MHR 623 - FINAL EXAM (CH. 6-10) Final Exam
Edition: Pass with A+ Accuracy!!
Recruitment correct answers the generation of an applicant pool for a position or job in order
to provide the required # of qualified candidates for a subsequent selection or promotion
process
Applicant pool correct answers the set of potential candidates who may be interested in and
who are likely to apply for a specific job
Outsourcing correct answers contracting with an outside agent to take over specified HR
functions
Technology as a solution to labour market problems
Systemic discrimination correct answers intentional or unintentional exclusion, through
recruiting, selection or other personnel practices/policies of members of groups that are
protected under HR legislation
Diversity recruitment correct answers employment equity legislation seeks to eliminate the
discrimination in the workplace for (1) women (2) visible minorities (3) aboriginal peoples
and (4) people with disabilities
External factors correct answers 1. Global competition
2. Technological advances
3. Changing work force demographics
4. Economic environment
5. Laws and regulations
Internal factors correct answers 1. Type of industry
2. Size of the organization
3. Profitability
4. Growth and financial trends
5. Business strategy
6. Job level and type being recruited for
Recruitment action plan correct answers 1. Timing of recruitment initiatives
2. Locating and targeting the applicant pool
3. Attracting the target applicant pool's attention
Internet recruiting correct answers use of the internet to match candidates to jobs through
electronic databases that store info on jobs and job candidates
Social network recruiting correct answers use of internet sites that allow users to post a
profile w/ certain amount of info that is visible to the public
Benefits of social network recruiting correct answers 1. those hired perform better on the job
and stay with the company longer
2. costs are confirmed to the HR staff charged with recruiting
3. can identify "passive" applicants
, Passive applicants correct answers those not actively seeking a new job but who can be
targeted by the recruiter b/c of their apparent skills and abilities
Disadvantages of social network recruiting correct answers 1. Biggest disadvantage - may
have adverse impacts on members of protected groups
2. Recruiting only from social media networks may leave a company open to claims of
systemic discrimination
3. The use of social media in recruitment and hiring efforts also results in privacy concerns
Self-selecting out correct answers occurs during the recruitment & selection process when
candidates form the opinion that they do not want to work in the organization for which they
are being recruited for
Interests and values correct answers an individual's likes and dislikes and the importance or
priorities attached to those likes and dislikes
Job search correct answers the strategies, techniques, and practices an individual uses in
looking for a job
Image advertising correct answers advertising designed to raise an organization's profile in a
positive manner to attract job seeker's interest
Person-job fit correct answers when a job candidate has the KSAOs required for the job in
question
Person-organization fit correct answers when a job candidate fits the organization's values
and culture and has the contextual attributes desired by the organization
Screening correct answers First step of selection process that involves identifying individuals
from the applicant pool who have the minimum qualifications for the target position(s).
Candidates "passing" this first hurdle then undergo more extensive assessments
Minimum qualifications (MQ) correct answers Knowledge, skills, abilities, experiences and
other attributes and competencies deemed necessary for minimally acceptable
Selection ratio correct answers the ratio of applicants hired for a position to a total number of
applicants for the position
False positives correct answers individuals who are predicted to perform successfully in a
given position (based on pre-selection assessment scores) but who do not perform at
satisfactory levels when placed on the job
False negatives correct answers individuals who are predicted to perform unsuccessfully in a
given position (based on pre-selection assessment scores) but who would perform at
satisfactory levels if hired
5 screening methods correct answers 1. Application forms (WAB & BIB)
2. Resumes
3. Reference checks*
Edition: Pass with A+ Accuracy!!
Recruitment correct answers the generation of an applicant pool for a position or job in order
to provide the required # of qualified candidates for a subsequent selection or promotion
process
Applicant pool correct answers the set of potential candidates who may be interested in and
who are likely to apply for a specific job
Outsourcing correct answers contracting with an outside agent to take over specified HR
functions
Technology as a solution to labour market problems
Systemic discrimination correct answers intentional or unintentional exclusion, through
recruiting, selection or other personnel practices/policies of members of groups that are
protected under HR legislation
Diversity recruitment correct answers employment equity legislation seeks to eliminate the
discrimination in the workplace for (1) women (2) visible minorities (3) aboriginal peoples
and (4) people with disabilities
External factors correct answers 1. Global competition
2. Technological advances
3. Changing work force demographics
4. Economic environment
5. Laws and regulations
Internal factors correct answers 1. Type of industry
2. Size of the organization
3. Profitability
4. Growth and financial trends
5. Business strategy
6. Job level and type being recruited for
Recruitment action plan correct answers 1. Timing of recruitment initiatives
2. Locating and targeting the applicant pool
3. Attracting the target applicant pool's attention
Internet recruiting correct answers use of the internet to match candidates to jobs through
electronic databases that store info on jobs and job candidates
Social network recruiting correct answers use of internet sites that allow users to post a
profile w/ certain amount of info that is visible to the public
Benefits of social network recruiting correct answers 1. those hired perform better on the job
and stay with the company longer
2. costs are confirmed to the HR staff charged with recruiting
3. can identify "passive" applicants
, Passive applicants correct answers those not actively seeking a new job but who can be
targeted by the recruiter b/c of their apparent skills and abilities
Disadvantages of social network recruiting correct answers 1. Biggest disadvantage - may
have adverse impacts on members of protected groups
2. Recruiting only from social media networks may leave a company open to claims of
systemic discrimination
3. The use of social media in recruitment and hiring efforts also results in privacy concerns
Self-selecting out correct answers occurs during the recruitment & selection process when
candidates form the opinion that they do not want to work in the organization for which they
are being recruited for
Interests and values correct answers an individual's likes and dislikes and the importance or
priorities attached to those likes and dislikes
Job search correct answers the strategies, techniques, and practices an individual uses in
looking for a job
Image advertising correct answers advertising designed to raise an organization's profile in a
positive manner to attract job seeker's interest
Person-job fit correct answers when a job candidate has the KSAOs required for the job in
question
Person-organization fit correct answers when a job candidate fits the organization's values
and culture and has the contextual attributes desired by the organization
Screening correct answers First step of selection process that involves identifying individuals
from the applicant pool who have the minimum qualifications for the target position(s).
Candidates "passing" this first hurdle then undergo more extensive assessments
Minimum qualifications (MQ) correct answers Knowledge, skills, abilities, experiences and
other attributes and competencies deemed necessary for minimally acceptable
Selection ratio correct answers the ratio of applicants hired for a position to a total number of
applicants for the position
False positives correct answers individuals who are predicted to perform successfully in a
given position (based on pre-selection assessment scores) but who do not perform at
satisfactory levels when placed on the job
False negatives correct answers individuals who are predicted to perform unsuccessfully in a
given position (based on pre-selection assessment scores) but who would perform at
satisfactory levels if hired
5 screening methods correct answers 1. Application forms (WAB & BIB)
2. Resumes
3. Reference checks*
