Recruitment and Selection in Canada –
Course Summary and Key Concepts (7th
Edition)
Part 1: Legal and Ethical Framework (Questions 1-20)
1. Which of the following is the primary federal legislation that regulates
human rights in Canada for federally-regulated employers?
a) Canadian Labour Code
b) Employment Equity Act
c) Canadian Human Rights Act
d) Provincial Human Rights Codes
Answer: c) Canadian Human Rights Act
2. The prohibited ground of "discrimination on the basis of disability"
requires employers to:
a) Hire the disabled candidate over a more qualified non-disabled candidate.
b) Provide accommodations to the point of undue hardship.
c) Lower performance standards for employees with disabilities.
d) Only hire for positions that do not interact with the public.
Answer: b) Provide accommodations to the point of undue hardship.
3. Bona Fide Occupational Qualification (BFOQ) is best defined as:
a) A preferred skill listed on a job description.
b) A justifiable reason for discrimination based on business necessity.
c) A requirement set by a labour union.
d) A type of psychological assessment.
Answer: b) A justifiable reason for discrimination based on business necessity.
4. The Employment Equity Act is primarily concerned with:
a) Ensuring equal pay for work of equal value.
b) Removing employment barriers for four designated groups.
c) Regulating collective bargaining agreements.
d) Setting national minimum wage standards.
Answer: b) Removing employment barriers for four designated groups.
,5. Which of the following is NOT one of the four designated groups under
the Employment Equity Act?
a) Women
b) Visible Minorities
c) People with Disabilities
d) People over the age of 65
Answer: d) People over the age of 65
6. Direct discrimination occurs when:
a) An apparently neutral rule has an adverse effect on a protected group.
b) An employer intentionally treats an individual differently based on a protected
ground.
c) A test has low validity but high reliability.
d) An organization has a poor corporate culture.
Answer: b) An employer intentionally treats an individual differently based on
a protected ground.
7. Adverse Impact Discrimination is another term for:
a) Direct Discrimination
b) Systemic Discrimination
c) Bona Fide Occupational Qualification
d) Negligent Hiring
Answer: b) Systemic Discrimination
8. An employer can be held legally liable for ________ if they fail to check an
employee's background and that employee causes harm to a third party.
a) Wrongful Dismissal
b) Negligent Hiring
c) Constructive Dismissal
d) Defamation of Character
Answer: b) Negligent Hiring
9. In Canada, the use of polygraph (lie detector) tests in pre-employment
screening is:
a) Mandatory for all government positions.
b) Widely encouraged in the private sector.
c) Generally prohibited.
, d) Only used for senior executive roles.
Answer: c) Generally prohibited.
10. Asking a job applicant about their family status or childcare arrangements
during an interview is generally:
a) Recommended to assess long-term commitment.
b) Permissible if done politely.
c) A violation of human rights legislation.
d) Only allowed for part-time positions.
Answer: c) A violation of human rights legislation.
11. The principle of "duty to accommodate" requires that accommodation be
provided:
a) Only if it is inexpensive.
b) To the point of "undue hardship" for the employer.
c) Only for physical disabilities.
d) At the discretion of the direct supervisor.
Answer: b) To the point of "undue hardship" for the employer.
12. What is the primary purpose of the Personal Information Protection and
Electronic Documents Act (PIPEDA) in the context of hiring?
a) To set minimum wage standards.
b) To govern how private-sector organizations collect, use, and disclose personal
information.
c) To regulate workplace health and safety.
d) To enforce employment equity plans.
Answer: b) To govern how private-sector organizations collect, use, and
disclose personal information.
13. If a psychological test used in selection disproportionately screens out
members of a visible minority group, the employer must:
a) Stop using the test immediately.
b) Demonstrate that the test is valid and job-related.
c) Only use the test for internal candidates.
d) Lower the passing score for that group.
Answer: b) Demonstrate that the test is valid and job-related.
Course Summary and Key Concepts (7th
Edition)
Part 1: Legal and Ethical Framework (Questions 1-20)
1. Which of the following is the primary federal legislation that regulates
human rights in Canada for federally-regulated employers?
a) Canadian Labour Code
b) Employment Equity Act
c) Canadian Human Rights Act
d) Provincial Human Rights Codes
Answer: c) Canadian Human Rights Act
2. The prohibited ground of "discrimination on the basis of disability"
requires employers to:
a) Hire the disabled candidate over a more qualified non-disabled candidate.
b) Provide accommodations to the point of undue hardship.
c) Lower performance standards for employees with disabilities.
d) Only hire for positions that do not interact with the public.
Answer: b) Provide accommodations to the point of undue hardship.
3. Bona Fide Occupational Qualification (BFOQ) is best defined as:
a) A preferred skill listed on a job description.
b) A justifiable reason for discrimination based on business necessity.
c) A requirement set by a labour union.
d) A type of psychological assessment.
Answer: b) A justifiable reason for discrimination based on business necessity.
4. The Employment Equity Act is primarily concerned with:
a) Ensuring equal pay for work of equal value.
b) Removing employment barriers for four designated groups.
c) Regulating collective bargaining agreements.
d) Setting national minimum wage standards.
Answer: b) Removing employment barriers for four designated groups.
,5. Which of the following is NOT one of the four designated groups under
the Employment Equity Act?
a) Women
b) Visible Minorities
c) People with Disabilities
d) People over the age of 65
Answer: d) People over the age of 65
6. Direct discrimination occurs when:
a) An apparently neutral rule has an adverse effect on a protected group.
b) An employer intentionally treats an individual differently based on a protected
ground.
c) A test has low validity but high reliability.
d) An organization has a poor corporate culture.
Answer: b) An employer intentionally treats an individual differently based on
a protected ground.
7. Adverse Impact Discrimination is another term for:
a) Direct Discrimination
b) Systemic Discrimination
c) Bona Fide Occupational Qualification
d) Negligent Hiring
Answer: b) Systemic Discrimination
8. An employer can be held legally liable for ________ if they fail to check an
employee's background and that employee causes harm to a third party.
a) Wrongful Dismissal
b) Negligent Hiring
c) Constructive Dismissal
d) Defamation of Character
Answer: b) Negligent Hiring
9. In Canada, the use of polygraph (lie detector) tests in pre-employment
screening is:
a) Mandatory for all government positions.
b) Widely encouraged in the private sector.
c) Generally prohibited.
, d) Only used for senior executive roles.
Answer: c) Generally prohibited.
10. Asking a job applicant about their family status or childcare arrangements
during an interview is generally:
a) Recommended to assess long-term commitment.
b) Permissible if done politely.
c) A violation of human rights legislation.
d) Only allowed for part-time positions.
Answer: c) A violation of human rights legislation.
11. The principle of "duty to accommodate" requires that accommodation be
provided:
a) Only if it is inexpensive.
b) To the point of "undue hardship" for the employer.
c) Only for physical disabilities.
d) At the discretion of the direct supervisor.
Answer: b) To the point of "undue hardship" for the employer.
12. What is the primary purpose of the Personal Information Protection and
Electronic Documents Act (PIPEDA) in the context of hiring?
a) To set minimum wage standards.
b) To govern how private-sector organizations collect, use, and disclose personal
information.
c) To regulate workplace health and safety.
d) To enforce employment equity plans.
Answer: b) To govern how private-sector organizations collect, use, and
disclose personal information.
13. If a psychological test used in selection disproportionately screens out
members of a visible minority group, the employer must:
a) Stop using the test immediately.
b) Demonstrate that the test is valid and job-related.
c) Only use the test for internal candidates.
d) Lower the passing score for that group.
Answer: b) Demonstrate that the test is valid and job-related.
