MHR 3200 - Exam 3 - Recruiting and Hiring ||
QUESTIONS WITH COMPLETE SOLUTIONS!!
Recruiting correct answers any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees
Advantages of Internal Sources correct answers 1. It generates applicants who are well
known to the organization.
2. These applicants are relatively knowledgeable about the organization's vacancies, which
minimizes the possibility of unrealistic job expectations.
3. Filling vacancies through internal recruiting is generally cheaper and faster than looking
outside the organization.
Yield ratio correct answers - expresses the percentage of applicants who successfully move
from one stage of the recruitment and selection process to the next.
- determine which source is best or most efficient for type of vacancy
Personnel Selection correct answers - process through which organizations make decisions
about who will or will not be allowed to join the organization.
- Selection begins with candidates identified through recruitment.
- It attempts to reduce number to individuals best qualified to perform available jobs.
- It ends with selected individuals placed in jobs with the organization.
5 step selection Process correct answers 1. Screening Applications and resumes
2. Testing and reviewing work samples
3. Interviewing Candidates
4. Checking References and Background
5. Making a selection
Online Applications correct answers - A simple job posting online could generate hundreds
of résumés in one day.
- Many employers are coping by automating much of the selection process with an applicant-
tracking system.
Reliability correct answers - extent to which a measurement is free from random error
Validity correct answers extent to which performance on a measure (such as a test score) is
related to what the measure is designed to assess (such as job performance).
Federal government's Uniform Guidelines on Employee Selection Procedures accept three
ways of measuring validity correct answers 1. Criterion-related
2. Content
3. Construct
Criterion-Related Validity correct answers A measure of validity based on showing a
substantial correlation between test scores and job performance scores
Content Validity correct answers Consistency between the test items or problems and the
kinds of situations or problems that occur on the job
QUESTIONS WITH COMPLETE SOLUTIONS!!
Recruiting correct answers any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees
Advantages of Internal Sources correct answers 1. It generates applicants who are well
known to the organization.
2. These applicants are relatively knowledgeable about the organization's vacancies, which
minimizes the possibility of unrealistic job expectations.
3. Filling vacancies through internal recruiting is generally cheaper and faster than looking
outside the organization.
Yield ratio correct answers - expresses the percentage of applicants who successfully move
from one stage of the recruitment and selection process to the next.
- determine which source is best or most efficient for type of vacancy
Personnel Selection correct answers - process through which organizations make decisions
about who will or will not be allowed to join the organization.
- Selection begins with candidates identified through recruitment.
- It attempts to reduce number to individuals best qualified to perform available jobs.
- It ends with selected individuals placed in jobs with the organization.
5 step selection Process correct answers 1. Screening Applications and resumes
2. Testing and reviewing work samples
3. Interviewing Candidates
4. Checking References and Background
5. Making a selection
Online Applications correct answers - A simple job posting online could generate hundreds
of résumés in one day.
- Many employers are coping by automating much of the selection process with an applicant-
tracking system.
Reliability correct answers - extent to which a measurement is free from random error
Validity correct answers extent to which performance on a measure (such as a test score) is
related to what the measure is designed to assess (such as job performance).
Federal government's Uniform Guidelines on Employee Selection Procedures accept three
ways of measuring validity correct answers 1. Criterion-related
2. Content
3. Construct
Criterion-Related Validity correct answers A measure of validity based on showing a
substantial correlation between test scores and job performance scores
Content Validity correct answers Consistency between the test items or problems and the
kinds of situations or problems that occur on the job
