Chapter 7 : Employee Selection
Multiple Choice Questions
1.Selecting and retaining key human resources has increased in importance due to all b
of the following except:Fac
M
(a)increased international competition
(b)high unemployment levels
(c)industry restructuring
(d)corporate mergers
2.Selection criteria should:c
Und
(a)not be complicatedH
(b)correspond closely to how a job is performed now
(c)be consistent with the organisation’s strategic direction and culture
(d)reflect the standard of applicants from which a choice is to be made
3.The process of choosing from a group of applicants those individuals best suited for d
a particular position is:Fac
L
(a)decision-making
(b)recruiting
(c)manpower planning
(d)selection
4.When an organisation develops its selection policy, which of the following factors isa
not considered:App
H
(a)the financial costs of filling a vacancy
(b)quality of people required
(c)selection techniques to be used
(d)role of management in final hiring decision
5.Criteria that is used to distinguish successful from unsuccessful job performance is c
required to be:Und
M
(a)clearly communicated to all employees
(b)vague and subjective
(c)reliable and valid
(d)flexible and situational
6.Validity in relation to selection refers to:b
Fac
(a)the value of the position to the organisationL
(b)the extent to which something measures what it claims to measure
(c)the extent to which a measure is consistent and dependable
(d)how badly an applicant wants to acquire a particular position
7.The identification of criteria necessary for the successful performance of a job are d
derived from:Fac
M
(a)a skills inventory
(b)a job specification document
(c)the human resource plan
(d)a job description document
8.The two approaches that HR managers use to determine the validity of criteria are:b
Fac
(a)past performance and future strategiesM
(b)concurrent validity and predictive validity
(c)subjective observation and behavioural patterns
(d)performance validity and result validity
9.If a performance predictor lacks reliability an organisation could find that the c
applicant chosen for a position:App
H
(a)is totally unable to perform the tasks required
(b)is unaware of the necessary tasks to be performed on the job
(c)may perform well one time and poorly the next
(d)does not have a personality that fits in well with the culture of the organisation
10.Test/retest, split halves, and parallel forms are all methods for measuring:d
Fac
(a)employee abilityH
(b)employee/organisation compatibility
(c)employee personality
(d)predictor reliability
11.The most correct order of the steps in the selection process is:a
Fac
(a)job analysis; recruitment; interview; placement on the jobM
(b)placement on the job; background investigation; medical examination
(c)preliminary interview; background investigation; interview
(d)preliminary screening by HRM department; application form; placement on the job
12.When using telephone screening to determine if candidates satisfy minimum b
requirements the questions asked should be:Und
M
(a)related to formal qualifications only
(b)related to issues critical to job requirements and prepared beforehand
(c)varied according to the age and sex of the applicant
(d)open-ended and enquire about previous positions held
13.Which of the following is not one of the steps followed in the selection process:c
Fac
(a)application formL
(b)tests
(c)investigation of social activities
(d)placement on the job
14.Attempts to identify the relationship between an application form item and job d
performance measures make use of a:Und
M
(a)numbered application form
(b)personality test
(c)performance review form
(d)weighted application form
15.Which of the following statements about application forms is correct in terms of b
EEO requirements:Und
M
(a)inquiries indicating national or ethnic origin may be made
(b)inquiries into family circumstances, relationships, spouse’s situation, family planning or any related circumstances are not acceptable
(c)applicants may be asked to list all the clubs and organisations to which they belong
(d)information about relatives including names, addresses and relationships may be required of the applicant
16.What information should not be requested on an application form:a
Und
(a)criminal records and/or traffic convictionsM
(b)understanding of the organisation and its strategy
(c)present working relationship with colleagues
(d)residency status
17.If an organisation was considering using some form of test as part of the selection c
process the choice would depend on:App
H
(a)cost, ability of HR manager to administer test, candidate personality
(b)management commitment, time available, type of position
(c)company policy, type of job applied for, cost of test
(d)qualifications of candidate, business strategy, HR manager’s perception of the test’s usefulness
18.Selection tests include all of the following except:d
Fac
(a)aptitude testsL
(b)intelligence tests
(c)personality tests
(d)performance tests
19.Tests which are designed to measure the special abilities required in a specific job c
are:Fac
L
(a)interest tests
(b)intelligence tests
(c)aptitude tests
(d)employment tests
20.The first step in using any form of selection test is:b
App
(a)ensuring the tests are administered by qualified personnel and that the results M
are treated as strictly confidential
(b)analyse the job thoroughly to determine the precise requirements needed to successfully perform the job
(c)review the types of tests available that measure the ‘critical factors’ for successful job performance
(d)ensure that all applicants are advised of the results and properly counselled
21.Personality tests are the most difficult tests to evaluate and use in employee a
selection because:App
H
(a)the concept of personality itself is hazy and the relationship between performance on the job and personality is often vague or non-existent
(b)they are designed to measure basic aspects of an applicant’s personality, such as degree of introversion/extroversion, emotional stability and motivation
(c)answers are impossible to fabricate
(d)both (b) and (c)
22.Some personality tests have limited value in employee selection and:d
Fac
(a)are culturally biasedM
(b)are easy to develop and administer
(c)make it difficult for the applicant to fabricate answers easily
(d)are difficult to justify to EEO authorities
23.If done properly selection tests can:b
Und
(a)increase management controlM
(b)help managers make decisions about optimal job/person fit
(c)promote workforce diversity
(d)make the selection of job applicants more risky
24.Before using any form of selection test the organisation should consider all of the a
following except:Und
M
(a)staff attitudes
(b)legal liability
(c)job-relatedness
(d)equal opportunity
25.The most widely used selection technique is the:b
Fac
(a)aptitude testL
(b)employment interview
(c)assessment centre
(d)personality test
26.Using a structured interview:b
Und
(a)ensures that the interviewee feels that their application is taken seriouslyH
(b)ensures that all relevant information on the candidate is systematically covered
(c)allows the interviewer to focus on specific issues that are crucial to the applicant’s ability to perform the job
(d)ensures that all members of the interview panel have some input into the selection decision
27.The most correct statement regarding selection interviews is:c
Und
(a)The employment interview is infrequently used as a selection technique.H
(b)Research indicates that the use of an unstructured interview yields more accurate results than a structured approach.
(c)Research suggests that behavioural interviews have much greater validity than unstructured interviews.
(d)Set general objectives for the interview and go over the questions on the application form.
28.To select the right person for a job it is essential that the HR manager and line d
manager:Und
M
(a)like the job applicant
(b)have read the application form
(c)ask the right questions in the interview
(d)know the requirements of the position to be filled
29.The purpose of the employment interview is:a
Und
(a)to give and get information that will help the interviewer make a decision about M
the applicant’s suitability
(b)to clarify and check the accuracy of information provided in the application form
(c)to determine whether the candidate has the character and personality to work well with existing employees
(d)to ensure that the organisation is adhering to regulations relating to EEO legislation
30.It is important to review an applicant’s written application to determine:b
Und
(a)the honesty of the applicantM
(b)if additional information is needed
(c)whether the applicant’s writing skills are adequate
(d)the age and nationality of the applicant
31.Research shows that interviewers make a judgement about an applicant:c
Fac
(a)when reading the written applicationH
(b)after the interview has concluded
(c)in the first 3 to 5 minutes of the interview
(d)based on their ability to communicate
32.The most correct statement about research and the employment interview is:a
Und
(a)interviewers develop their own stereotypes of a good applicant and select those H
who match the stereotype
(b)favourable information outweighs unfavourable information
(c)interviewers are more likely to change their initial opinion of an applicant from negative to positive than from positive to negative
(d)applicants who demonstrate greater eye contact, head moving, smiling and other similar non-verbal behaviour receive lower evaluations
33.Conducting a successful interview involves all of the following except:d
Fac
(a)knowing the jobM
(b)explaining the job
(c)encouraging the applicant to talk
(d)assessing the appearance of candidates
34.To encourage an applicant to do most of the talking the interviewer should:b
Und
(a)avoid asking direct questionsM
(b)avoid asking questions that simply require a yes/no answer
(c)monopolise the conversation
(d)not ask many questions
35.A new employee may be dissatisfied with their job if:c
Und
(a)the tasks are too complex and variedM
(b)they are unable to fit in easily
(c)they were not given accurate information about the job and the employment conditions
(d)their colleagues are helpful during their settling-in period
36.An applicant who is clearly not suitable for a position:a
Und
(a)should be told tactfully at the close of the interviewM
(b)should be notified at the conclusion of the interview process
(c)should be forgotten about
(d)should receive a letter detailing the reasons why they were unsuccessful two weeks after their interview
37.An accurate record of interview should be kept because:b
Und
(a)they help to remind the interviewer why certain decisions were madeM
(b)they can help to prove that the selection decision was not discriminatory
(c)human resources/personnel need to have copies on file for audit purposes
(d)they can be used to monitor the effectiveness of recruitment and selection processes
38.An applicant’s references should be checked:d
App
(a)as soon as the application has been receivedL
(b)immediately prior to the interview
(c)after a job offer has been accepted
(d)after the interview is over, and before making a final decision
39.The validity of reference checks is most accurate when:d
Fac
(a)the reference is obtained from an immediate superiorM
(b)references are provided by close friends and family
(c)the referee is well acquainted with the applicant’s work
(d)both (a) and (c)
40.When asked to provide a reference which of the following is not recommended:a
App
(a)responding to telephone requestsM
(b)sticking to the facts - providing only information that can be substantiated
(c)direct all reference inquiries to the HR department
(d)ask the enquiring organisation to have the applicant verify that a reference is to be given
41.When interviewing an applicant who is blind, it is good etiquette to:c
App
(a)make friends with the guide dog, if they have oneM
(b)let them find their own way about
(c)identify yourself and others present immediately
(d)avoid using words or phrases that might be awkward or embarrassing to the applicant
42.By examining labour turnover figures and performance appraisal assessments the b
HR manager can:App
M
(a)determine future staffing needs
(b)evaluate the success of the interviewing technique
(c)estimate the performance standard of employees
(d)identify promotional potential of employees
43.The pre-employment medical gathers information that is useful in all of the d
following except:Und
M
(a)ensuring that people are not assigned to jobs for which they are physically unsuited
(b)determining the applicant’s eligibility for group life, health and disability insurance
(c)safeguarding the health of present employees through the detection of contagious diseases
(d)protecting workers from workplace accidents and injuries
44.Biographical information blanks are used to:b
Und
(a)collect relevant personal data for the personnel filesH
(b)compare the responses given by applicants with those given by high-performing employees
(c)ensure an increase of workforce diversity
(d)check the accuracy of data collected during the interview
45.A disadvantage of panel interviews is:c
Und
(a)a more thorough questioning of the applicant is likelyM
(b)more thorough preparation of the interview is undertaken by panel members
(c)the experience can be quite stressful for the interviewee
(d)it can overcome any idiosyncratic biases that individual interviewers might have
46.Which of the following is not a recognised form of employment interview:a
Fac
(a)peer interviewL
(b)panel interview
(c)group interview
(d)computer interview
47.An advantage of video interviewing is:d
Fac
(a)an applicant may be reluctant to take part in a video interviewM
(b)it often limits the amount of feedback candidates receive
(c)candidates complain about the lack of the human element
(d)it can save time and money if interviewing candidates from interstate or overseas
48.The technique that uses interviews, tests, simulations, games, and observations to b
evaluate an individual’s potential is known as:Fac
L
(a)performance reviews
(b)assessment centres
(c)computer exercises
(d)task assignments
49.Which of the following is not used during the selection process:a
Fac
(a)peer appraisalL
(b)graphology
(c)the polygraph
(d)assessment centres
50.The approach to selection that uses a series of steps, and eliminates candidates who c
fail a step is the:Fac
M
(a)step by step approach
(b)the collective step approach
(c)the successive hurdles approach
(d)the contemporary behavioural approach
True/False Questions
1.Attempts to align an organisation’s employee selection strategy with its business F
strategy serve no useful purpose as it does not contribute to organisational Und
performance.M
2.Poor selection decisions can result in increased training time, labour turnover, T
absenteeism, job dissatisfaction, accidents, industrial unrest and poor performance.Und
M
3.Criteria used to make selection decisions must be valid, and job-related.T
Fac
M
4.Predictive validity involves identifying a criterion predictor and giving it to a group F
of existing employees and correlating their scores with their job performance.Fac
H
5.An organisation’s selection process is influenced by the company size, type of T
industry, geographic location, the state of the labour market, and the type and level Und
of the position to be filled.M
6.It is important to give an applicant a favourable impression of the organisation T
during initial contact.Fac
L
7.EEO requirements do not affect the questions included on an application form, but F
do identify questions that should not be asked during an interview.Und
M
8.If you were conducting interviews for the position of clerical assistant you would F
carry out a background check of each applicant prior to the interviews.App
M
9.Under no circumstances can an applicant be asked for their religious affiliations.F
Und
M
10.Employment tests tend to be accurate and objective predictors of skills needed on T
the job.Fac
L
11.Intelligence tests are generally good indicators of a candidate’s ability to learn T
quickly those jobs that involve conceptual thinking and problem solving.Und
M
12.Research has shown that Australian managers prefer unstructured or minimally T
structured interviews which allow interviewers considerable freedom to conduct Fac
interviews as they wish.H
13.It is not necessary for the interviewer to have a good knowledge of the job and the F
skills needed to perform it adequately.Fac
L
14.Before conducting an employment interview the HR manager should establish what T
information they wish to get and what topics they wish to cover.Und
M
15.Snap decisions are rarely made during the interview process.F
Fac
L
16.The body language of an applicant is not relevant in a selection interview.F
Und
M
17.During the selection process the applicant is also making a decision about whether T
or not they want to work for that organisation.Und
M
18.Academic and professional qualifications should be checked for authenticity.T
Fac
L
19.Companies that conduct compulsory drug tests could face legal action.T
Und
M
20.A biographical information blank is used to collect information relating to an F
applicant’s ambitions and career goals.Und
M
21.Organisations that use group interviews place emphasis on a candidate’s personality,T
attitudes, social, influencing, communication and intellectual skills.App
H
22.Assessment centres are more useful for measuring an applicant’s social interaction F
than their strengths and weaknesses in relation to specific job tasks.Und
M
23.Graphology is the practice of studying handwriting for the purpose of measuring T
personality.Fac
L
24.The selection decision is always the responsibility of the CEO.F
Fac
L
25.Employee satisfaction and organisational effectiveness can only be ensured if jobs T
and people are matched correctly.Und
M
Essay Questions
1.Critically discuss the advantages and disadvantages of the interview as a selection tool.
2.Identify and explain the different tests that might be used in the selection process, and provide examples for the type of position which they would be most suitable for.
3.Critically discuss how the information gathered during the job analysis can be used in the selection process to improve the chances of making a correct decision.
4.Providing an applicant with accurate information about key aspects of a job is essential. Examine the impact on the employee and the organisation if accurate and realistic information is not provided.