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- Download: http://solutionzip.com/downloads/25-mcq-the-following-are-all-necessary-in-order-to-have-a-successful-recruitment-process-except/
- 1) The following are all necessary in order to have a successful recruitment process EXCEPT:
- a. having a full understanding of the job duties and qualifications.
- b. identifying the best sources for recruitment.
- c. having a recruiter, either internal or external, assist with the process.
- d. designing a clear and accurate recruitment advertisement.
- e. determining what outcome you are looking for.
- 2) Using a job posting system as a recruitment method:
- a. allows organizations to provide internal career growth.
- b. slows down the recruitment process because jobs are only posted on the intranet.
- c. allows employees to apply for any internal job whether it is vacant or filled.
- d. must be set up as a strict, formal process in order to be effective.
- e. provides employers with access to the largest applicant pool.
- 3) All of the following are accurate regarding placing recruitment advertisements in newspapers
- EXCEPT:
- a. it is the most cost effective approach to external recruitment.
- b. this method is not generally used when trying to recruit for a highly specialized position.
- c. the cost per line of an ad may limit your ability to completely describe the job and the organization.
- d. most employers place their ads in Sunday editions of large newspapers to reach a large
- pool of applicants.
- e. the Internet has had a huge impact on how much employers use newspaper advertising for
- recruitment purposes.
- 4) Using search firms to do your recruiting will produce the best results when the firm:
- a. specializes in recruiting for positions within a specific industry.
- b. provides HR consulting services as well.
- c. writes your employment ads and places them in local newspapers.
- d. requires a contingency agreement.
- e. uses employee inventories to fill positions.
- 5) A recruiting agency which charges their clients based on the time they spend recruiting rather
- than charging based on each person they hire is known as a(an):
- a. private employment agency.
- b. public employment agency.
- c. on-demand recruiting services.
- d. retained recruiting agency.
- e. contingency recruiting agency.
- 6) All of the following are accurate about rehiring employees as a method of recruitment EXCEPT:
- a. they are familiar with the company culture and would fit in right away.
- b. not all rehires may be eligible to return to the organization due to being involuntarily
- terminated.
- c. they know the job and would require limited training.
- d. the administrative process to rehire them may be easier than hiring a brand new employee.
- e. they would need to go through a more extensive recruitment process than other applicants.
- 7) Some pros and cons of using external recruiting sources include all of the following EXCEPT:
- a. productivity is improved and there is less training involved when bringing in external
- candidates.
- b. bringing in “outsiders” may help the organization see things differently.
- c. specific competencies which are currently missing can be targeted when looking for
- applicants outside the company.
- d. it is generally more costly than internal recruiting.
- e. bringing in “outsiders” may upset current employees who are turned down for promotions
- or transfers.
- 8) When considering an organization’s strategy in the recruitment process, all of the following are accurate statements EXCEPT:
- a. if the organization differentiates itself based on product quality they would want the
- recruitment message to convey the importance of the applicant to have attention to detail
- and process improvement skills.
- b. if the organization is part of a rapidly changing industry the recruitment message needs to
- explain that the applicant needs to be flexible and open to new ideas.
- c. if pursuing a cost leadership position a recruitment method that may be emphasized is
- employee referrals.
- d. the recruitment message should reflect the appropriate strategy in order to attract those
- who will help it retain its competitive advantage.
- e. if the organization is a discount retailer the recruitment message may focus more on what the employer has to offer versus what skills the employee has.
- 9) PQR Logistics spent $124,000 last year on recruiting two Warehouse Supervisors whose
- salaries totaled $102,000. This information will give PQR which of the following recruitment
- metrics?
- a. Hiring manager satisfaction
- b. Yield ratio
- c. Cost-per-hire
- d. Staffing efficiency ratio
- e. Time-to-fill
- 10) PQR Logistics asked for information from their management staff about how timely the recruiters were at responding to their recruitment needs, whether they felt that quality applicants
- were being interviewed and hired, and how the overall recruitment process was working. PQR
- is using which recruitment metric?
- a. Cost-per-hire
- b. Time-to-fill
- c. Hiring manager satisfaction
- d. Time-to-start
- e. Turnover
- 11) Family Crisis Center had 100 applicants for its Executive Director position. Of the 100, 50
- were identified as meeting the qualifications. Of those, 20 were received from the website ad,
- 18 were received from the newspaper ad and 12 came from employee referrals. Which
- recruitment source had the best yield ratio?
- a. Website ad
- b. Employee referrals
- c. Newspaper ad
- d. Both A and B
- e. None of the above because they did not reach a 75% yield ratio.
- 12) The selection process should involve all of the following EXCEPT:
- a. identify which tests may be useful in selecting the best candidate for the job.
- b. gather the information needed to make a good hiring decision.
- c. create the list of the interview questions that need to be asked.
- d. determine who will make the hiring decision.
- e. decide which competencies are required to perform the job.
- 13) Bias can come in the form of all of the following EXCEPT:
- a. the halo/horn effect.
- b. KSAs validity.
- c. impression management.
- d. the contrast effect.
- e. personal characteristics influence.
- 14) John is preparing for his upcoming interview by purchasing a new suit and getting a haircut.
- Although he is typically a casual dresser and not so concerned with the way he looks, the day
- of the interview he will be groomed and look professional. John is most likely practicing:
- a. the halo effect.
- b. reliability.
- c. the contrast effect.
- d. impression management.
- e. interviewer bias.
- 15) All of the following are correct in regard to structured interviewing EXCEPT:
- a. it takes only a few minutes to determine if an applicant will be a good fit.
- b. the process is more legally defensible should a claim of discrimination be filed.
- c. better job-related questions can be asked to determine if the individual will be successful.
- d. the same type of information is gather about all applicants making it easier to do
- comparisons.
- e. behavioral interviews are often more helpful in telling how the applicant has actually
- handled situations in the past.
- 16) All of the following statements are accurate in regard to personality tests EXCEPT:
- a. they identify counter productive behaviors by asking questions in an indirect way.
- b. they should be used in conjunction with other selection tools to ensure good hiring
- decisions.
- c. they are also referred to as honesty tests.
- d. they are effective at evaluating the integrity of current employees.
- e. “Have you ever felt controlled by someone else?” would be an example of a question on a
- personality test.
- 17) If using an in-basket exercise as a selection tool, all of the following may be included EXCEPT:
- a. typing a memo to the board of directors.
- b. prioritizing phone messages.
- c. performing data entry of new vendor information.
- d. making corrections to a client letter.
- e. demonstrating facilitation skills by leading a group discussion.
- 18) In recruiting new CPAs, IOU Accounting Firm does first interviews, provides a competency
- exam then brings the candidate back for a final interview. If the candidate does poorly on the
- initial interview but scores high on the exam and does well in the final interview they may still
- be a strong candidate for the position, based on the consideration given to each selection
- method. This would be considered the:
- a. core competency approach.
- b. multiple-compensatory approach.
- c. multiple-hurdle approach.
- d. multiple-cutoff approach.
- e. compensatory approach.
- 19) Having a culinary expert create a selection tool to test the knowledge of each applicant for the head chef position will create ________ validity. However, providing a tool which shows an
- empirical relationship between the scores on the selection tool and customer satisfaction
- scores will also demonstrate ________ validity.
- a. content; concurrent criterion-related
- b. concurrent criterion-related; construct
- c. construct; predictive criterion-related
- d. content; predictive criterion-related
- e. construct; concurrent criterion-related
- 20) Keeping employees updated in regard to the knowledge, skills and abilities needed to perform their jobs is known as:
- a. task analysis.
- b. training.
- c. competency evaluation.
- d. onboarding.
- e. development.
- 21) To prepare employees to possibly be promoted in the future, it is important for managers to
- _________________ their staff so they are prepared to take on additional responsibilities.
- a. train
- b. develop
- c. analyze
- d. evaluate
- e. orient
- 22) During a training program on the new budget process, the accounting department provided
- several spreadsheets of information to show examples of how the data would be organized with
- the new process. Several of the managers commented on their training evaluation form that
- they would have preferred to see some of the information in charts and graphs to better
- understand what the numbers meant. The accounting department did not consider that some
- of their trainees were ________________ learners.
- a. auditory
- b. tactile
- c. visual
- d. kinesthetic
- e. agile
- 23) All of the following statements are true in regard to self-efficacy EXCEPT:
- a. those with high self-efficacy have high self confidence.
- b. those with high self-efficacy may be over confident and not invest the appropriate time in
- the training.
- c. those with low self-efficacy may work harder to make up for their lack of confidence.
- d. those with high self-efficacy are more likely to apply training back on the job.
- e. those with high self-efficacy generally take longer to complete the training materials.
- 24) In order to change behavior, ethics training:
- a. must focus on regulations related to ethical behavior.
- b. should focus on developing an employee’s knowledge regarding ethics theories.
- c. should include an evaluation where the trainee can provide feedback about how their
- behavior has changed.
- d. must explain the expectations that the organization has regarding what the appropriate
- ethical behavior should be.
- e. must be designed to include role plays which demonstrate good ethical behavior.
- 25) All of the following would be examples of training that may need to be completed due to
- regulatory or compliance issues EXCEPT:
- a. a deli must provide appropriate training to anyone who works a meat slicer due to safety
- concerns.
- b. a dental practice must train all of its receptionists how to respond to phone calls in a busy
- lobby area while protecting the caller’s privacy.
- c. a legal secretary must be oriented to confidentiality policies and regulations as it relates to
- handling legal documents.
- d. a new employee must be trained in how to select the appropriate settings on a piece of
- equipment so that it runs at its optimal performance level to achieve productivity quotas.
- e. an HR Manager must be trained in the latest changes to the FMLA regulation so as to carry
- out the leave request and tracking process appropriately.
- Download: http://solutionzip.com/downloads/25-mcq-the-following-are-all-necessary-in-order-to-have-a-successful-recruitment-process-except/
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