1
Test bank complete_
Recruitment and selection in Canada 8th edition,
By victor m. Catano, rick d. Hackett, willi h. Wiesner, nicolas roulin, and monica belcour
All chapter 1-10| updated 2025 version| verified answers| rated a+
,2
Chapter 1. An introduction to recruitment and selection ------------------------------------------------- 3
Chapter 2. Foundations of recruitment and selection i: reliability and validity ------------------- 31
Chapter 3. Foundations of recruitment and selection ii: legal issues -------------------------------- 50
Chapter 4. Job analysis and competency models---------------------------------------------------------- 76
Chapter 5. Job performance ----------------------------------------------------------------------------------- 106
Chapter 6. Recruitment: the first step in the selection process --------------------------------------- 127
Chapter 7. Selection i: applicant screening ---------------------------------------------------------------- 149
Chapter 8. Selection ii: testing and other assessments ------------------------------------------------- 171
Chapter 9. Selection iii: interviewing ------------------------------------------------------------------------ 201
Chapter 10. Making selection decisions -------------------------------------------------------------------- 224
,3
Chapter 1. An introduction to recruitment and selection
Victor m. Catano: recruitment and selection in canada, 8th edition, test bank
Multiple choice
1. 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
Transferring a new hire to a role that better matches their skills and strengths can reduce
the negative impact of a poor hire. Instead of terminating the employee (which incurs
costs like severance and recruitment), aligning them with a more suitable role allows the
organization to retain talent while minimizing productivity losses.
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
While competitive pay is important, simply offering slightly more than the market rate
does not improve the actual hiring process or selection quality. The other options (a, b, c)
directly enhance the hiring system through better evaluation, understanding candidates,
and improving managerial behavior.
, 4
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
Recruitment is the process of attracting and generating a pool of potential candidates for a
job. It focuses on creating options for selection, rather than immediately choosing the
best candidate, which falls under the selection process.
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
Selection is the process of choosing the most suitable candidate from the applicant pool.
It involves assessing, evaluating, and ultimately deciding who will fill the job role. While
screening and matching competencies are part of the process, the core definition is the act
of choosing.
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
Test bank complete_
Recruitment and selection in Canada 8th edition,
By victor m. Catano, rick d. Hackett, willi h. Wiesner, nicolas roulin, and monica belcour
All chapter 1-10| updated 2025 version| verified answers| rated a+
,2
Chapter 1. An introduction to recruitment and selection ------------------------------------------------- 3
Chapter 2. Foundations of recruitment and selection i: reliability and validity ------------------- 31
Chapter 3. Foundations of recruitment and selection ii: legal issues -------------------------------- 50
Chapter 4. Job analysis and competency models---------------------------------------------------------- 76
Chapter 5. Job performance ----------------------------------------------------------------------------------- 106
Chapter 6. Recruitment: the first step in the selection process --------------------------------------- 127
Chapter 7. Selection i: applicant screening ---------------------------------------------------------------- 149
Chapter 8. Selection ii: testing and other assessments ------------------------------------------------- 171
Chapter 9. Selection iii: interviewing ------------------------------------------------------------------------ 201
Chapter 10. Making selection decisions -------------------------------------------------------------------- 224
,3
Chapter 1. An introduction to recruitment and selection
Victor m. Catano: recruitment and selection in canada, 8th edition, test bank
Multiple choice
1. 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
Transferring a new hire to a role that better matches their skills and strengths can reduce
the negative impact of a poor hire. Instead of terminating the employee (which incurs
costs like severance and recruitment), aligning them with a more suitable role allows the
organization to retain talent while minimizing productivity losses.
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
While competitive pay is important, simply offering slightly more than the market rate
does not improve the actual hiring process or selection quality. The other options (a, b, c)
directly enhance the hiring system through better evaluation, understanding candidates,
and improving managerial behavior.
, 4
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
Recruitment is the process of attracting and generating a pool of potential candidates for a
job. It focuses on creating options for selection, rather than immediately choosing the
best candidate, which falls under the selection process.
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
Selection is the process of choosing the most suitable candidate from the applicant pool.
It involves assessing, evaluating, and ultimately deciding who will fill the job role. While
screening and matching competencies are part of the process, the core definition is the act
of choosing.
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
