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WorksheetsEMPLOYEE TESTING AND SELECTION HRM
Total questions: 73
Worksheet time: 2hrs 26mins
Definition of Employee Selection
Gather all the workers in the firm and select the talented ones to do the required tasks
Personnel Selection is the process of actively seeking out, finding and hiring candidates for a specific position or job
Personnel Selection is choosing the best and right candidate for a company
Personnel Selection is also a process through which organisations make decisions about who WILL BE ALLOWED to join the organisation
True
False
Both answers are correct
Why is Employee Selection important?
It will determine the quality of a company’s new hires and can have an impact both on daily operations and company's long-term success
It will determine the quality of a company’s new hires and can have an impact both on daily operations and company's myopic-term success
It will determine the quality of a company’s new hires and can have an impact on yearly operations and staff morale
Employees are the assets of an organization. Thus, selecting the right employee means employees will be able to meet their key performance indicators (KPIs) and be able to achieve a firm's objectives
True
False
Both answers are correct
5 steps of personnel selection consists of:
Interviewing, screening, testing & review, background checks and making a selection
Recruiting, interviewing, testing & review, background checks and making a selection
Screening, testing & review, interviewing, background checks and making a selection
Screening Applications Forms and Resumes
This is the 1st step of the selection process
This is the 2nd step of the selection process
This is the 3rd step of the selection process
Applications forms and resumes are part of which process of personnel selection?
Interviewing candidates
Background checks
Screening of candidates
Interviewing candidates can be:
Nondirective, structured and situational
Directive, structured and situational
Random, semi-structured and situational
References & background check of candidates:
Is a normal SOP that all companies must do. It is in their budget
Is performed to look up criminal, commercial, and financial records of a candidate. Whereas, a reference check is to go through facebook or instagram of the candidate
Is performed to look up criminal, commercial, and financial records of a candidate. Whereas, a reference check looks to find the perfect employee fit, and protect your company from a bad hire
Googling & Facebooking
Is allowed in reference checking of a candidate
Is not allowed in reference checking of a candidate under Singapore's PDPA law
It depends on the job itself
The main legal reason for performing a background check of all applicants is to:
to comply with the Immigration and Naturalization Act.
to avoid resume fraud.
to prevent discrimination against protected classes.
to protect the organization against negligent hiring.
The process of choosing individuals with correct qualifications to fill jobs in an organization is called
job matching
recruitment
selection
attrition
The primary purpose of selection is ____________.
orientation
recuitment
staffing
placement
Lack of "fit" between a person and a job is most likely to result from
improper employee training.
mistakes in evaluating the person's KSAs.
negligence of exit interviews.
a lack of positive company "brand" that attracts qualified applicants.
Mark is unhappy with his new job as a first line supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This is an an example of:
a realistic job preview.
burnout.
negligent hiring.
a poor job fit.
Ability, intelligence, and conscientiousness are all examples of
elements of job performance.
selection criteria.
predictors of selection criteria.
soft skills.
Measurable or visible indicators of selection criteria are called
reliable estimators.
predictors.
realistic job previews.
validators.
Which approach is used for combining predictors, with a minimum cutoff on each predictor, and a minimum level must be "passed?"
matching
multiple hurdles
compensatory
universal predictor
For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all of the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of
the compensatory approach to selection.
poor person/environment fit..
discrimination under the ADA.
the multiple hurdles approach of combining predictors.
Kevin, a recent college graduate, applied for a job with a firm that provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as
stress tests.
cognitive ability tests.
work sample tests.
psychomotor ability tests.
The purpose of a(n) _____________ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.
personality test
application form.
selection interview.
polygraph.
Which of the following is true of all structured interviews?
All candidates meet with the same interviewer.
A set of standardized questions are asked of all job applicants.
Each candidate appears before a pane; of interviewers.
Questions are designed to address the "Big Five" personality traits.
The great advantage of structured selection interviews over unstructured interviews is the
naturalness and ability to set the candidate at ease.
effectiveness at organizational branding.
consistency in the evaluation of candidates.
improvisational approach to gathering information about candidates.
Which type of interview is considered more reliable and valid?
structured
sequential
nondirective
stress
Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first 15 minutes of the job interview relating details aout his education and work experience to the interviewer. What type of interview is this?
behavioral
competency
biographical
nondirective
In her interview for a position as a server in a luxury hotel restaurant, Megan was asked, "What would you do if one of the customers started slurring her words and began making racial jokes that other customers in the restaurant could hear?" Such types of questions are typically asked in which type of interview?
behavioral
nondirective
situational
biographical
Gisela has just finished her interview with the managing editor of a large city newspaper. She is shaken and upsent because the editor talked about her educational background in an insulting tone. He also pressured her to answer confusing questions without allowing her time to collect her thoughts. Given this scenario, Gisela most likely attended which type of interview?
behavioral
situational
biographical
stress
A school district hired a school bus driver without conducting a multi-state criminal background check; a background check was conducted, but only in the state in which the school was located. Subsequently, the school bus driver was convicted of kidnapping one of the children who traveled in his bus. The prosecution in the case revealed that the driver had been convicted ten years ago for a similar case in another state. The school district is guilty of
falsifying information.
stereotyping.
compensatory hiring.
negligent hiring.
Angelo is a bus driver for a tour bus company for the last 15 years and has an excellent driving record. Last year, Angelo was on medical leave for 8 weeks due to a back injury that has left him in chronic pain. He has returned to work. If Angelo has an accident while driving one of the tour buses because of the effects of his prescription pain medication and if passengers are injured, the company might be liable for:
negligent retention.
negligent hiring.
criminal negligence.
failure to conduct a background check.
TRUE OR FALSE: Hard skills include interpersonal, human behavior, and leadership skills.
True
False
Employee of the Month
The person is already known to the organisation and so there is less risk of appointing a poor candidate.
It is a cheaper methods as the costs of advertising in newspapers can be avoided.
The opportunity to gain promotion within an organisation can motivate employees
There is a wider pool of candidates to select from and therefore a better opportunity to select the very best candidate for a vacancy
New staff appointed will bring into the company additional skills and ideas which will help the business grow.
No need to run an induction course which can save training costs.
It allows the vacancy to be filled much more quickly than the alternative method.
Employment Agencies
Internet
Prepare a job description.
Carry out a job analysis.
Create a person specification.
Decide whether to advertise internally or externally.
Issue application forms and/or request CVs.
Create a short leet from application forms.
Compare application forms with the the person specification to reject unsuitable candidates.
Identify that the vacancy exists.
Carry out one-to-one or panel interviews
Conduct suitable testing to narrow down number of suitable candidates
Run an assessment centre for applicants who meet minimum criteria
Request and review references for short-listed candidates
First offer position to successful candidate and then, if they accept, contact unsuccessful candidates by email or letter.
Duties, task and responsibilities of vacant position
Pay and holiday entitlement of vacant position
Working hours and location
Experience sought from ideal candidate
Minimum qualifications required to apply for the job
Essential and desirable skills required
Questions for all candidates to answer in a set order
Comments on the suitability of the person applying for the vacancy from their current or previous employer
It is desirable that the successful applicant can work on their own initiative
Ability to accurately key in data is essential
The post will require interaction with customers and to deal with their complaints to full satisfaction
Measures how good the applicant is at a particular skills e.g. typing
Designed to measure the intellectual, personality, character and attitudes of an applicant
