Chapter Knowledge Checks – Text Only
Chapter 1: Introduction to Recruitment and Selection
1. What is the primary goal of the recruitment process?
- To generate a large quantity of applicants.
- To attract a pool of qualified candidates.
- To fill job openings as quickly as possible.
- To minimize the cost of hiring.
2. Which of the following is NOT considered an external factor affecting recruitment and selection
- Globalization
- Employee expectations
- Job analysis and design
- Changes to employment law
3. Why is selective hiring critical for organizations?
- It increases the quantity of job applicants.
- It reduces future staff turnovers.
- It allows managers to rely on gut feelings.
- It eliminates the need for job analysis.
4. What is the role of Human Resources Information Systems (HRIS) in HR management?
- To collect and organize people-related data.
- To replace human resource managers with automated systems.
- To evaluate employee performance directly.
- To manage employee benefits and compensation only.
5. Which of the following strategies is recommended for improving recruitment in Indigenous communities in remote Canada?
- Hiring Southern workers who have the required skills.
- Conducting recruitment campaigns without community involvement.
- Offering only technical skills training.
- Excluding non-essential job requirements.
Answers:[1]
Chapter 2: Job Analysis
1. Which of the following is NOT a key contribution of job analysis to human resource functions?
- Developing compensation structures
- Creating job descriptions
- Improving employee motivation
- Supporting legal compliance
2. Which component of a job analysis focuses on the theoretical understanding required for a job?
- Tasks
- Duties
- Knowledge
- Abilities
3. Task-based job analysis is best suited for:
- Roles requiring leadership and strategic thinking
- Jobs with clearly defined duties and measurable actions
- Positions requiring adaptability and creativity
- High-level management positions
4. What is the first step in the job analysis process?
- Determining information needed
- Selecting jobs to study
- Evaluating and verifying data
- Writing the job description
5. Which method of data collection involves observing employees as they perform their job tasks?
- Interviews
- Questionnaires
- Work diaries
- Observation
Answers:[2]
Chapter 3: Legal Considerations
1. What is the primary focus of the Canadian Charter of Rights and Freedoms in the context of employment law?
- Guaranteeing minimum wage standards
- Ensuring freedom of speech in the workplace
- Protecting fundamental rights such as equality and non-discrimination in employment
- Regulating hours of work and overtime policies
2. Which of the following is NOT a designated group under the Employment Equity Act?
- Women
- Indigenous people
- Senior citizens
- Persons with disabilities
3. What is the role of the Canadian Human Rights Commission in relation to the CHRA?
- Setting minimum wage standards
- Handling complaints and mediating disputes regarding discrimination
- Monitoring workplace safety regulations
- Establishing working hours and overtime policies
4. Which law allows organizations to use criteria that might lead to discrimination if they can show it is a business necessity or job-related?
- The Canadian Charter of Rights and Freedoms
- The Canadian Human Rights Act (CHRA)
- The Employment Equity Act
- Bona Fide Occupational Requirement (BFOR)
5. What is the key distinction of indirect discrimination in employment practices?
- It is a blatant and clear form of discrimination.
- It occurs when a neutral policy or practice negatively impacts a protected group.
- It involves discrimination based on job performance.
- It is legally permissible under the Canadian Charter of Rights and Freedoms.
Answers:[3]
Chapter 4: Recruitment
1. What is the primary goal of the recruitment process?
- To increase company profits
- To attract and select qualified job candidates
- To develop training programs for employees
- To manage employee benefits
2. Which recruitment method involves filling job vacancies with current employees?
- External recruitment
- Internal recruitment
- Campus recruiting
- Temporary recruitment
3. What is a key benefit of conducting a trend analysis in HR planning?
- It helps in designing employee benefits packages
- It predicts future staffing needs based on historical data
- It improves employee morale
- It increases the number of job applicants
4. What does a ‘realistic job preview’ aim to provide to prospective employees?
- Only the positive aspects of the job
- A detailed job description and company history
- Both positive aspects and potential challenges of the job
- A summary of the company’s financial performance
5. Which of the following is NOT considered an external recruitment method?
- Job websites
- Social media
- Employee referrals
- Internal job boards
Answers:[4]
Chapter 5: Selection
1. Which step is the first in the selection process as outlined in the chapter?
- Test administration
- Application and résumé review
- Criteria development
- Making the offer
2. Why is effective employee selection important for an organization?
- It reduces the need for training.
- It ensures compliance with labour laws.
- It leads to higher productivity, better performance, and lower turnover.
- It speeds up the hiring process.
3. What does a job analysis help HR managers to develop?
- Selection criteria and job analysis
- Job descriptions and job specifications
- Interview questions and test materials
- Training programs and performance reviews
4. What is meant by ‘person-organization fit’?
- The degree to which a person’s knowledge, skills, abilities, and other characteristics match the job demands.
- The degree to which a person’s personality, values, goals, and other characteristics match those of the organization.
- The compatibility of a person’s work style with their immediate team.
- The alignment of a person’s career goals with the company’s strategic goals.
5. Which of the following is a key principle in the selection process related to cost?
- Conducting interviews first to save on testing costs.
- Screening for easily measurable KSAOs early to save on more expensive assessments later.
- Using personality tests exclusively to save on the cost of cognitive tests.
- Performing background checks before any other step to avoid unnecessary expenses.
Answers:[5]
Chapter 6: Interviewing
1. Which of the following is a key advantage of structured interviews over unstructured interviews?
- They allow for spontaneous and flexible questioning.
- They are more legally defensible and reduce bias.
- They are quicker to administer than unstructured interviews.
- They rely on the interviewer’s intuition and gut feelings.
2. What is the main purpose of situational interview questions?
- To assess a candidate’s past job performance.
- To evaluate a candidate’s technical knowledge.
- To understand how a candidate might handle hypothetical situations.
- To assess a candidate’s educational background.
3. Which of the following types of interviews involves multiple applicants being interviewed at the same time?
- Panel Interview
- Group Interview
- Case Interview
- Technical Interview
4. What should be avoided when designing interview questions?
- Using clear and concise language.
- Asking open-ended questions that require detailed responses.
- Developing questions related to prohibited topics like race or religion.
- Creating job-related problem-solving questions.
5. Why is it important to take detailed notes during an interview?
- To ensure the interview stays within the allocated time.
- To provide a record of the interview process for defending hiring decisions.
- To create a casual atmosphere for the candidate.
- To help the interviewer remember the candidate’s name.
Answers:[6]
Chapter 7: Applicant Screening
1. What is the primary goal of applicant screening?
- To conduct in-depth interviews with all applicants
- To eliminate candidates who do not meet minimum requirements
- To finalize hiring decisions
- To create a large pool of applicants
2. Which of the following is NOT typically considered a minimum requirement (MQ) in applicant screening
- Education level
- Years of experience
- Personal hobbies
- Specific certifications or licenses
3. What is an Applicant Tracking System (ATS) primarily used for?
- Conducting face-to-face interviews
- Automating the initial review of job applications
- Providing job training to new employees
- Creating job postings on social media
4. Which method involves sending reference check requests by email or through specialized AI platforms?
- Phone references
- Online reference checking
- Screening interviews
- Social media screening
5. Why should social media screening be used cautiously in the hiring process?
- It always provides accurate information
- It can introduce biases and may not be job-related
- It is the most reliable screening method
- It is cheaper than other screening methods
Answers:[7]
Chapter 8: Branding Yourself as a Candidate
1. What is the first step in reaching ultimate success and job satisfaction according to the document
- Networking
- Self-discovery
- Building a resume
- Learning new skills
2. Which of the following is NOT listed as a work value in the document?
- Independence
- Achievement
- Recognition
- Flexibility
3. What does the STAR acronym stand for in the context of job interviews?
- Situation, Task, Action, Result
- Situation, Task, Approach, Result
- Strategy, Task, Action, Response
- Skill, Task, Action, Response
4. According to the document, what is the purpose of an elevator pitch?
- To summarize your resume
- To introduce yourself and highlight what you have to offer
- To negotiate salary expectations
- To provide your contact details
5. Which of the following is suggested as a best practice when applying for jobs via email?
- Sending your resume only
- Including a cover letter
- Using informal language
- Attaching references
Answers:[8]
Chapter 9: Testing
1. Which of the following is a key purpose of an aptitude test in the selection process?
- To assess a candidate’s honesty and integrity
- To evaluate a candidate’s natural ability to learn new skills
- To measure a candidate’s knowledge about a specific job
- To determine a candidate’s emotional intelligence
2. Which personality assessment model includes the dimensions of openness, conscientiousness, extraversion, agreeableness, and neuroticism?
- Myers-Briggs Type Indicator (MBTI)
- Wonderlic Personnel Test
- Big Five Personality Traits
- Emotional Intelligence Model
3. What is the primary focus of a job knowledge test?
- Assessing physical capabilities necessary for job requirements
- Measuring an applicant’s honesty and integrity
- Evaluating a candidate’s understanding and knowledge about a specific job
- Determining a candidate’s emotional intelligence
4. What is inter-rater reliability?
- The consistency of test scores over time for the same individuals
- The degree to which test takers perceive a test as appropriate
- The consistency of test results among different raters
- The extent to which a test predicts real-life success
5. Which type of validity ensures that a test measures the concept it claims to assess?
- Content Validity
- Criterion Validity
- Construct Validity
- Face Validity
Answers:[9]
Chapter 10: Decision Making
1. What is “satisficing” in the context of hiring decisions?
- Choosing the best possible candidate after an extensive search
- Selecting the first applicant who meets the minimum qualifications
- Firing employees who do not meet performance standards
- Using only statistical data to make hiring decisions
2. Which bias occurs when an interviewer rates all candidates as average to avoid using extreme points
- Leniency bias
- Halo effect
- Central tendency
- Contrast bias
3. What is a common method used by HR managers to combine statistical and judgmental data in decision-making?
- Pure statistical approach
- Pure judgmental approach
- Judgmental composite approach
- Intuitive approach
4. Which decision-making model requires that a candidate receives a minimum score on all selection criteria to be considered?
- Compensatory model
- Multiple cutoff model
- Multiple hurdle model
- Pure statistical approach
5. How can unconscious biases in the hiring process be greatly reduced according to the document?
- By eliminating interviews
- Through interviewer training and raising awareness of biases
- By using only resumes for candidate evaluation
- By setting very high cutoff scores
Answers:[10]
- 1. B, 2. C, 3. B, 4. A, 5. D ↵
- 1. C, 2. C, 3. B, 4. B, 5. D ↵
- 1. C, 2. C, 3. B, 4. D, 5. B ↵
- 1. B, 2. B, 3. B, 4. C, 5. D ↵
- 1. C, 2. C, 3. B, 4. B, 5. B ↵
- 1. B, 2. C, 3. B, 4. C, 5. B ↵
- 1. B, 2. C, 3. B, 4. B, 5. B ↵
- 1. B, 2. D, 3. A, 4. B, 5. B ↵
- 1. B, 2. C, 3. C, 4. C, 5. C ↵
- 1. B, 2. C, 3. C, 4. B, 5. B ↵