Chapter Knowledge Checks – Text Only

Chapter 1: Introduction to Recruitment and Selection

1. What is the primary goal of the recruitment process?

1. To generate a large quantity of applicants.
2. To attract a pool of qualified candidates.
3. To fill job openings as quickly as possible.
4. To minimize the cost of hiring.

2. Which of the following is NOT considered an external factor affecting recruitment and selection

1. Globalization
2. Employee expectations
3. Job analysis and design
4. Changes to employment law

3. Why is selective hiring critical for organizations?

1. It increases the quantity of job applicants.
2. It reduces future staff turnovers.
3. It allows managers to rely on gut feelings.
4. It eliminates the need for job analysis.

4. What is the role of Human Resources Information Systems (HRIS) in HR management?

1. To collect and organize people-related data.
2. To replace human resource managers with automated systems.
3. To evaluate employee performance directly.
4. To manage employee benefits and compensation only.

5. Which of the following strategies is recommended for improving recruitment in Indigenous communities in remote Canada?

1. Hiring Southern workers who have the required skills.
2. Conducting recruitment campaigns without community involvement.
3. Offering only technical skills training.
4. 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?

1. Developing compensation structures
2. Creating job descriptions
3. Improving employee motivation
4. Supporting legal compliance

2. Which component of a job analysis focuses on the theoretical understanding required for a job?

1. Tasks
2. Duties
3. Knowledge
4. Abilities

3. Task-based job analysis is best suited for:

1. Roles requiring leadership and strategic thinking
2. Jobs with clearly defined duties and measurable actions
3. Positions requiring adaptability and creativity
4. High-level management positions

4. What is the first step in the job analysis process?

1. Determining information needed
2. Selecting jobs to study
3. Evaluating and verifying data
4. Writing the job description

5. Which method of data collection involves observing employees as they perform their job tasks?

1. Interviews
2. Questionnaires
3. Work diaries
4. 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?

1. Guaranteeing minimum wage standards
2. Ensuring freedom of speech in the workplace
3. Protecting fundamental rights such as equality and non-discrimination in employment
4. Regulating hours of work and overtime policies

2. Which of the following is NOT a designated group under the Employment Equity Act?

1. Women
2. Indigenous people
3. Senior citizens
4. Persons with disabilities

3. What is the role of the Canadian Human Rights Commission in relation to the CHRA?

1. Setting minimum wage standards
2. Handling complaints and mediating disputes regarding discrimination
3. Monitoring workplace safety regulations
4. 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?

1. The Canadian Charter of Rights and Freedoms
2. The Canadian Human Rights Act (CHRA)
3. The Employment Equity Act
4. Bona Fide Occupational Requirement (BFOR)

5. What is the key distinction of indirect discrimination in employment practices?

1. It is a blatant and clear form of discrimination.
2. It occurs when a neutral policy or practice negatively impacts a protected group.
3. It involves discrimination based on job performance.
4. 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?

1. To increase company profits
2. To attract and select qualified job candidates
3. To develop training programs for employees
4. To manage employee benefits

2. Which recruitment method involves filling job vacancies with current employees?

1. External recruitment
2. Internal recruitment
3. Campus recruiting
4. Temporary recruitment

3. What is a key benefit of conducting a trend analysis in HR planning?

1. It helps in designing employee benefits packages
2. It predicts future staffing needs based on historical data
3. It improves employee morale
4. It increases the number of job applicants

4. What does a ‘realistic job preview’ aim to provide to prospective employees?

1. Only the positive aspects of the job
2. A detailed job description and company history
3. Both positive aspects and potential challenges of the job
4. A summary of the company’s financial performance

5. Which of the following is NOT considered an external recruitment method?

1. Job websites
2. Social media
3. Employee referrals
4. Internal job boards

Answers:^[4]

Chapter 5: Selection

1. Which step is the first in the selection process as outlined in the chapter?

1. Test administration
2. Application and résumé review
3. Criteria development
4. Making the offer

2. Why is effective employee selection important for an organization?

1. It reduces the need for training.
2. It ensures compliance with labour laws.
3. It leads to higher productivity, better performance, and lower turnover.
4. It speeds up the hiring process.

3. What does a job analysis help HR managers to develop?

1. Selection criteria and job analysis
2. Job descriptions and job specifications
3. Interview questions and test materials
4. Training programs and performance reviews

4. What is meant by ‘person-organization fit’?

1. The degree to which a person’s knowledge, skills, abilities, and other characteristics match the job demands.
2. The degree to which a person’s personality, values, goals, and other characteristics match those of the organization.
3. The compatibility of a person’s work style with their immediate team.
4. 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?

1. Conducting interviews first to save on testing costs.
2. Screening for easily measurable KSAOs early to save on more expensive assessments later.
3. Using personality tests exclusively to save on the cost of cognitive tests.
4. 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?

1. They allow for spontaneous and flexible questioning.
2. They are more legally defensible and reduce bias.
3. They are quicker to administer than unstructured interviews.
4. They rely on the interviewer’s intuition and gut feelings.

2. What is the main purpose of situational interview questions?

1. To assess a candidate’s past job performance.
2. To evaluate a candidate’s technical knowledge.
3. To understand how a candidate might handle hypothetical situations.
4. To assess a candidate’s educational background.

3. Which of the following types of interviews involves multiple applicants being interviewed at the same time?

1. Panel Interview
2. Group Interview
3. Case Interview
4. Technical Interview

4. What should be avoided when designing interview questions?

1. Using clear and concise language.
2. Asking open-ended questions that require detailed responses.
3. Developing questions related to prohibited topics like race or religion.
4. Creating job-related problem-solving questions.

5. Why is it important to take detailed notes during an interview?

1. To ensure the interview stays within the allocated time.
2. To provide a record of the interview process for defending hiring decisions.
3. To create a casual atmosphere for the candidate.
4. To help the interviewer remember the candidate’s name.

Answers:^[6]

Chapter 7: Applicant Screening

1. What is the primary goal of applicant screening?

1. To conduct in-depth interviews with all applicants
2. To eliminate candidates who do not meet minimum requirements
3. To finalize hiring decisions
4. To create a large pool of applicants

2. Which of the following is NOT typically considered a minimum requirement (MQ) in applicant screening

1. Education level
2. Years of experience
3. Personal hobbies
4. Specific certifications or licenses

3. What is an Applicant Tracking System (ATS) primarily used for?

1. Conducting face-to-face interviews
2. Automating the initial review of job applications
3. Providing job training to new employees
4. Creating job postings on social media

4. Which method involves sending reference check requests by email or through specialized AI platforms?

1. Phone references
2. Online reference checking
3. Screening interviews
4. Social media screening

5. Why should social media screening be used cautiously in the hiring process?

1. It always provides accurate information
2. It can introduce biases and may not be job-related
3. It is the most reliable screening method
4. 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

1. Networking
2. Self-discovery
3. Building a resume
4. Learning new skills

2. Which of the following is NOT listed as a work value in the document?

1. Independence
2. Achievement
3. Recognition
4. Flexibility

3. What does the STAR acronym stand for in the context of job interviews?

1. Situation, Task, Action, Result
2. Situation, Task, Approach, Result
3. Strategy, Task, Action, Response
4. Skill, Task, Action, Response

4. According to the document, what is the purpose of an elevator pitch?

1. To summarize your resume
2. To introduce yourself and highlight what you have to offer
3. To negotiate salary expectations
4. To provide your contact details

5. Which of the following is suggested as a best practice when applying for jobs via email?

1. Sending your resume only
2. Including a cover letter
3. Using informal language
4. Attaching references

Answers:^[8]

Chapter 9: Testing

1. Which of the following is a key purpose of an aptitude test in the selection process?

1. To assess a candidate’s honesty and integrity
2. To evaluate a candidate’s natural ability to learn new skills
3. To measure a candidate’s knowledge about a specific job
4. To determine a candidate’s emotional intelligence

2. Which personality assessment model includes the dimensions of openness, conscientiousness, extraversion, agreeableness, and neuroticism?

1. Myers-Briggs Type Indicator (MBTI)
2. Wonderlic Personnel Test
3. Big Five Personality Traits
4. Emotional Intelligence Model

3. What is the primary focus of a job knowledge test?

1. Assessing physical capabilities necessary for job requirements
2. Measuring an applicant’s honesty and integrity
3. Evaluating a candidate’s understanding and knowledge about a specific job
4. Determining a candidate’s emotional intelligence

4. What is inter-rater reliability?

1. The consistency of test scores over time for the same individuals
2. The degree to which test takers perceive a test as appropriate
3. The consistency of test results among different raters
4. 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?

1. Content Validity
2. Criterion Validity
3. Construct Validity
4. Face Validity

Answers:^[9]

Chapter 10: Decision Making

1. What is “satisficing” in the context of hiring decisions?

1. Choosing the best possible candidate after an extensive search
2. Selecting the first applicant who meets the minimum qualifications
3. Firing employees who do not meet performance standards
4. 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

1. Leniency bias
2. Halo effect
3. Central tendency
4. Contrast bias

3. What is a common method used by HR managers to combine statistical and judgmental data in decision-making?

1. Pure statistical approach
2. Pure judgmental approach
3. Judgmental composite approach
4. Intuitive approach

4. Which decision-making model requires that a candidate receives a minimum score on all selection criteria to be considered?

1. Compensatory model
2. Multiple cutoff model
3. Multiple hurdle model
4. Pure statistical approach

5. How can unconscious biases in the hiring process be greatly reduced according to the document?

1. By eliminating interviews
2. Through interviewer training and raising awareness of biases
3. By using only resumes for candidate evaluation
4. By setting very high cutoff scores

Answers:^[10]