Reference no: EM13701796

11.Which of the following would NOT be considered to be an effective recruiting guideline? a. Give serious consideration to the content of information presented to candidates rather than the context in which it is presented. b. Present important information about the job and the organization to job candidates by several different, reliable, and credible sources. c. Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees. d. Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative
12.What is the initial step in developing a recruitment action plan? a. Advertise for the position. b. Generate qualified applicants. c. Develop a recruitment strategy. d. Meet current legal requirements.
13.If you had 500 applicants for 10 positions, what is the selection ratio? a. 50 percent b. 5 percent c. 2 percent d. 2 percent
14.Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm? a. a hiring liability b. unauthorized hiring c. negligent hiring d. pre-hire favouritism
15. Which concept is referred to as enduring, general traits, or characteristics on which people differ and that they bring to a work situation? a. aptitudes b. attributes c. abilities d. attitudes
16. Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations? a. extroversion b. conscientiousness c. openness to experience d. agreeableness
17. Which of the following defines an applicant's attempt to create a favourable impression of him- or herself by monitoring interviewer reactions and responding accordingly? a. creating a false impression b. impression management
Recruitment and Selection 2014
c. organizational fit d. telling interviewers what they want to hear
18. If the competency for a job is self-confidence, what would be an example of a behavioural indicator? a. volunteer and assume responsibility for the care of a challenging patient b. interpersonal relations c. initiative d. conscientiousness
19. In which approach are judgmental data combined statistically? a. the trait rating approach b. the profile interpretation c. the judgmental composite d. the pure judgment approach
20. How are implicit theories defined? a. They are theories about how certain behaviours, mannerisms, or personality characteristics go together without objective evidence. b. They are theories about how certain behaviours, mannerisms, or personality characteristics go together with objective evidence. c. They are theories about how certain behaviours, mannerisms, or personality characteristics go together with conscious awareness. d. They are theories about how certain behaviours, mannerisms, or personality characteristics differentiate between applicants