HRM - Chapter 8

If an organization decides that it wants to hire permanent employees, the first critical question that it needs to address is:

• projecting the number of positions that need to be filled.

• whether to recruit internally or externally.

• how to update the job descriptions for the jobs that need to be filled

• determining the size of the budget for the recruiting process.

The advantages of internal recruiting methods include:

• fresh ideas and perspectives

• expansion of the knowledge base

• less training/socialization time

• All of these are correct.

The disadvantage of external recruiting methods include:

• candidates are unknown entities.

• it can be detriental to internal hires.

• it can be expensive.

• all of these are correct.

One caveat regarding the use of recruiting pyramids is that:

• managers and employees have trouble understanding how to use them.

• they lead to inaccurate forecasts so they can be misleading.

• they are extremely difficult to design.

• they may need to be adjusted if labor market conditions change dramatically.

The main reason why employers use the Internet for recruiting is to attract:

• qualified job candidates.

• active job candidates.

• non-traditional job candidates.

• passive job candidates.

The interview process for evaluating job candidates for a leadership development program only asks questions about each candidate's analytical ability. This is an example of which type of error in assessment?

• Contamination

• Stereotyping

• Bias

• Deficiency

If an employer wants to demonstrate the usefulness of a selection test/method, it should focus on showing that the test/method possesses:

• reliability

• criterion-related validity

• content validity

• accuracy

The first step in using behavioral interviewing is to:

• determine the most important behavioral characteristics associated with performance of the job.

• conduct a job analysis .

• train the interviewer on behavioral interviewing.

• examine existing interview questions for the job.

The most useful types of selection tests are generally considered to be:

• personality tests

• work sample and trainability tests

• reference checks

• unstructured interviews

The dimension of the Big Five Personality test that is associated with the characteristics of being intellectual, imaginative, curious, and original is:

• Intellectual openness

• Emotional stability

• Agreeableness

• Socialability