HRM - Chapter 5 Practice Quiz

1. 1For most companies, the first step in the selection process is
   

   1. Averification of the applicant's qualifications through reference and background checks.
   2. Bdetermining the best recruitment source.
   3. Cscreening the applications received to determine which candidates meet the basic requirements for the job.
   4. Dpreparation of a job description.
   5. Einterviewing candidates.
2. 2At which stage in the selection process are supervisors and team members most involved?
   

   1. Arecruitment
   2. Btesting
   3. Cemployment interviews
   4. Dreference and background checks
   5. Escreening applications and resumes
3. 3A 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?
   

   1. Aconcurrent criterion-related
   2. Bpredictive criterion-related
   3. Ccontent
   4. Dstandard error of the measurement
   5. Econstruct
4. 4Which one of the following is a permissible question for applications and interviews?
   

   1. AHow old are you?
   2. BAre you pregnant?
   3. CCan you meet the attendance requirements of the job?
   4. DAre you legally able to work in Canada?
   5. ECan you meet the attendance requirements of the job and are you legally able to work in Canada?
5. 5Employers use employment applications for all but one of the following reasons. Name the exception.
   

   1. AThey are not subject to validation requirements.
   2. BThey are a low-cost way to gather basic data from many applicants.
   3. CEnsures that the organization has certain standard categories of information such as mailing address and employment history.
   4. DThey allow the employer to keep up-to-date records of job applicants.
   5. EActually, all of the choices are reasons that employers use employment applications.
6. 6Organizations typically use resumes
   

   1. Aas substitutes for interviews.
   2. Bas a basis for deciding which candidates to investigate further.
   3. Cas a means of verifying applicants' ability to perform jobs.
   4. Dto get around legal restrictions, since the information provided is voluntary in nature.
   5. Eas a substitute for interviews.
7. 7Generally, the organization checks references
   

   1. Aonly if it believes the information provided by the applicant is "suspect."
   2. Bimmediately after the applicant submits a resume.
   3. Cfor all applicants.
   4. Dafter it has determined that the applicant is a finalist for the job.
   5. Eto avoid claims of defamation.
8. 8A(n) [blank_start]background check[blank_end] is a way of verifying whether applicants have represented themselves accurately.
   

   1. Abackground check
   2. Bresume
   3. Cinterview
   4. Dassessment centre
   5. Ecompensatory model
9. 9Intelligence test is another name for
   

   1. Aemotional ability test.
   2. Bgeneral ability test.
   3. Cendurance test.
   4. Demotional focus test.
   5. Ecognitive ability test.
10. 10A typing test for an administrative assistant job is an example of a
    

    1. Ajob performance test.
    2. Bspatial abilities test.
    3. Cperceptual accuracy test.
    4. Dmechanics test.
    5. Epersonality test.

11. 11The Canadian Human Rights Commission discourages the use of
    

    1. Apre-employment drug tests.
    2. Brandom drug tests.
    3. Crandom alcohol tests for employees in jobs not considered "safety-sensitive".
    4. DAll of the answers are correct.
    5. Erandom drug tests and random alcohol tests for employees in jobs not considered "safety-sensitive."
12. 12Medical exams must be
    

    1. Arelated to job performance.
    2. Bgiven to all job applicants.
    3. Cgiven only after the candidate has received a conditional job offer.
    4. Dused to avoid charges of discrimination.
    5. Erelated to job performance and given only after the candidate has received a conditional job offer.
13. 13Which 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?
    

    1. Abehavioural description
    2. Bnondirective
    3. Csituational
    4. Dstructured
    5. Epanel
14. 14During 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?
    

    1. Abehavioural description
    2. Bsituational
    3. Cnondirective
    4. Dstructured
    5. Epanel
15. 15The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job. This approach is called the
    

    1. Acompensatory model.
    2. Bmultiple-hurdle model.
    3. Cprofessional model.
    4. Dbehavioural planning model.
    5. Elegally required model.

Beschreibung

Selecting Employees

Autor

William McIntosh

Sprache

English

Aufrufe

13

Schlagwörter

human resources management

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