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Recruitment Selection and Deployment of Human Resources A Canadian Perspective 1st Edition Das Test Bank
Recruitment Selection and Deployment of Human Resources A Canadian Perspective 1st Edition Das Test Bank
Recruitment Selection and Deployment of Human Resources A Canadian Perspective 1st Edition Das Test Bank
1. Based on available research evidence, less than a third of employers in this country use
applicant-screening systems.
4. “Do you think that you will like meeting people” is the type of open-ended question
that should be asked during a telephone screening interview.
6. Even when recruits submit detailed resumes, many employers find it useful to have
separate job application forms.
8. For many non-managerial and technical (e.g., mechanic) positions, a job applicant’s
memberships in civic and social organizations may be important predictors.
10. A weighted application blank is particularly useful for small organizations where only
a few employees possess specialized skills.
11. Complex jobs that require lengthy training programs benefit from the use of
weighted application blanks.
12. The first step in the development of weighted application blanks is the identification
of performance criterion.
13. An important consideration in the context of forming a hold-out group when using
weighted application blanks is the notion of randomization.
14. For a weighted application blank to be useful, employees in the “successful” and
“unsuccessful” criterion groups should have similar profiles on many biographical and
behavioural items.
15. Weighted application blanks are useful screening tools for positions such as taxi
drivers.
16. The concept of equipollence states that different jobs in the same organization may
generate equal environmental pollution.
17. The first step in designing a biographical information blank is to formulate tentative
hypotheses about predictors of job success.
19. An item such as “how were you referred for a job with us?” in a biographical
information blank can become discriminatory.
1. Which of the following is/are the most commonly used tools for the initial screening of
applicants?
A. Review of resumes
B. Web-based tests
C. Medical and drug checks
D. A and B
E. A and C
3. You are about to conduct a screening interview with a job applicant. Which of the
following is/are relevant in your case?
A. You should make up questions as the interview progresses since no single list of
questions will be relevant for all applicants.
B. You should caution the candidate about the wisdom of pursuing the present career.
C. You should describe the job in detail.
D. A and B
E. A and C
5. On a job application form, employment status will contain questions pertaining to:
A. Date of availability if hired
B. Past full-time jobs held by the applicant
C. Past full- and part-time jobs held by the applicant
D. Contact information of present employer
E. None of the above
6. An experienced employment manager who looks at the work history section of a job
application form can determine whether the applicant:
A. is likely to be a long-service employee
B. is a potentially capable applicant
C. has the desired personality traits for the job
D. A and B
E. B and C
8. The areas that tend to be exaggerated in job application forms, especially for senior
managerial positions, are:
A. reasons for leaving prior jobs
B. job responsibilities
C. memberships in prestigious clubs and associations
D. A and B
E. B and C
10. Which of the following situations is least well suited for the use of weighted
application blanks?
A. The job has a high failure rate.
B. The organization is small.
C. Large number of job applications are submitted.
D. The job is complex and requires expensive training.
E. All of the above conditions are inappropriate for the use of weighted application
blanks.
11. Illustrative items related to job tenure when developing a weighted application blank
are:
A. size of home town
B. number of previous jobs.
C. reasons for leaving last job
D. B and C
E. all of the above
12. Which of the following is not a step in the design of weighted application blanks?
A. Identify criterion groups
B. Design application blanks
C. Recoding response categories into open-ended questions
D. Determine item weights
E. Cross-validate weights
14. When designing weighted application blanks, which of the following approaches
is/are normally used to establish weights?
A. Correlation
B. Logistic regression
C. Discriminant analysis
D. A and B
E. All of the above
15. Which of the following is not an approach used to establish weights in the case of
weighted application blanks?
A. Vertical percentage approach
B. Horizontal percentage approach
C. Diagonal percentage approach
D. Correlation
E. All of the above are used to establish weights
16. Which of the following is/are limitations of weighted application blanks (WAB)?
A. New hires may be qualitatively different from the sample used for WAB.
B. Job applicants find WAB threatening.
C. The logistics involved in administering WAB are often daunting.
D. A and B are limitations.
E. A, B, and C are limitations.
Language: English