Recruitment and Selection in Canada 6th Edition Test Bank

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Chapter 1 An Introduction to Recruitment and Selection1-1Copyright © 2016Nelson Education Ltd.Chapter 1 An Introduction to Recruitment and SelectionMULTIPLE CHOICE1.Thechapteropeningarticle,“Batfleck:What You Should Know About Making Bad Hires,”explainswhyaselectionerror was made.What was the reason for theselection error?a.The employerdidn’t consider the intangible factors that lead to job success.b.The employerwanted to avoid the cost of hiring the wrong person.c.The employergavetoo much consideration to only one job requirement.d.Theemployerchose a candidate that was somewhat qualified on all requirements.ANS:CPTS:1REF:2OBJ:1BLM:Remember2.Which of the followingpracticeswould NOT lead to an improvement in the hiring system of anorganization?a.communicatingto the hiring managers about their annoying interview habitsb.usingscientific methods and efficient selection methodsc.determiningthe motivations of job seekersd.knowingthe going rates of pay and offeringslightly moreANS:DPTS:1REF:4OBJ:1BLM:Remember3.What is the definition of recruitment?a.generating an applicant poolb.choosing job candidatesc.finding and hiring the best person for the jobd.finding and screening job applicantsANS:APTS:1REF:4OBJ:1BLM:Remember4.What is the definition of selection?a.generating an applicant poolb.finding and screening job applicantsc.choosing job candidatesd.matching anapplicant’s competencies with a job positionANS:CPTS:1REF:5OBJ:1BLM:Remember5.In the Human Resources System model outlined in the textbook,which of the followingaspectsdoesNOTrelate towork environment?a.complaint resolutionb.leadershipc.health and safetyd.vision and missionANS:DPTS:1REF:4OBJ:2BLM:Remember

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Chapter 1 An Introduction to Recruitment and Selection1-2Copyright © 2016Nelson Education Ltd.6.In the Human Resources System model outlined in the textbook, which of the following is NOT part ofthesocioeconomic environment?a.competitionb.globalizationc.marketplaced.demographicsANS:APTS:1REF:4OBJ:3BLM:Remember7.In theHuman Resources System model outlined in the textbook, within which environment does humanrights belong?a.socialb.economicc.politicald.legislativeANS:DPTS:1REF:4OBJ:3BLM:Remember8.Given that best practices inrecruitment and selection are applied to an organization, which of thefollowing results has NOT been supported with empirical studies?a.establishing employee trustb.increasingthe firm’s market pricec.reducing employee turnoverd.encouraging poor performers to leaveANS:BPTS:1REF:6OBJ:1BLM:Remember9.According to the Work Foundation and Institute for Employment Studies in the United Kingdom, whatpercentage of investment in human resources will produce anapproximate increase of $2800of profitper employee?a.1 percentb.5 percentc.10 percentd.50 percentANS:CPTS:1REF:6OBJ:1BLM:Remember10.What can effective recruitment and selection practices do for an organization?a.improve the knowledge, skills, and abilities of its employeesb.offer a limited impact on employee motivationc.encourage expensive high performers to leave the organizationd.discourage poor performers from leaving an organizationANS:APTS:1REF:6OBJ:1BLM:Remember

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Chapter 1 An Introduction to Recruitment and Selection1-3Copyright © 2016Nelson Education Ltd.11.Which of the followingelements are part of the socioeconomic external environmentthataffectsrecruitment and selection?a.national and international organization policiesb.human resources information systems andmanagementc.globalization and demographicsd.cost containment and marketplaceANS:CPTS:1REF:4OBJ:3BLM:Remember12.Given the application of progressive human resources practices, what might an organization expect fromitsemployees?a.higher compensation costsb.lower dysfunctional behavioursc.higher operating costsd.lower unionizationANS:BPTS:1REF:6OBJ:1BLM:Remember13.Why must Canadian organizations be cognizant of the influences ofglobalization when consideringrecruitment and selection?a.Globalization affects the pricing strategies for goods and services.b.Globalization creates higher trade barriers for entry.c.Globalization demonstrates that best practices forstaffing are necessary.d.Globalization threatens the survival of domestic retailers.ANS:CPTS:1REF:7,8OBJ:3BLM:Higher Order14.Which of the following is NOT a benefit of e-recruiting, according to the Government of Canada?a.higher tracking costsb.lower recruiting costsc.lower printing costsd.larger pool of candidatesANS:APTS:1REF:8OBJ:3BLM:Remember15.Which of the following organizations establishes national core standards for the HRprofession inCanada?a.CSIOPb.CCHRAc.CPAd.CHRPANS:BPTS:1REF:17OBJ:4BLM:Remember

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Chapter 1 An Introduction to Recruitment and Selection1-4Copyright © 2016Nelson Education Ltd.16.Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT adefinition of ethics?a.knowing what isgood from what is badb.determining what is moral from what is immoralc.identifying what may be done from what may not be doned.distinguishing what is right from what is wrongANS:APTS:1REF:17OBJ:5BLM:Remember17.Why dogrowing numbers of employers require their human resources professionals to have CHRPdesignations?a.Certified human resources professionals must adhere to a code of ethics that dictatesstandards of performance.b.Certified human resourcesprofessionals clearly understand all legislation.c.Certified human resources professionals can enforce organizational conflict-of-interestpolicies and ethical codes of conduct.d.Certified human resources professionals are certified in their HR field of expertise, whichrequires less post-secondary education.ANS:APTS:1REF:17,18OBJ:4BLM:Remember18.Why might you consider acquiring your CHRP designation?a.Ethical standards are defined, which will allow you to easily resolveworkplace ethicaldilemmas.b.It will certify you to provide advice concerning legal and ethical behaviour.c.It will identify you as someone possessing HR knowledge, skills and abilities, and ethicalbehaviour.d.It is recognition of achievement of all the HR competencies, meaning that you will requireminimal post-secondary education.ANS:CPTS:1REF:17,18OBJ:4BLM:Higher Order19.The HRM of Northshore Industries has not developed a code of ethical conduct for its employeesbecause senior management believes that it places unnecessary constraints and limited flexibility onmanagement decisions such as recruitment and selection. With what might the HRM be mostconcerned?a.organizational cultureb.legal requirements and equitable practicesc.conflict of interestd.poor leadershipANS:BPTS:1REF:17–20OBJ:5BLM:Higher Order

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Chapter 1 An Introduction to Recruitment and Selection1-5Copyright © 2016Nelson Education Ltd.20.What two important principles ensureahuman resources system functions properly?a.Enhance communication between human resource functions and ensure ethical compliance.b.Assess the impact of legislative requirements and scan thesocioeconomic environment fortrends.c.Emphasize the roles of recruitment and selection and apply them to organizational strategy.d.Think in systems terms and coordinate human resource activities with all organizationalunits and people.ANS:DPTS:1REF:15OBJ:2BLM:Higher Order21.The CEO of your company asks you to hire an older woman, to avoid the significant family-relatedchallenges and high turnover rate that comes with hiring younger administration employees. What is thisis anexample of?a.streamlining internal company staffing policiesb.recruitment and retention constraintsc.balancing the rights and interests of employees and managementd.the need for written codes and standards of conductANS:DPTS:1REF:16,17OBJ:1BLM:Higher Order22.Given the fact that technology reduces the need for labour, what is one strategy being applied by HRmanagers to cope with large numbers of employees approaching retirement?a.Employers have reduced their need to advertise with traditional media sources likenewspapers.b.Employers have focused their search on younger and tech-savvy applicants.c.Employers have limited their early-retirement incentives to managers only.d.Employers have implemented layoffs thatare not age related.ANS:DPTS:1REF:18–20OBJ:3BLM:Higher OrderScenario 1-1You are excited about your new position as the human resource manager for Scribe Engineering. TheCEO of this medium-sized Canadian software developmentcompany has clearly stated that one of yourfirst tasks is to deal with the difficulties the company is experiencing in recruiting and retaining severalof its office administration positions. The CEO wants hard evidence to back up your staffing costs.23.Refer to Scenario 1-1. Upon what would you initially want to concentrate your efforts?a.understanding the external organizational factors affecting recruitment and selectionb.ensuring that human resource planning is integrated with thestrategic planning of theorganizationc.determining which recruitment and retention processes are economically and technicallyfeasibled.ensuring that organizational information contained in the human resource informationsystems is current, secure, and confidentialANS:BPTS:1REF:24OBJ:2BLM:Higher Order

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Chapter 1 An Introduction to Recruitment and Selection1-6Copyright © 2016Nelson Education Ltd.24.Refer to Scenario 1-1. What is a current internal factor that may have an impact on Scribe Engineering’srecruitment and selection practices?a.human rights legislationb.organization values, mission, and strategic goalsc.knowledge, skills, and abilities available in the labour marketd.industry and organization type and sizeANS:BPTS:1REF:4OBJ:2BLM:Higher Order25.Refer to Scenario 1-1. What is acurrent economic challenge that may have an impact on the recruitmentand selection practices at Scribe Engineering?a.human rights and total compensation issuesb.global competitionc.rapid advances in information technologyd.changing workforce demographicsANS:BPTS:1REF:4OBJ:3BLM:Higher OrderScenario 1-2You have recently been hired as the human resources manager for a small Canadian aviation company.The president of TS Inc. has asked you to review the staffingfunction to determine how ready theorganization is to use technology in its recruitment and selection process. She is excited about thepotential of utilizing staffing social networking technologies but wants to ensure you take the stepsrequired to ensure success.26.Refer to Scenario 1-2. What would be a critical initial question you would want to ask to assess TS Inc.’srecruitment and selection practices?a.What are the personnel needs of TS Inc.?b.What are the external factors affecting the human resource and organizational strategies?c.What are the human resource information system needs of TS Inc.?d.How ready and committed is TS Inc. to moving beyond traditional practices to a moretechnical approach?ANS:BPTS:1REF:4OBJ:2227.Refer to Scenario 1-2. What does TS Inc. accomplish by using technology in its recruitment andselection process?a.It ensures that human resource planning is integrated with selection criteria.b.It coordinates human resource activities withother parts of the organizationbyusing asystems-thinking approach.c.It determines which recruitment and retention processes are economically and technicallyfeasible.d.It guarantees that organizational information contained in human resource informationsystems is current, secure, and confidential.ANS:BPTS:1REF:15OBJ:3BLM:Higher Order28.Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.’srecruitment and selectionpractices?

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Chapter 1 An Introduction to Recruitment and Selection1-7Copyright © 2016Nelson Education Ltd.a.human rights, privacy, and security issuesb.rapid advances in information technologyc.changing work force demographicsd.total compensation and reward strategyANS:APTS:1REF:4OBJ:22BLM:Higher Order29.Refer toScenario 1-2. What is TS Inc.’s goal for recruitment?a.to find and screen job applicantsb.to hire job candidatesc.to generate an applicant poold.to find and hire the best aviation employeesANS:CPTS:1REF:4OBJ:2BLM:Higher Order30.Refer to Scenario 1-2. Why might TS Inc. state that a CHRP designation is required?a.The HRM professional association defines the competencies and ethical guidelines forhuman resources professionals.b.HR professionals clearly understand and can oversee employment legislation.c.The certification sets a high standard that requires less training and the costs associated withcontinuing education.d.Professional ethical standards are defined, allowing HR professionals to easily resolveworkplace ethical dilemmas.ANS:APTS:1REF:17,18OBJ:4BLM:Higher Order31.Refer to Scenario 1-2. What two important principles should be followed if TS Inc.’s human resourcesystem is to function properly?a.Build a sustainable staffingstrategy and use Web-based technology.b.Coordinate human resources activities with other parts of the organization and use asystems-thinking approach.c.Systematically integrate diversity and manage human resource information systems.d.Build astrong culture and enhance communication systems.ANS:BPTS:1REF:15OBJ:2BLM:Higher Order32.Refer to Scenario 1-2. What is TS Inc.’s goal for selection?a.to choose aviation candidates from an applicant poolb.to findthe bestpossible aviation professionals to hirec.to find and hire the best person for each aviation positiond.to generate and build a large aviation applicant poolANS:APTS:1REF:5OBJ:1BLM:Higher Order

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Chapter 1 An Introduction to Recruitment and Selection1-8Copyright © 2016Nelson Education Ltd.33.Referto Scenario 1-2. What would indicate that the recruitment and selection process has beensuccessful at TS Inc.?a.the process is valid and reliableb.the continued use of effective but unproven practicesc.the use of technology tofacilitate and improve recruitment and selectiond.a significantly large number of applications for job positionsANS:APTS:1REF:2OBJ:1BLM:Higher Order34.Refer to Figure 1.1.Which of the following are external factorsthataffect the HR system?a.legal and socioeconomic environmentsb.vision,values,and missionc.strategic objectives and organizational requirementsd.personnel competence,commitment,and effectivenessANS:APTS:1REF:4OBJ:2

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Chapter 1 An Introduction to Recruitment and Selection1-9Copyright © 2016Nelson Education Ltd.BLM:Higher Order35.Refer to Figure 1.1. What two internal factors have an impact on the HR system and staffing procedures?a.legal and socioeconomic environmentsb.labourmarket and economic climatec.strategic goals and organizational requirementsd.systems view and principlesANS:CPTS:1REF:4OBJ:2BLM:Higher Order36.What important principles underlying Figure 1.1 are critical for the humanresource system to functionproperly?a.two-way communication between human resource functions and business unitsb.assessment of the strengths and weaknesses of the external and internal environmentc.thinking in systems terms andcoordinating human resource activities with allorganizational units and peopled.a focus on productivity and profitability through recruitment and selection processesANS:CPTS:1REF:15OBJ:2BLM:Higher Order37.According to thetextbook, what is the ratio of men to women in the Canadian workforce aged 18 to 65?a.62.8 to 62.1b.63.9 to 62.6c.64.2 to 59.1d.70.3to68.5ANS:DPTS:1REF:8OBJ:3BLM:Remember38.What percentage of the workforcebetween the ages of 25 and 65has achieved post-secondaryeducational credentials in Canada?a.25.5 percentb.38.3 percentc.64.1percentd.73.9percentANS:CPTS:1REF:9OBJ:3BLM:Remember39.Which ofthe following is NOT a principle for the Canadian Code of Ethics for Psychologists?a.support for diversityb.responsibility to societyc.integrity in relationshipsd.respect for dignity of personsANS:APTS:1REF:18OBJ:4BLM:Remember

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Chapter 1 An Introduction to Recruitment and Selection1-10Copyright © 2016Nelson Education Ltd.40.Mostcollectiveagreements require the employer todo which of the following?a.hireonly union membersb.useseniority as the only requirement for candidate considerationc.ensurediversity in the workplaced.useselectionprocedures defined in the collective agreementANS:DPTS:1REF:12OBJ:3341.Psychologistsmust follow ethical standardswhencarrying out employment tests.Whattype ofissuearethey involved with in applying ethical standards?a.confidentialityof the test resultsb.strategiccontribution of tests to organization effectivenessc.informedconsent of the test takerd.competenceof test administrators andevaluatorsANS:APTS:1REF:19OBJ:5BLM:Remember42.Whichof the following is astepthatmust be completedin theRecruitment and Selection Action Plan?a.Conduct short screening interviews.b.Develop selection criteria.c.Conductvalid and reliable employment tests.d.Advertise vacancy to current employees.ANS:BPTS:1REF:6OBJ:2BLM:Higher Order43.What is anHRIS?a.a computerized version of an HR systemb.apayroll and benefits processing methodc.amethod of identifying new recruitsd.a computer-based system that tracks and manages employee dataANS:DPTS:1REF:3OBJ:2BLM:RememberTRUE/FALSE1.Recruitmentrefers tothe choice of job candidates from a previously generated pool ofcandidates.ANS:FPTS:1REF:4OBJ:12.Effective recruitment and selection practices identify job applicants with the appropriate level ofknowledge, skills, abilities, and other requirements needed for successful performance in a job andorganization.ANS:TPTS:1REF:4OBJ:13.Empirical studies demonstrate that organizations using effective recruitment and selection practices gaina competitive advantage in the marketplace.

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Chapter 1 An Introduction to Recruitment and Selection1-11Copyright © 2016Nelson Education Ltd.ANS:TPTS:1REF:5OBJ:14.Two internal factors affecting an HR system are legislative requirements and the socioeconomicenvironment.ANS:FPTS:1REF:5OBJ:25.Human resources management is an independent function within an organization and generally acts inisolation to meet the human resource needs of the organization.ANS:FPTS:1REF:5,15OBJ:26.Two external factors that affect the HR system are economic and legal context.ANS:TPTS:1REF:5OBJ:27.Recruitment and selection are but one component of the HR system.ANS:TPTS:1REF:5OBJ:28.HRM must coordinate human resource activities with all parts of the organization and people.ANS:TPTS:1REF:5OBJ:29.Recruitment and selection decisions must be coordinated with all parts of the organization,althoughfinal decisions must remain with HRM.ANS:FPTS:1REF:4,5OBJ:210.Effective human resource managers are systems thinkers.ANS:TPTS:1REF:15OBJ:211.Bad hires may cost an organization as muchas 30percentof a new hire’searnings.ANS:TPTS:1REF:2OBJ:1112.All provincial HR associations have endorsed the CCHRA’s national standards for granting theCanadian Human Resource Practitioner designation.ANS:FPTS:1REF:17OBJ:413.Ethical decision making is always clear-cut.ANS:FPTS:1REF:17,18OBJ:514.Law is the means by which we distinguish what is right from wrong, what is moral from what isimmoral, and what may be done and may not be done in a profession.ANS:FPTS:1REF:17,18OBJ:5

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Chapter 1 An Introduction to Recruitment and Selection1-12Copyright © 2016Nelson Education Ltd.15.Ethical codes place constraints on what members may and may not do when practising human resourcesmanagement, including recruitment and selection.ANS:TPTS:1REF:17,18OBJ:516.Talent management comprises the training and development of currentemployees.ANS: FPTS: 1REF: 6OBJ:1SHORT ANSWER1.Refer to Figure 1.1 and discuss how recruitment and selection interacts with the other major HRMfunctions and the organization as a whole.ANS:

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Chapter 1 An Introduction to Recruitment and Selection1-13Copyright © 2016Nelson Education Ltd.Refer toFigure 1.1: Example of aHuman Resource System and the two principles that underlie a sys-tems view of HR.•Principle 1: HRM must carefully coordinate its activities with the other organizationalunitsand people if the larger system is to function properly.•Principle 2: Human resources managers must think in systems terms and havethe welfare of the whole organization in mind.PTS:1REF:4OBJ:22.Define and describe the differences between human resource planning, recruitment, selection, staffing,and retention.ANS:Human resource planningis the process of planning for the number and types of people that move into,within, and out of an organization.Recruitmentis the generation of an applicant pool for a position orjob in order to provide the required number and quality of candidates for a subsequent selection orpromotion program.Selectionis the choice of job candidates from a previously generated applicant poolin a way that will meet management goals and objectives as well as current legal requirements.Staffingis concerned with the acquisition, deployment, and retention of the accurate quantity and qualityofemployees(i.e.,employees with the skills, abilities, knowledge, and experience required to performwell) to increase theorganization’s effectiveness.Retentionis maintaining a competent work force byproviding employees with satisfactory compensation, rewards, and working conditions.PTS:1REF:4–7OBJ:13.List several ways that recruitment and selection are important to organizations.ANS:•Hiring the right people with the right skills leads to positive economic outcomes for anorganization.•Effective recruitment and selection contributes to the competitive advantage of an organization.•Best practices in recruitment and selection reduce employee turnover and increase productivity.•Recruitment and selection contributes to profits.•Productivity and profitability are affected by recruitment and selection.•Employee trust is strengthened through effective recruitment and selection practices.•The knowledge, skills, and abilities of an organization’s current and future employees areimproved.•Motivation is increased.•Retention is improved.PTS:1REF:4–7OBJ:14.Describe two examples of the current socioeconomic and demographiccomposition of the Canadianwork force. Identify how these factors may affect human resources recruitment and selection. (You mayexpand this question to incorporate “employer of choice.”)ANS:•legislation (e.g., human rights, employment standards, privacy)•global competition (e.g., repatriation, cultural diversity)•rapid advances in information technology (e.g., HRIS and online recruitment)•changing work force demographics (e.g., Gen X, higher expectations)

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Chapter 1 An Introduction to Recruitment and Selection1-14Copyright © 2016Nelson Education Ltd.•knowledge, skills, and abilities available in the labour market (e.g., shortages in health-careprofessions)PTS:1REF:8OBJ:25.It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value oftheir staffing processes. This can be done by measuring specific criteriaandanalyzing the bottom-linecosts and benefits. Describe three potential costs and benefits of an effective recruitment and selectionprocess. Reflect on an organization you have worked for (or are familiar with),and explain how youmight measure the value of recruitment and selection to the organization’s bottom line.ANS:Some possible costs and benefits of effective recruitment and selection are listed below.Costs•hiring a consultant orprovidingtrainingusing an internal recruiter•providingjob analysis or position description•establishingjob performance criteria•undertakingorganizational analysis•doinghuman resource planning•consideringlegal and ethicalissues•reviewing the labour market,and understandingandlocating the target audience•fillingapositiontemporarily(if required)•addingadministrationtasks(e.g., employee requisitions, use of facilities, arranging time andtravel to interviews, paper, computers, telephone, forms)•maintainingcompany Web pagecareer site•developinghuman resource information systems and technical support•developinga recruitment strategy•dealing withrecruitment constraints (e.g., legal environment, costs, business plan, job level andtype, international assignment)•screeningapplicants(e.g., application forms, résumés, work samplesorsimulations, testing)•preparing assessment tools, such asjob knowledge interview questions, case study/incidents,jobandworkplace walk-through, computer-based assessment, role-play, business games,demonstration of skill, oral or written presentation, graphic representation•undertakingjob advertisements and recruitmentprocedures using, for example,executivesearch firm, online recruiters, national newspaper, professional associations, privateemployment agencies, succession planning, campus fairs)•undertakingapplicant reviews, short listing,and reference checks•communicatingand sharing accurate organization and job information, for example, throughannual reports, career profiles, organizational charts, news articles)•creatingrealistic job previews and probationary reviews•followingup with all applicants•establishingandutilizing aselection committee•interviewing•carrying outorientation, socialization, mentoring, and training•providingevaluation•payinglost opportunity costs (e.g., lower productivity, lost profits, lost clients)•dealing withnegative effects on morale and decreased productivity due to poor staffingprocesses•developing and monitoringinternational assignments (expatriate cross-cultural and languagetraining and relocation costs)

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Chapter 1 An Introduction to Recruitment and Selection1-15Copyright © 2016Nelson Education Ltd.•developing a diverse work force, for example, withgenerational and cultural differences•dealing with awrong hireandturnover within the first year•payingtermination and severance costs, legal fees, financial and career transition consultants’fees•payinglegal expenses (e.g., contracts)•payingemployee referral bonusesBenefits•increased number of applicants attracted per method•reduced time required to get applicants•reduced costs per applicant attracted•increasedratio of qualified to unqualified new employees•reduced time from start to hiring of applicant•increased yield ratio (the percentage of applicants from a staffing source who make it to the nextstage of the staffing process)•reduced turnover of hires•improved performance of new hires, which involvestracking the performance and behaviouraloutcomes of individuals hired•improved attitudes about the organization and position (e.g.,measurablejob satisfaction,engagement, and commitment)•increased effectiveness of method•improved outcomesof hiring process, with evidence provided, for example, byexit interviewsand surveys•reduced combined costs of recruitment and selection (i.e., all costs divided by total hires)•improved retention•achievement ofhuman resource planning goals•improved number and quality of applications received•improved outcomes from various recruitment events•improved skill and motivation among new employees•increased productivity and profits•reduced lead time or hiring cycleTo measure the value of recruitment and selection to the organization’s bottom line, you can use, forexample, increased yield ratio, the percentage of applicants from a staffing source that make it to thenext stage of the staffing process (e.g., of 300 applicant résumés,sixoffered onsite interviews = 6/300yield ratio)PTS:1REF:5,6OBJ:16.What two basic principles ensure that human resource systems function properly?ANS:Principle 1.Humanresources management must carefully coordinate its activities with otherorganizational units and people if the larger system is to function properly.Principle 2.Human resource managers must think in systems terms and have the welfare of the entireorganization in mind.PTS:1REF:15OBJ:27.What are the advantages of obtaining a professional designation such as the CHRP?

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