Test Bank For Recruitment and Selection in Canada 8th Edition Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin and Monica Belcourt | All Chapters | Complete Latest Guide.

Test Bank For Recruitment and Selection in Canada 8th Edition Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin and Monica Belcourt | All Chapters | Complete Latest Guide. Chapter 1 An Introduction to Recruitment and Selection Copyright Cengage Learning. Powered by Cognero. Page 11. The chapter opening article, “Signs That You Made a Bad Hire” suggests that the costs of bad hires can be reduced if the employer does what? a. discharges the new hire with a penalty b. trains the new hire to adapt to the company’s formal and informal requirements c. transfers the new hire to another position for which he or she is better suited d. recruits a better qualified candidate and buddy the new hires up during their probationary period ANSWER: c 2. Which of the following practices would NOT lead to an improvement in the hiring system of an organization? a. communicating to the hiring managers about their annoying interview habits b. using scientific methods and efficient selection methods c. determining the motivations of job seekers d. knowing the going rates of pay and offering slightly more ANSWER: d 3. What is the definition of recruitment? a. generating an applicant pool b. choosing job candidates c. finding and hiring the best person for the job d. finding and screening job applicants ANSWER: a 4. What is the definition of selection? a. generating an applicant pool b. finding and screening job applicants c. choosing job candidates d. matching an applicant’s competencies with a job position ANSWER: c 5. In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate to work environment? a. complaint resolution b. leadership c. health and safety d. vision and mission ANSWER: d 6. In the Human Resources System model outlined in the textbook, which of the following is NOT part of the socioeconomic environment? a. competition b. globalization c. marketplace d. demographics ANSWER: a 7. In the Human Resources System model outlined in the textbook, within which environment does human rights belong? Name: Class: Date: Chapter 1 An Introduction to Recruitment and Selection Copyright Cengage Learning. Powered by Cognero. Page 2a. social b. economic c. political d. legislative ANSWER: d 8. What can effective recruitment and selection practices do for an organization? a. improve the knowledge, skills, and abilities of its employees b. offer a limited impact on employee motivation c. encourage expensive high performers to leave the organization d. discourage poor performers from leaving an organization ANSWER: a 9. What two important principles ensure a human resources system functions properly? a. Enhance communication between human resource functions and ensure ethical compliance. b. Assess the impact of legislative requirements and scan the socioeconomic environment for trends. c. Emphasize the roles of recruitment and selection and apply them to organizational strategy. d. Think in systems terms and coordinate human resource activities with all organizational units and people. ANSWER: d 10. Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection? a. national and international organization policies b. human resources information systems and management c. globalization and demographics d. cost containment and marketplace ANSWER: c 11. Why must Canadian organizations be cognizant of the influences of globalization when considering recruitment and selection? a. Globalization affects the pricing strategies for goods and services. b. Globalization creates higher trade barriers for entry. c. Globalization demonstrates that best practices for staffing are necessary. d. Globalization threatens the survival of domestic retailers. ANSWER: c 12. Which of the following is NOT a benefit of e-recruiting, according to the Government of Canada? a. higher tracking costs b. lower recruiting costs c. lower printing costs d. larger pool of candidates ANSWER: a 13. Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to copewith large numbers of employees approaching retirement? a. Employers have reduced their need to advertise with traditional media sources like newspapers. Name: Class: Date: Chapter 1 An Introduction to Recruitment and Selection Copyright Cengage Learning. Powered by Cognero. Page 3b. Employers have focused their search on younger and tech-savvy applicants. c. Employers have limited their early-retirement incentives to managers only. d. Employers have implemented layoffs that are not age related. ANSWER: d 14. Given that best practices in recruitment and selection are applied to an organization, which of the following results hasNOT been supported with empirical studies? a. establishing employee trust b. increasing the firm’s market price c. reducing employee turnover d. encouraging poor performers to leave ANSWER: b 15. Given the application of progressive human resources practices, what might an organization expect from its employees? a. higher compensation costs b. lower dysfunctional behaviours c. higher operating costs d. lower unionization ANSWER: b 16. According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $2800 of profit per employee? a. 1 percent b. 5 percent c. 10 percent d. 50 percent ANSWER: c 17. Which of the following organizations establishes national core standards for the HR profession in Canada? a. CSIOP b. CPHR c. CPA d. CHRP ANSWER: b 18. Why do growing numbers of employers require their human resources professionals to have professional designations? a. Certified human resources professionals must adhere to a code of ethics that dictates standards of performance. b. Certified human resources professionals clearly understand all legislation. c. Certified human resources professionals can enforce organizational conflict-of-interest policies and ethical codes of conduct. d. Certified human resources professionals are certified in their HR field of expertise, which requires less postsecondary education. ANSWER: a.