RECRUITMENT AND SELECTION QUESTIONS AND ANSWERS

RECRUITMENT AND SELECTION QUESTIONS AND ANSWERS 1. Which of the following is an example of a recruitment practice as opposed to a selection practice? a. accepting employee referrals b. interviewing c. reviewing applications d. testing and assessing applicants 2. Which validity strategy reflects the correlation between a predictor and an outcome measure? a. Construct validity b. Content validity c. Criterion-related validity d. Face validity 3. Which of the following has been designed to specifically eliminate discriminatory practices that prevent the entry or retention of members from designated groups in the workplace? a. Constitutional law b. Employment equity legislation c. Human rights law d. Privacy legislation 4. Which of the following is a worker-oriented job analysis technique? a. Critical incident technique (CIT) b. Direct observation c. Functional job analysis d. Position Analysis Questionnaire (PAQ) 5. Which of the following refers to a worker’s behavioural reactions to changes in a work system or work role? a. Adaptive performance b. Contextual performance c. Counterproductive performance d. Task performance 6. Which of the following is a behavioural measure that can be used to evaluate recruitment efforts? a. Commitment to the organization b. Job satisfaction c. Sales quotas d. Turnover rates 7. Which of the following types of application forms is most likely to contain items that request personally sensitive information on family background and experiences?

a. Biographical information blank b. General application blank c. Standardized application blank d. Weighted application blank 8. Which of the following is predictive of performance across a wide variety of jobs? a. Cognitive abilities b. Physical abilities c. Psychomotor abilities d. Sensory/perceptual abilities 9. Which of the following is the interview that assesses applicant qualifications using job knowledge or work sample questions? a. Behaviour description interview b. Experience-based interview c. Role-playing interview d. Situational interview 10.Which method of collecting and combining applicant information collects both judgmental and statistical data and then combines those data in a judgmental manner? a. Judgmental composite b. Profile interpretation c. Statistical composite d. Trait ratings 11.Select all that are job analysis methods: a. Direction observation b. Structured job analysis interviews c. Recruitment d. Selection 12.What does SME stand for: a. Something related to Peter Pan b. Subject Matter Expert c. Subject Expert Matter d. Strengths, Materials, Expectations 13.Which of the following is NOT an objective measure of job performance? a. cost of accidents b. length of time in job c. number of spelling mistakes d. earnings per share 14.Which of the following is an absolute rating system? a. forced distribution

d. selecting individuals who have adequate information about job requirements 22.What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice? a. false negative error b. false positive error c. leniency error d. strictness error 23.In which approach are data combined statistically? a. statistical composite b. trait rating c. profile interpretation d. pure statistical 24.What is a screening employment interview best suited to assess? a. ability to orally communicate b. stress management c. job knowledge d. information on the résumé 25.What is one negative outcome of pre-interview chit-chat? a. It is usually a waste of time and unimportant in the screening process b. Questions may uncover information on prohibited grounds. c. The candidate might not think that the interview has started. 26.Which type of interview consists of a standardized set of job-relevant questions and a scoring guide? a. serial interview b. formal interview c. structured interview d. unstructured interview 27.What type of questioning may lead to some interviewees having an unfair advantage? a. asking about the candidate's hobbies b. using probes to gather further information from a candidate c. asking hypothetical questions d. asking about situations the candidate has not experienced 28.You ask an applicant questions about their past experiences. What type of interview question is this? a. hypothetical b. real-life c. situational d. behavioural

29.From the employer's perspective, which of the following is NOT a benefit of conducting a job interview? a. It can measure honesty b. It can sell the job to the applicant. c. It can assess job knowledge d. It can evaluate job fit. 30.What are some measures to avoid negligent hiring claims (select all that apply)? a. Verify work history, education, and references b. Conduct thorough, systematic selection interviews c. Trust your gut, it will never steer you wrong d. Conduct background checks only on candidates who seem "shady" 31.What concept refers to the proportion of applicants who are hired for one or more positions? a. selection ratio b. screening c. applicant pool d. efficiency 32.What are screening procedures designed to do? a. eliminate candidates less likely to perform the job effectively b. reduce the number of job applicants c. decide which applicant should be offered the job d. identify KSAOs required for top job performance 33.Which term refers the amount of knowledge, skills, and experience required for minimally acceptable job performance? a. minimum qualifications b. minimum screening criteria c. minimum selection qualifications d. minimum criteria 34.What is a false positive? a. individuals who are naturally positive people b. individuals who are predicted to perform successfully but do not c. individuals who are predicted to perform unsuccessfully but do not d. individuals who are falsely positive in the workplace 35.What test would measure the ability to work with numbers and employ sound reasoning on the job a. a general cognitive ability test