MULTIPLE CHOICE. Choose the one alternative that best completes the : 1404297
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Which of the following are considered to be "hidden" costs of a poor selection process?
A) Customer alienation and internal disorganization when an unsuccessful employee is terminated.
B) The cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated.
C) The cost of beginning the selection process over again when an unsuccessful employee is terminated.
D) Strategic objectives will not be met.
E) customer alienation
2) Renu is the human resources professional at a telecommunications company who is tasked with ensuring that the firm's selection process adheres with the firm's employment equity plan mandated by legislation. Which of the following must she ensure?
A) Written authorization is obtained for reference checking.
B) The process does not have an adverse effect on women or members of certain religious groups.
C) The process does not have an adverse effect on women or persons with disabilities.
D) The process does not have an adverse effect on women, persons with disabilities, aboriginal's persons or visible minorities.
E) No employees with unsuitable backgrounds are hired.
3) Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information she has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?
A) carefully scrutinizing application forms and checking references
B) ensuring selection criteria are based on job specifications
C) adequately assessing the applicant's ability to meet performance standards
D) ensuring selection criteria are based on job descriptions
E) obtaining consent to check references
4) A selection ratio of 1:3 generally means the following:
A) there are a limited number of applicants from which to select.
B) there are many applicants from which to select.
C) there are low quality recruits but many applicants from which to select.
D) there are a limited number of applicants from which to select and likely low quality recruits.
E) there are high quality recruits and many applicants from which to select.
5) The multiple hurdle strategy is an approach to selection involving a(n):
A) selection of instruments for selection purposes.
B) reliability and validity analysis.
C) series of successive steps or hurdles.
D) series of interviews.
E) none of the above.
6) Girish is the owner of a software development firm with 60 employees. He wishes to implement a formal testing program which measures work related traits and behaviours. Which of the following do you recommend he implement?
A) the Wonderlic Personnel Text
B) panel interviews
C) There is no such tool.
D) a computerized testing program
E) The Predictive Index
7) Which is true of the interview question: "How would you handle an angry customer?"
A) It tests intellectual capacity.
B) It is a situational question.
C) It is a situational question which tests knowledge and experience.
D) It tests knowledge and experience.
E) It is an example of behavioural interviewing.
8) Selection is a strategic activity in that the ideal individual will possess the:
A) required skills, and fit the organizational culture.
B) ability to fit with the strategic direction of the organization.
C) required skills, technical ability and knowledge.
D) required KSAs, with the right experience.
E) required KSAs, perform well, and fit the organizational culture.
9) Strategic selection is important for the following reasons:
A) the costs involved, impact on performance, and legal implications.
B) the budget required and legal implications.
C) the time and costs involved.
D) ethical reasons.
E) the employment equity plan.
10) Employers are increasingly being held liable for damages stemming from their:
A) discriminatory practices in the selection process.
B) "negligent hiring" of workers who subsequently commit criminal acts on the job.
C) use of unreliable selection tests.
D) failure to abide by employment equity legislative requirements.
E) use of invalid selection tests.