For most companies, the first step in the selection process is
verification of the applicant's qualifications through reference and background checks.
determining the best recruitment source.
screening the applications received to determine which candidates meet the basic requirements for the job.
preparation of a job description.
interviewing candidates.
At which stage in the selection process are supervisors and team members most involved?
recruitment
testing
employment interviews
reference and background checks
screening applications and resumes
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 or she is asked to record as many of these problems as can be detected. What type of validation is being used?
concurrent criterion-related
predictive criterion-related
content
standard error of the measurement
construct
Which one of the following is a permissible question for applications and interviews?
How old are you?
Are you pregnant?
Can you meet the attendance requirements of the job?
Are you legally able to work in Canada?
Can you meet the attendance requirements of the job and are you legally able to work in Canada?
Employers use employment applications for all but one of the following reasons. Name the exception.
They are not subject to validation requirements.
They are a low-cost way to gather basic data from many applicants.
Ensures that the organization has certain standard categories of information such as mailing address and employment history.
They allow the employer to keep up-to-date records of job applicants.
Actually, all of the choices are reasons that employers use employment applications.
Organizations typically use resumes
as substitutes for interviews.
as a basis for deciding which candidates to investigate further.
as a means of verifying applicants' ability to perform jobs.
to get around legal restrictions, since the information provided is voluntary in nature.
as a substitute for interviews.
Generally, the organization checks references
only if it believes the information provided by the applicant is "suspect."
immediately after the applicant submits a resume.
for all applicants.
after it has determined that the applicant is a finalist for the job.
to avoid claims of defamation.
A(n) background check resume interview assessment centre compensatory model( background check, resume, interview, assessment centre, compensatory model ) is a way of verifying whether applicants have represented themselves accurately.
Intelligence test is another name for
emotional ability test.
general ability test.
endurance test.
emotional focus test.
cognitive ability test.
A typing test for an administrative assistant job is an example of a
job performance test.
spatial abilities test.
perceptual accuracy test.
mechanics test.
personality test.
The Canadian Human Rights Commission discourages the use of
pre-employment drug tests.
random drug tests.
random alcohol tests for employees in jobs not considered "safety-sensitive".
All of the answers are correct.
random drug tests and random alcohol tests for employees in jobs not considered "safety-sensitive."
Medical exams must be
related to job performance.
given to all job applicants.
given only after the candidate has received a conditional job offer.
used to avoid charges of discrimination.
related to job performance and given only after the candidate has received a conditional job offer.
Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience?
behavioural description
nondirective
situational
structured
panel
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 format is being used?
The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job. This approach is called the
compensatory model.
multiple-hurdle model.
professional model.
behavioural planning model.
legally required model.
