TEST BANK for Recruitment and Selection in Canada, 8th Edition by Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin, and Monica Belcourt
Test Bank for Recruitment and Selection in Canada, 8th Edition by (Catano/Hackett/ Belcourt) ISBN: 9781774128459, All 10 Chapters Covered, Verified Latest Edition
Test Bank for Recruitment and Selection in Canada, 8th Edition by (Catano/Hackett/ Belcourt) ISBN: 9781774128459, All 10 Chapters Covered, Verified Latest Edition
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Test Bank
Recruitment and Selection In Canada
7th Edition
By
Catano, Hackett, Wiesner, Roulin
, Name: Class: Date:
Chapter 1 An Introduction to Recruitment and Selection
1. The chapter opening article, “Signs That You Made a Bad Hire‖ suggests that the costs of bad hires can be reduced i
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
Pag
, Name: Class: Date:
Chapter 1 An Introduction to Recruitment and Selection
a. 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 c
with large numbers of employees approaching retirement?
a. Employers have reduced their need to advertise with traditional media sources like newspapers.
Pag
, Name: Class: Date:
Chapter 1 An Introduction to Recruitment and Selection
b. 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
NOT 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
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 post-
secondary education.
ANSWER: a
Pag
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