Ch07 TB Catano 6e CJ Final PDF

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Lecture notes for Recruitment and Selection, taught by Nicole Vinic in 2018....

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Chapter 7 Selection I

Chapter 7 Selection I: Applicant Screening MULTIPLE CHOICE 1. What concept refers to the proportion of applicants who are hired for one or more positions? a. selection ratio b. screening c. efficiency d. applicant pool ANS: A BLM: Remember

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2. 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 ANS: C BLM: Remember

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3. Which term refers to the amount of knowledge, skills, abilities, and experience required for mini-

mally acceptable job performance? a. b. c. d.

minimum qualifications minimum screening criteria minimum selection qualifications minimum criteria

ANS: A BLM: Remember

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4. What are screening procedures designed to do? a. reduce the number of job applicants b. organize job applications c. discourage applicants d. select job applications ANS: A BLM: Remember

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5. Which of the following designated target groups is NOT protected by the federal government’s Employment Equity Act? a. Aboriginal people b. visible minorities c. people with disabilities d. transgendered individuals ANS: D 7-1

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Chapter 7 Selection I

BLM: Remember 6. Which of the following is NOT a commonly used screening method? a. résumés b. testing c. application forms d. reference checks ANS: B BLM: Remember

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7. Which concept refers to individuals who are predicted to perform successfully in a given position but who do not perform at satisfactory levels when placed on the job? a. person–job fit b. perceptual difference c. false positive d. internal validity ANS: C BLM: Remember

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8. If you had 500 applicants for 10 positions, what is the selection ratio? a. 50 percent b. 5 percent c. 2 percent d. 1 percent ANS: C BLM: Remember

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9. Which method determines if an applicant is most qualified for the job? a. employment testing and employment interview b. résumé and screening interview c. reference checks and employment testing d. weighted application blank and employment testing ANS: A BLM: Remember

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10. Which term is defined as the relationship between the actual number of people hired and the number who applied for a position, expressed in terms of a proportion? a. applicant pool b. criterion measure c. screening tool d. selection ratio ANS: D BLM: Remember

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Chapter 7 Selection I

11. Which method is used to determine whether an applicant meets the minimum requirements for the job? a. employment testing b. employment interview c. application form d. job advertisement ANS: C BLM: Remember

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12. Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering. What is this error called? a. a false positive b. a false negative c. a positive error d. a negative error ANS: B PTS: 1 BLM: Higher Order

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13. What screening method would you use to screen for a lifeguard’s CPR certification? a. an application form b. an employment interview c. a written CPR test d. a reference check ANS: A PTS: 1 BLM: Higher Order

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14. A company screening job applicants wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of applicants called? a. the applicant pool b. the standard deviation c. the selection ratio d. the screening proportion ANS: C PTS: 1 BLM: Higher Order

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15. When collecting information on an application, what information must a potential employer demonstrate to be valid? a. bona fide occupational requirements b. employment equity data c. marital status d. designated minority group ANS: A BLM: Remember

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Chapter 7 Selection I

16. What does a biographical information blank include? a. educational experiences, hobbies, life experiences b. education, work experience, and training c. personal background, life experience, and sexual orientation d. knowledge, skills, abilities, and other attributes ANS: A BLM: Remember

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17. Which of the following does NOT enhance the predictive value of reference checks? a. An applicant’s previous immediate supervisor completes the reference. b. The referee has had adequate time to observe the applicant. c. The applicant is the same gender and ethnicity as the supervisor on the previous job. d. The old and new jobs require similar knowledge, skills, abilities, and other attributes. ANS: C BLM: Remember

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18. Which condition is required to establish predictive validity for a WAB? a. large applicant pool for a specific job b. benchmark jobs in similar organizations c. previously established BIB categories d. valid and reliable job evaluation processes ANS: B BLM: Remember

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Scenario 7-1 Medical Office Assistant Okanagan Medical Clinic (OMC), Kelowna, B.C. We are looking for a Medical Office Assistant (MOA) to join our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients are greeted professionally, while showing respect and patience; and uses health-care software and MS office computer applications to schedule appointments and prepare reports, insurance forms, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, time management, and independent judgment in the performance of assigned tasks. The successful candidate must possess strong written and oral communication skills and an advanced knowledge of computer programs, including Microsoft Word, Excel, Outlook, Internet Explorer, Access, and PowerPoint. The applicant must be able to work and communicate effectively in a small business team environment and build effective interpersonal working relationships with professional employees and clients. The standard office hours include some evening and weekend work. MOAs are routinely required to lift medical equipment and/or supplies weighing up to 10 kilograms and are regularly exposed to contagious diseases. Required qualifications include completion of Grade 12 plus graduation from either an MOA or office administration certificate program. Bookkeeping and medical industry experience would be considered a highly weighted asset. 7-4

Copyright © 2016 Nelson Education Ltd.

Chapter 7 Selection I

This is a full-time position effective immediately. The salary is competitive and will depend on education and experience, Please apply in confidence by email to [email protected]. 19. Refer to Scenario 7-1. The doctors at OMC have often used a rough and quick hiring interview process in selecting MOAs. They are not clear on the distinction between a screening interview and a selection interview. Which of the following best defines screening? a. identifying individuals from the applicant pool who have minimum qualifications for the targeted position b. ensuring that the four designated groups are screened for employment equity criteria c. determining if the knowledge, skills, and abilities meet the minimum qualifications for the position d. selecting the most qualified applicants for the targeted position ANS: A PTS: 1 BLM: Higher Order

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20. Refer to Scenario 7-1. Why would OMC want to implement a well-developed applicant screening process? a. to be efficient in applicant processing and have cost and time savings b. to ensure both reliability and validity c. to reduce negative applicant reactions d. to intensively assess and rank applicants ANS: A PTS: 1 BLM: Higher Order

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21. Refer to Scenario 7-1. What are the screening procedures at OMC designed to do? a. reduce the number of job applicants b. organize job applications c. increase the applicant pool d. select job applications ANS: A PTS: 1 BLM: Higher Order

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22. Refer to Scenario 7-1. What is an example of the knowledge, skill, abilities, and other attributes outlined in the MOA job advertisement? a. ability to greet patients professionally b. skill in use of health-care software c. ability to schedule appointments and prepare reports d. skill in written and oral communication ANS: D PTS: 1 BLM: Higher Order

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23. Refer to Scenario 7-1. What is the minimum MOA qualification OMC should screen for? a. Grade 12 b. bookkeeping experience c. health-care software skills d. physical health ANS: A 7-5

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Chapter 7 Selection I

BLM: Higher Order 24. Refer to Scenario 7-1. How would OMC screen for the minimum educational qualifications of an MOA? a. school transcripts or certificates b. aptitude test c. reference check d. employment interview ANS: A PTS: 1 BLM: Higher Order

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25. Which screening method could OMC use to screen for written communication skills? a. a short writing test b. an employment interview c. a written aptitude test d. a cover letter ANS: D PTS: 1 BLM: Higher Order

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26. Refer to Scenario 7-1. Which of the following would be important information to require on the MOA application form? a. social insurance number b. physical health c. medical information d. educational background ANS: D PTS: 1 BLM: Higher Order

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27. Refer to Scenario 7-1. Which screening methods could OMC consider? a. application forms, résumés, and employment interview b. application forms, employment testing, and employment interview c. application forms, résumés, cover letters, and reference checks d. application forms, résumés, and employment testing ANS: C PTS: 1 BLM: Higher Order

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28. Refer to Scenario 7-1. OMC wants the relationship between the actual number of MOAs hired and the number of MOAs who applied for the position to yield 0.05. What is this proportion of applicants called? a. the applicant ratio b. the standard deviation c. the selection ratio d. the selection pool ANS: C PTS: 1 BLM: Higher Order

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Chapter 7 Selection I

29. 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 ANS: B PTS: 1 BLM: Higher Order

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30. Why would OMC be concerned about false negative errors? a. OMC would not be concerned because the high-performing applicants were not screened out. b. OMC would be concerned about potential litigation and loss of employees’ competitive skills. c. OMC would not be concerned because the low-performing applicants were screened out. d. OMC would be concerned about cost of training replacement candidates. ANS: B PTS: 1 BLM: Higher Order

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31. Refer to Scenario 7-1. Which electronic standardized screening method could OMC use for MOAs? a. an online application form b. an online résumé c. online testing d. an online reference check ANS: A PTS: 1 BLM: Higher Order

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32. Refer to Scenario 7-1. What would be OMC’s purpose for conducting a screening interview for MOAs? a. to clarify job responsibilities b. to clarify the minimum MOA requirements c. to focus on preferred MOA requirements d. to evaluate personal characteristics ANS: B PTS: 1 BLM: Higher Order

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33. Refer to Scenario 7-1. The MOA reference check questions are designed to obtain standardized information on all the MOA applicants. Which of the following is NOT an example of this type of question? a. How long, and in what capacity, have you known the applicant? b. Can you provide me with an example of how the applicant exercised organization and time management? c. Can you provide me with an example of when the applicant used intuition? What actions did he or she take? What was the result? d. Can you tell me about the applicant’s strengths and weaknesses? ANS: D 7-7

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Chapter 7 Selection I

BLM: Higher Order 34. Refer to Scenario 7-1. What should OMC NOT do during a reference check? a. obtain a waiver granting the employer to contact references b. check three creditable work references and ask about past job performance c. ask concise and closed-ended questions d. verify all credentials, degrees, certifications, and licenses ANS: C PTS: 1 BLM: Higher Order

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35. Why should employers be cautious regarding the use of biodata? a. Collection of biodata information is not job related. b. Providing any false, misleading, or incomplete information is grounds for discharge. c. Biodata methods are illegal under US legislation. d. Results may be inaccurate because of gender and race differences. ANS: D PTS: 1 BLM: Higher Order

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36. Which of the following terms is defined as the correlation between assessment scores and job performance measures? a. correlation coefficient b. predictive validity c. validity coefficient d. validation strategy ANS: C BLM: Remember

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37. In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following? a. two pages only b. no GPA c. a career or job objective d. specific examples of accomplishments ANS: D PTS: 1 BLM: Higher Order

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38. According to the textbook, which of the following section headings is NOT used in writing an effective business résumé? a. Career Related Skills b. Job Goals and Objectives c. Extracurricular Activities d. Work Experience ANS: B PTS: 1 BLM: Higher Order

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39. What does the STAR method represent? a. selection, try-out, attributes, response 7-8

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Chapter 7 Selection I

b. situation, time, action, result c. screening, task, abilities, reliability d. self-report, trait, aptitude, recruitment ANS: B BLM: Remember

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40. Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm? a. a hiring liability b. unauthorized hiring c. negligent hiring d. pre-hire favouritism ANS: C PTS: 1 BLM: Higher Order

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41. Which of the following describes the result of a research study that examined the relationship between recruiters’ evaluations of candidates based on Facebook profiles and candidates’ subsequent performance on the job? a. Highly rated candidates became high-performing employees. b. Low-rated candidates were not offered jobs. c. No relationship was found between recruiter ratings and candidate job performance. d. Male applicants were favoured over female candidates. ANS: C BLM: Remember

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TRUE/FALSE 1. Screening begins before the Human Resources Department receives the application. ANS: F

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2. Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position. ANS: T

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3. Recruitment involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position. ANS: F

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4. Screening refers to the early stages of a sequential selection process in which applicants that meet the selection criteria are selected for further consideration and more assessment. ANS: T

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5. Selection identifies whether candidates who applied for a position meet minimum requirements. 7-9

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Chapter 7 Selection I

ANS: F

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6. Screening seeks to find a sufficient number of qualified applicants. ANS: F

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7. Individuals who are predicted to perform successfully for a given position, but who do not perform as satisfactorily when placed on the job, are referred to as false negatives. ANS: F

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8. Screening must be done with great care as this process is often prone to errors. There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job. ANS: F

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9. A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information. ANS: F

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10. Weighted application blanks are developed in relation to criterion measures of performance established for current and previous employees. ANS: T

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11. The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description. ANS: T

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