Unit 3: Talent Acquisition

Question 1

What is the process of employee recruitment?

Answer 1

Identifying and attracting potential employees

This includes generating an applicant pool for job vacancies.

Question 2

What is internal recruitment?

Answer 2

Seeking individuals who currently hold positions in the organization

Internal candidates may apply for job openings.

Question 3

What is Job slotting?

Answer 3

Process of notifying preferred candidate about upcoming positions so they can hire them

Question 4

List three advantages of internal recruitment.

Answer 4

• Less taxing on time and resources
• Lower risk
• Boosts employee morale

Question 5

What are two limitations of internal recruitment?

Answer 5

• Breed resentment towards organization
• Maintenance of status quo

Question 6

What is external recruitment?

Answer 6

Seeking individuals who do not currently hold positions in the organization

This includes various recruitment strategies.

Question 7

List two advantages of external recruitment.

Answer 7

• Larger applicant pool
• Greater innovation

Question 8

What are two limitations of external recruitment?

Answer 8

• May affect workplace morale
• Higher risk

Question 9

Define active candidates.

Answer 9

Actively looking for new opportunities and available immediately.

Question 10

Define passive candidates.

Answer 10

Not actively looking for new opportunities and may be willing to leave for a better salary.

Question 11

What is online recruitment?

Answer 11

Using electronic databases (job websites) to attract passive job seekers

This method offers a large and diverse applicant pool.

Question 12

What is the main advantage of print media recruitment?

Answer 12

Targeting specific audiences through newspapers, magazines, and trade journals.

Question 13

What does campus recruitment involve?

Answer 13

Recruiting from universities, colleges, and technical schools

Often includes internship opportunities.

Question 14

What is the purpose of managing expectations in recruitment?

Answer 14

To provide a balanced view of the job and organization.

Question 15

What is an employer brand?

Answer 15

Reflects an organization’s reputation as a place to work.

Question 16

What is a realistic job preview?

Answer 16

A tool that provides candidates with a realistic view of what a job entails.

Question 17

What is preliminary screening in the recruitment process?

Answer 17

Reviewing applications and/or resumes to eliminate candidates not meeting basic selection criteria.

Question 18

What are standardized screening methods?

Answer 18

Application form

These methods help ensure consistency in the screening process.

Question 19

What does selection testing assess?

Answer 19

Knowledge, skills, abilities, and other attributes of retained candidates.

Question 20

Define reliability in the context of selection testing.

Answer 20

Extent to which a test produces consistent or stable results.

Question 21

What is construct?

Answer 21

Attributes of a person that can not be directly measured but can be assessed with alternate indicators

Question 22

What is validity?

Answer 22

A test to accurately measure relevant attributes needed for a job

Question 23

What is the difference between convergent and discriminant validity?

Answer 23

• Convergent validity: Scores from two tests measuring similar constructs are related
• Discriminant validity: Scores from two tests measuring unrelated constructs are unrelated.

Question 24

What is construct validity?

Answer 24

Degree to which a test accurately measures the construct it is designed to measure

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Question 25

What is criterion-related validity?

Answer 25

Degree to which scores on a test are related to a specific outcome

Question 26

What is the difference between concurrent and predictive validity?

Answer 26

* Concurrent validity: Degree to which test scares are related to current performance * Predictive validity: Degree to which test scores are related to future performance

Question 27

What is content validity?

Answer 27

Degree to which the given test represents all aspects of the construct

Question 28

What is face validity?

Answer 28

Degree to which a test is subjectively viewed as measuring what it is supposed to measure.

Question 29

Define aptitude test.

Answer 29

Assess how well an individual can learn a skill.

Question 30

Define achievement test.

Answer 30

Measure existing knowledge or skills.

Question 31

What are the advantages of cognitive ability tests?

Answer 31

* Best predictor of job performance * Predictive of adjustment * Fast and easy to administer

Question 32

What are the limitations of cognitive ability tests?

Answer 32

* Negative reactions from applicants * Adverse impact on minority groups

Question 33

What is personality in the context of recruitment?

Answer 33

Pattern of thoughts, feelings, and actions characteristic of a person.

Question 34

List the five major personality traits.

Answer 34

* Openness to experience * Conscientiousness * Extraversion * Agreeableness * Neuroticism

Question 35

What is a test of integrity?

Answer 35

A specific type of personality test that assesses honesty and dependability.

Question 36

What is the purpose of a selection interview?

Answer 36

To predict job performance based on applicants’ oral responses to questions.

Question 37

What is a behavioural interview?

Answer 37

A series of job-related questions that focus on relevant past job-related behaviours based on assumption that past behaviour is good predictor of future behaviour

Question 38

What is a situational interview?

Answer 38

A series of job-related questions that focus on the individual’s ability to project future behaviour in given scenario

Question 39

What is the halo/horns effect?

Answer 39

Initial impression distorts how a candidate is assessed.

Question 40

What is similar-to-me bias?

Answer 40

Favorable ratings when a candidate is similar to the interviewer.

Question 41

What are the two types of selection interview structures?

Answer 41

* Unstructured * Structured

Question 42

What is a background check?

Answer 42

Verification of details provided through resume and application form. There is Basic, credit and criminal check Must notify applicant and get permission to check

Question 43

What is defamation in the context of recruitment?

Answer 43

False information about an applicant that harms their reputation. Libel (permanent) or Slander (non-permanent)

Question 44

What is negligent hiring?

Answer 44

Hiring workers with questionable backgrounds ignoring future problems in workplace

Question 45

What is a multiple cut-off selection decision approach?

Answer 45

Cut-off is established for each selection tool, and all applicants complete all tests.

Question 46

What is Multiple hurdles cut-off selection

Answer 46

cut-off is established for each selection tool, applicants do not complete all tests if they don't meet cut-off for previous test

Question 47

What is a compensatory model in selection decisions?

Answer 47

Candidates are scored on each test, and high scores can compensate for low scores.

Question 48

What is Yield Ratio?

Answer 48

The percentage of applicants that make into the next selection process