HRM - Recruitment and Selection
Which of these factors is MOST likely to inaccurately skew an interviewer's perception of a candidate's qualifications? Job history Likeability Active listening Test scores
Likeability
Hoda, in HR, is reviewing documents, including resumes, cover letters, applications, and personal statements. Hoda is MOST likely conducting which step of the selection process? application** screening assessment external verification
application
Technology best practice recommendations for recruiting include all of the following, EXCEPT? automate job interview process build a talent pool automate job board process socialize the search
automate job interview process
What combination of approaches best addresses and combats unconscious bias? Believing in a meritocracy and fairness Audio-only and visually screened interviews Awareness and design Consider professional profiles only
Awareness and design
Which of these tasks is NOT performed during the application step in the selection process? Incorporate pre-screening questions that confirm a candidate meets minimum qualifications Conduct an initial assessment based on resume, cover letter, and application Eliminate candidates who have unrealistic salary or schedule expectations for the job Calling candidates' references for verification of qualifications
Calling candidates' references for verification of qualifications
Which of these practices is MOST likely to result in a workforce with insufficient diversity? posting a job advertisement on a variety of websites masking biographical information on resumes employee word-of-mouth recruitment administering a competency test for work-related tasks
employee word-of-mouth recruitment
Naadim is looking for a new job, and a company's reputation and brand image are important to him. Which of these factors is LEAST likely to affect his decision? high-performing teams free merchandise** opportunity for career growth promise of job stability
free merchandise
All of the following were identified as key factors in promoting a brand's positive reputation, EXCEPT? opportunity for career growth giving away free merchandise stability working with a high-performing team
giving away free merchandise
When considering job postings, Jamal looks up information on each company's reputation. Which of the following brand reputation factors is most likely to deter Jamal from seeking employment with a certain company? customer dissatisfaction shrinking market share poor fiscal performance last quarter poor leadership
poor leadership
Darshan is posting a job opening at his company. Which of the following methods is likely to have the greatest reach? advertising on an internal job board posting the job on social media sites placing an advertisement in the newspaper setting up a booth at a job fair
posting the job on social media sites
Which of these recruitment practices is most likely to attract potential employees to a job? providing clear and consistent communication interview schedule changes posting unclear information about job duties posting job descriptions and salaries as "flexible"
providing clear and consistent communication
Which of these is NOT one of the steps recommended in the brand building process? recruit and support brand ambassadors connect with your audience evaluate your brand re-brand to distance yourself from past misdeeds
re-brand to distance yourself from past misdeeds
What rule should hiring managers follow when interviewing applicants in order to avoid making a judgment based on a first impression? Try to confirm their initial judgments in the interview Try to disprove their initial judgment in the interview Try to make an informed first impression in the first five minutes Bring the candidate's resume and qualifications to mind
Try to disprove their initial judgment in the interview
Interview questions about all of the following are illegal, EXCEPT? Sexual orientation Religious background Disability status Work experience
Work experience
Julius has been administering the same aptitude test for years, and lately he's noticed a trend: his new hires don't seem representative of the population that applied. Upon review of the test, he finds it screens out a protected group. What should Julius do next? Find an equally effective, non-discriminatory measure Stop making an aptitude test a requirement for hiring Fire everybody who was hired using the discriminatory test Modify the aptitude test to fit the demographics he wants to hire
Find an equally effective, non-discriminatory measure
If a selection measure screens out a protected group, what should the employer do? Stop administering the test to the protected group the measure screens out Make the selection test easier so it does not screen out the targeted group Find and adopt an equally effective alternative selection procedure Administer another test casually, to test its effectiveness
Find and adopt an equally effective alternative selection procedure
Knowing what motivates workers to come to work every day, to show up and do their jobs effectively, is part of what step of building a brand? evaluating your brand recruiting and supporting brand ambassadors identifying or clarifying employer proposition connecting with your audience
Identifying or clarifying employer proposition
Which of these job advertisement lines contains an illegal statement? Looking for career advancement? Look here. We're seeking enthusiastic team members. Seeking go-getters and self-starters. If you're young and active, apply now!
If you're young and active, apply now!
What is a primary goal of integrating artificial intelligence (AI) into the recruiting process? Eliminating jobs by replacing humans with machines Training people how to use machines as a more effective recruitment tool Streamlining the recruitment process by removing the need for human input Improving the recruitment process through adaptive learning
Improving the recruitment process through adaptive learning
In California anti-discrimination law, adverse impact of test measurements is determined by what standard? The 3/5ths rule The 50 percent rule Business expediency The 80 percent rule
The 80 percent rule
StanCo uses a competency test intended to measure a candidate's ability to perform job-relevant tasks. What rule must the test comply with to avoid the risk of adverse impact on a certain group? The 3/5ths rule The 80 percent rule** Business expediency Universal fairness measurement
The 80 percent rule
Anti-discrimination guidelines outlined in the EEOC's Uniform Guidelines on Employee Selection Procedures apply to all of these employers, EXCEPT? Federal government contractors The armed forces Labor organizations Most state and local government employees
The armed forces
In the HR cycle, when does the recruiting phase take place? after strategy development and before human resource planning after selection and before strategy development after human resource planning and before strategy development after human resource planning and before selection **
after human resource planning and before selection
Logan applies for a job through a job search website, and his application package appears on an integrated dashboard, amidst a pool of other qualified candidates who applied for this job through several different websites. What kind of screening is the HR manager most likely using for Logan and his cohorts? augmented screening manual screening automated screening** hybrid screening
automated screening
Each of these factors played a more significant role for women than men in influencing the decision to exit the recruitment process, EXCEPT: poor customer service reviews CEO misbehavior reports challenging job expectations negative employee reviews
challenging job expectations
Which of these is NOT a benefit of automated screening? reduced time to hire improved candidate experience data entry form errors higher candidate quality
data entry form errors
What is cited as the key difference between mediocre branding and great employer branding? employee talent employee training effective sales techniques executive involvement
executive involvement
Contacting a candidate's references falls under which step of the selection process? assessment evaluation by association screening interview external verification
external verification
Kira shows up to work every day because she is excited to work in a challenging, rewarding team environment. Which step in the brand building process would focus on building a successful campaign that communicates Kira's passion for her work? identifying or clarifying employer proposition**** recruiting and supporting brand ambassadors evaluating your brand connecting with your audience
identifying or clarifying employer proposition
Big Box Branding, a large company, is struggling to onboard new hires because of an earned negative reputation. About how much can Big Box Branding expect to pay as a premium to get workers on their team in spite of their reputation? About 10% ***** About 40% About $1000 per hire About $10,000 per hire
About 10%
What is the monetary premium required to convince a new employee to join a company with a negative reputation? About $1,000 per hire About 40% Roughly $10,000 per hire About 10%
About 10%
Jasmine is conducting interviews, and she recalls a candidate from his professional profile. The candidate appears to be quite a bit heavier now than in the photos from his profile, and Jasmine is aware that she might have a bias regarding the candidate's weight. What can Jasmine do to help combat this bias? Acknowledge her bias and re-focus on job relevant details** Ignore her bias and tell herself she believes in a fair workplace Acknowledge her bias and compensate for it by complimenting the candidate's appearance Acknowledge her bias and ask someone else to interview the candidate
Acknowledge her bias and re-focus on job relevant details
Monica applied for a job at a tech company, but she hasn't heard anything from the company's HR department. She does not continue to pursue this job posting. What specific action should the company have taken to keep Monica in the recruitment pool? communicate clearly and consistently** advertise a higher salary post employee reviews post information about internal promotions
Communicate clearly and consistently
What is the major difference between disparate treatment and disparate impact measures? Disparate treatment involves direct discriminatory practices, while disparate impact measures are a matter of interpretation. Disparate treatment indirectly affects minority populations, while disparate impact measures test things not directly related to job responsibilities Disparate treatment is direct discrimination, while disparate impact measures indirectly impact certain groups more than others Disparate treatment is based on interpretation, while disparate impact measures use racially sensitive language.
Disparate treatment is direct discrimination, while disparate impact measures indirectly impact certain groups more than others
Asking themselves each of these questions helps employers to review their practices for potential violations of the disparate treatment clause, EXCEPT? Do candidates possess the skills required to perform the job duties? ***** Can any difference in treatment be justified under the law? Is there any evidence of bias, such as discriminatory statements or written comments? Are candidates of a different race, color, religion, sex, or national origin treated differently?
Do candidates possess the skills required to perform the job duties?
Each of the following statements regarding employee referrals is true, EXCEPT? Employee referrals are more likely to accept an offer. Referrals tend to be more acceptable applicants. Employee referrals are less likely to reinforce the status quo. Employee referrals may lead to nepotism.
Employee referrals are less likely to reinforce the status quo
Which of these is NOT an advantage of automated screening over manual screening? Easier dissemination of information across multiple platforms Dashboard views integrate information from multiple platforms Increasing the amount of time a human spends finding key words Consistent standards of candidate screening
Increasing the amount of time a human spends finding key words
Internal candidates offer all of the following potential advantages over outside hires, EXCEPT? Known talent already in the company has a chance to shine. Hiring internal candidates builds employee loyalty. Hiring internal candidates may help reduce attrition to other jobs. Internal candidates inevitably lead to company climate change.
Internal candidates inevitably lead to company climate change
A job advertisement says, "We're looking for people with boundless energy, intelligence, and an overwhelming need to achieve to join our team as we embark on the next chapter of our story." How does this help the company find good candidates? Candidates apply to find out what the next chapter is. It keeps introverts away. Candidates apply since anyone can do these things. It helps candidates determine fit.
It helps candidates determine fit
The results from job analysis are put into which two important documents? Specification of education and responsibilities of the job Selection documentation and discrimination statements Job advertisement and job specification Statement of employee characteristics and statement of defined duties
Job advertisement and job specification
Chuck is creating a job analysis before advertising for a new Operations Manager at the plant. Which of the following activities might he do to obtain the information required? Observe workers** Calculate salary midpoint Write a rough draft Search online for advertisements of similar jobs
Observe workers
Following a set of "canned" questions in an interview ensures what? Questions touch on all job-relevant duties and responsibilities Candidates can look up questions before the interview Anyone can use the canned questions to interview a candidate Questions asked are consistent across candidates**
Questions asked are consistent across candidates
Which of these basic recommendations for forming interview questions BEST addresses the need for fairness in interviewing all candidates? Questions should reflect the realities of the position Questions should reflect the business environment Questions asked should be consistent across candidates Questions should focus on job duties
Questions asked should be consistent across candidates
Ibrahim is interviewing several candidates for a position, some of whom were referred by employees. What is most likely to be TRUE of these referred candidates? They are more likely to accept a job offer, and remain in the job longer. They are more likely to challenge the status quo as new hires. They are less likely to be acceptable, qualified candidates.****** They are more likely to be referred based on objective qualifications than on relational factors. - NO
They are less likely to be acceptable, qualified candidates
Each of these job advertisement lines contains an illegal, discriminatory statement or bias, EXCEPT: Work in customer service. No accents, please. Seeking recent college graduates for entry-level positions. We're looking for passionate, innovative, hard workers *** Internal transfer options available for young, dynamic professionals
We're looking for passionate, innovative, hard workers
Sally is trying to sell her job. Which of the following will help? Write with a specific person in mind *** Write a common headline Write to keep requirements broad Write few specifics so more individuals apply
Write with a specific person in mind
Which of these statements does NOT support the integration of AI into the recruiting process? Lack of AI has a negative impact on productivity Write with a specific person in mind *** Candidates had a better job search experience with AI assistance Sourcing, screening, and matching can be automated with AI
Write with a specific person in mind
Which would be the BEST first step when developing a job advertisement? Create a list of all possible KSAs Write with a specific person in mind Write to keep requirements broad Review annual earnings
Write with a specific person in mind
Camilla is looking for a new web designer for her small company. Which of these recruiting methods is most likely to reach a large pool of highly qualified applicants? placing an ad in a regional newspaper advertising on an external job board setting up a booth at a job fair posting the job on social media sites ***
posting the job on social media sites
Building or rebuilding a company's brand includes all of the following steps, EXCEPT? re-branding** identify or clarify employer proposition connect with your audience recruit and support brand ambassadors
re-branding
Conducting a phone interview falls under which step of the selection process? evaluation by association assessment external verification screening interview
screening interview
Which of these is NOT a standard interview technique? panel one-on-one simultaneous series
simultaneous
What is the primary goal of recruitment? to build a qualified candidate pool to evaluate worker performance to eliminate the need to check references to promote from within the company
to build a qualified candidate pool