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Recruitment and Selection in Canada, 8th Edition by Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin, and Monica Belcourt-Test Bank
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Recruitment and Selection in Canada, 8th Edition
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Recruitment And Selection In Canada, 8th Edition
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Recruitment and Selection in Canada
TABLE OF CONTENTS CHAPTER 1: An Introduction to Recruitment and Selection CHAPTER 2: Foundations of Recruitment and Selection I: Reliability and Validity CHAPTER 3: Foundations of Recruitment and Selection II: Legal Issues CHAPTER 4: Job Analysis and Competency Models CHAPTER 5: Job Performance CHA...
Test Bank For Recruitment and Selection in Canada, 8th Edition by Victor Catano, Rick D. Hackett, Willi H. Wiesner, Nicolas Roulin, and Monica Belcourt, All Chapters ||Complete A+ Guide
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
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Recruitment and Selection in Canada, 8th Edition
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TesT bank FOR:
Recruitment and Selection in
Canada
Victor M. Catano, Rick D. Hackett, Willi H. Wiesner
8th Edition
,
,Chapter 01: An Introduction to Recruitment & Selection
Test Bank: Recruitment and Selection in Canada 8th Edition, Victor Catano, Willi Wiesner, Rick Hackett
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
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?
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.
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