offerin
diverse pool.

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95) Examine the recruiter's functional areas, traits and realism. In these three areas what is more
effective and what to applicants' prefer when dealing with recruiters? How do many applicants view
or approach recruiters?
Answer: Answers may vary

Recruiter's Functional Area: Some studies indicate that applicants find a job less attractive and
recruiter less credible when s/he is an HRM specialist.

Recruiter's Traits: Two traits stand out when applicants' reaction to recruiters are examined, "w
and "informativeness."
Recruiter's Realism: Since the recruiter's job is to attract candidates, there is some pressure to
exaggerate the positive features of the vacancy while downplaying the negative features.
Applicants are highly sensitive to negative information. On the other hand, if the recruiter
goes too far in a positive direction, the candidate can be misled and lured into taking the job
under false pretences. This can lead to a serious case of unmet expectations and a high turnove
One way employers have tried to get around this is to provide realistic job previews.
Moreover, many applicants approach the recruiter with some degree of scepticism. Knowing th
the recruiter's job to sell them on a vacancy, some applicants may discount what the recruiter sa
relative to what they have heard from other sources (like friends, magazine articles, and
professors).

96) Define what is meant by reliability and validity in the employment selection context, and discuss the
relationship of reliability to validity.
Answer: Answers may vary

Reliability is the degree to which a measure (i.e., a selection device) is free from random error.

Validity is the extent to which performance on a measure is associated with performance on the
The relationship is that a measure that must be reliable should be valid; but a reliable measure i
necessarily a valid one.

15
97) Define utility and then identify and discuss at least three factors likely to affect the utility of any test.
Answer: Answers may vary

Utility is the degree to which the information provided by a selection method enhances the
effectiveness of selecting personnel in real organizations. Factors likely to affect the utility of a
include:

Reliability
Validity
Generalizability
The number of people selected or tested
The cost of the testing
The degree of difficulty of performing well on the job
The value of the product or service produced

98) Traditional job interviews have demonstrated low validity in terms of predicting job performance.
Describe how job interviews should be conducted in order to maximize their validity.
Answer: Answers may vary

The validity of job interviews can be maximized by:

Keeping the interview structures standardized and focused on accomplishing a small number o
Asking questions that force the applicant to display required knowledge or ability (e.g., situatio
interview questions)
Using multiple interviewers who are trained

99) Explain what an assessment center is, comment on its reliability and validity (generally), and
identify a class of jobs for which assessment centers are a particularly useful selection method.
Answer: Answers may vary

An assessment center is a selection program that employs multiple selection methods (e.g.,
work-sample test, in-basket exercise) to rate either applicants or job incumbents on their manag
potential.

High reliability
High validity
Particularly useful for managers

16
100) There are at least four issues employers must pay attention to if they want to be sure they are
complying with human rights legislation and other laws that apply to activities involved in recruiting
job applicants, conducting the selection process, and making job offers to successful candidates.
What are these four issues?
Answer: Answers may vary

(1) preventing discrimination against applicants, (2) respecting the privacy of applicants, (3) in
accessibility to the position for all potential applicants and accommodating individuals with dis
and (4) communicating hiring agreements clearly. Such considerations apply from the moment
vacancy becomes known and the firm decides how to advertise the job opening, right through
to the moment when a job offer is extended to the individual chosen for hire.

17
Answer Key
Testname: UNTITLED5

1) FALSE
2) TRUE
3) FALSE
4) FALSE
5) TRUE
6) TRUE
7) FALSE
8) TRUE
9) TRUE
10) TRUE
11) TRUE
12) TRUE
13) FALSE
14) TRUE
15) FALSE
16) FALSE
17) TRUE
18) FALSE
19) FALSE
20) TRUE
21) FALSE
22) TRUE
23) FALSE
24) FALSE
25) TRUE
26) C
27) D
28) A
29) D
30) A
31) A
32) C
33) B
34) B
35) C
36) B
37) A
38) A
39) D
40) D
41) A
42) A
43) B
44) B
45) D
46) C
47) B
48) B
49) B
50) C
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Answer Key
Testname: UNTITLED5

51) D
52) D
53) C
54) C
55) D
56) D
57) C
58) B
59) B
60) D
61) D
62) D
63) B
64) A
65) C
66) B
67) C
68) B
69) A
70) A
71) C
72) C
73) D
74) C
75) B
76) C
77) D
78) B
79) B
80) B
81) C
82) C
83) B
84) B
85) A
86) C
87) B
88) D
89) D
90) B
91) Answers may vary

(1) Define the target audience; (2) Develop a set of reasons why the organization is more attractive to that a
than other organizations, and: (3) incorporate those reasons into all recruitment efforts and the organization
website.
Employer branding, or image advertising, is particularly important for companies in highly competitive lab
markets as the stronger and more positive the branding the more likely qualified and successful individuals
will apply.
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92) Answers may vary

Internal recruiting

Advantages:
Provides an opportunity for employee advancement within the company.
Generates a sample of applicants who are well known to the company.
Applicants are relatively knowledgeable about the company's vacancy, which minimizes the problem of inf
expectations.
It is generally cheaper and faster to fill vacancies internally.
External recruiting

Advantages:
For entry-level positions and some specialized upper-level positions, there may not be any internal recruits
Bringing in outsiders may expose the organization to new ideas.
It is a good way to strengthen one's own company and weaken one's competitors at the same time.
93) Answers may vary

Referrals from employees-A decision to use a referral can be supported by advantages of referrals (lower tu
etc.) provided that:

The student recognizes that referrals tend to be relatively homogenous, and that if the company is underutil
minority workers, using referrals from current employees may only exacerbate the problem.
The student also uses the public employment agency to address underutilization concerns.
A decision not to use referrals can be supported by concerns regarding homogeneity of referrals (mentioned
Public employment agencies-A decision to use public employment agencies can be supported because spec
"desks" for minorities make them an excellent source for employers who feel that they are underutilizing m
groups. A decision not to use them can be supported by concern some employers have regarding the motiva
quality of workers referred by public employment agencies.
Executive search firms-A decision not to use such firms is supported by the fact that they may not have a vi
business model, given the recent changes in the economy and in technology.
94) Answers may vary

Employee referrals and executive search firms generally have higher yields than the other sources. The latte
(search firms) cost more per hire largely due to the higher-quality applicants at executive levels. Employee
combine for low-cost/high-quality hires, but have a disadvantage of offering a less diverse pool.

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95) Answers may vary

Recruiter's Functional Area: Some studies indicate that applicants find a job less attractive and the recruiter
credible when s/he is an HRM specialist.

Recruiter's Traits: Two traits stand out when applicants' reaction to recruiters are examined, "warmth" and
"informativeness."
Recruiter's Realism: Since the recruiter's job is to attract candidates, there is some pressure to exaggerate th
positive features of the vacancy while downplaying the negative features. Applicants are highly sensitive
to negative information. On the other hand, if the recruiter goes too far in a positive direction, the candidate
can be misled and lured into taking the job under false pretences. This can lead to a serious case unmet
expectations and a high turnover rate. One way employers have tried to get around this is to provide job
previews.
Moreover, many applicants approach the recruiter with some degree of scepticism. Knowing that it is the re
job to sell them on a vacancy, some applicants may discount what the recruiter says relative to what they ha
heard from other sources (like friends, magazine articles, and professors).
96) Answers may vary

Reliability is the degree to which a measure (i.e., a selection device) is free from random error.

Validity is the extent to which performance on a measure is associated with performance on the job.
The relationship is that a measure that must be reliable should be valid; but a reliable measure is not necess
valid one.
97) Answers may vary

Utility is the degree to which the information provided by a selection method enhances the effectiveness of
personnel in real organizations. Factors likely to affect the utility of a test include:

Reliability
Validity
Generalizability
The number of people selected or tested
The cost of the testing
The degree of difficulty of performing well on the job
The value of the product or service produced

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98) Answers may vary

The validity of job interviews can be maximized by:

Keeping the interview structures standardized and focused on accomplishing a small number of goals
Asking questions that force the applicant to display required knowledge or ability (e.g., situational intervie
questions)
Using multiple interviewers who are trained
99) Answers may vary

An assessment center is a selection program that employs multiple selection methods (e.g., work-sample te
in-basket exercise) to rate either applicants or job incumbents on their managerial potential.

High reliability
High validity
Particularly useful for managers
100) Answers may vary

(1) preventing discrimination against applicants, (2) respecting the privacy of applicants, (3) increasing acc
to the position for all potential applicants and accommodating individuals with disabilities, and (4) commu
hiring agreements clearly. Such considerations apply from the moment a job vacancy becomes known and t
decides how to advertise the job opening, right through to the moment when a job offer is extended to the
individual chosen for hire.

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