Title: Recruiting and Selecting New Employees
Course: Question Banks

Q: A job advertisement says, “We’re looking for people with boundless energy, intelligence, and an overwhelming need to achieve to join our team as we embark on the next chapter of our story.” How does this help the company find good candidates?
- Candidates apply to find out what the next chapter is.
- Candidates apply since anyone can do these things.
- It keeps introverts away.
- It helps candidates determine fit.
A: It helps candidates determine fit.

Q: The results from job analysis are put into which two important documents?
- Statement of employee characteristics and statement of defined duties
- Specification of education and responsibilities of the job
- Selection documentation and discrimination statements
- Job advertisement and job specification
A: Job advertisement and job specification

Q: Which would be the BEST first step when developing a job advertisement?
- Write to keep requirements broad
- Create a list of all possible KSAs
- Review annual earnings
- Write with a specific person in mind
A: Write with a specific person in mind

Q: Trudy needs to hire another Second Shift Supervisor. Where might she place an ad?
- the break room bulletin board
- the local PBS station
- tell her coworkers to ask around
- the local newspaper
A: the local newspaper

Q: Charlie wants to use some creative ways of finding candidates for his Overnight Supervisor position. His best idea is to
- Use huge websites like Monster only
- Hire someone to spin a sandwich board out front
- Call regular shoppers and see if they know anyone
- Go to lunch with coworkers and see if they know anyone
A: Go to lunch with coworkers and see if they know anyone

Q: Are internal jobs advertised differently from external jobs?
- No, to avoid discrimination charges, all ads and applications are handled the same way.
- No, Indeed and Monster are open to internal candidates.
- Yes, internal is far more likely to be paper-based rather than web based.
- Yes, internal candidates may have different notice and different application process.
A: Yes, internal candidates may have different notice and different application process.

Q: If a company has a robust job analysis, is there any risk an employment law might be violated?
- Yes, many do not know that conventionally attractive people are more likely to be hired.
- No, good HR jobs documents create legal protection.
- No, discrimination laws are more related to on the job behavior rather than in hiring.
- Yes, implicit bias may exist.
A: Yes, implicit bias may exist.

Q: Which of the following questions are illegal in an interview?
- In what year did you earn your Bachelor’s Degree?
- Can you travel overnight out of town?
- What is your preferred name?
- Does your religion allow you to work on Friday nights?
A: Does your religion allow you to work on Friday nights?

Q: Jerritt called before his interview to verify the location of the wheelchair ramp, which job below could Jerrit be rejected for due to his wheelchair?
- Administrative assistant
- Cashier
- Stocking department supervisor
- Stocking clerk
A: Stocking clerk

Q: Armando saw that the First Line Supervisor job required five years construction experience and a two year Associate's degree. Armando worked construction for seven years and has been a supervisor backup for three years. He graduated high school with a 2.7. Should he apply?
- No, his GPA is not strong compared to that degree.
- Yes, his experience will offset the education requirement.
- Yes, he has construction and supervisory experience.
- No, he does not meet the minimum qualifications set the the hiring manager.
A: No, he does not meet the minimum qualifications set the the hiring manager.

Q: The resume was excellent and the interview was outstanding. This person certainly feels like an excellent “fit” for this company. Should Casey spend the time trying to track down all three references?
- Yes, it is a company policy and Casey does not want to risk getting fired over such a small thing.
- No, Casey is a good judge of character and this one is a winner.
- No, applicants only put down people who like them, so why waste time hearing what people have to say.
- Yes, the paperwork and interview are very limited times to get to know someone. It is possible to be misled.
A: Yes, the paperwork and interview are very limited times to get to know someone. It is possible to be misled.

Q: Monster was an excellent web site for job applicants until so many people found out about it. Now there are hundreds of applicants for any position. Should Hazel suggest her company pay for the keyword screening software?
- Yes, all the good results needing this hiring mean they have plenty of money to spend.
- No, hiring needs a personal touch for “fit.”
- No, management should not think that machines can replace people.
- Yes, it will scan Resumes for words that match the ad which cuts down the number for personal review.
A: Yes, it will scan Resumes for words that match the ad which cuts down the number for personal review.

Q: On the resume and in the interview, twelve candidates appeared to good matches to the call center job, where outbound calls are placed from the computer and a computer script is followed when someone answers. What else could be used to find the best of the twelve?
- a recording test to see if they have a nice voice.
- an English test to see if they proper English.
- nothing, they’re equally qualified, so it doesn’t matter who is chosen.
- a typing test since this involved computer work.
A: a typing test since this involved computer work.

Q: Megan is hiring a new Communications Intern to work on the company web site and a few brochures. What additional information will be helpful to this decision?
- references only related to communications experience
- a formal presentation on her work history
- a writing a sample press release
- a portfolio of Megan’s work
A: a portfolio of Megan’s work

Q: Factory work is hot, hard work. Recently there have been verbal and almost physical fights on the floor. The company is considering using a personality test as part of the hiring process. Should it?
- No, factory workers do not do well on multiple choice tests.
- Yes, a personality test will help the company avoid volatile employees.
- Yes, these tools provide excellent insight into employee interpersonal skills.
- No, the primary KSAs of this position are not related to personality.
A: No, the primary KSAs of this position are not related to personality.

Q: Nancy is wants to ensure that there is a broad evaluation of candidates interviewing for her store. Which of the following is the BEST type of interview to conduct?
- a series interview
- a one-on-one interview
- a panel interview
A: a panel interview

Q: Donna entered the interview and was surprised to see six interviewers sitting around a table. What might she expect to happen next?
- A wide ranging discussion of topics related to the job
- A request to record the interview
- Having their full attention since they won’t need to take notes
- The group to rotate reading pre-determined questions
A: The group to rotate reading pre-determined questions

Q: Which situation would lead Marilyn to avoid using a panel hiring process again?
- Tom and Brihanna had so many schedule conflict interviews were hard to establish
- It seemed like this process rubber-stamped a decision already made by the VP
- Brihanna brought in so many unique candidates that is was hard to reach group consensus
- Tom was somewhat hostile to those who might know the inventory software better than he did
A: Tom was somewhat hostile to those who might know the inventory software better than he did

Q: Norm heard about another company being sued for discrimination. He plans to use structured questions to ensure there can be no confusion from anyone. Which is an example from the interview team?
- Every team member asking the same number of questions.
- Each member asking a question from a list, with one open ended follow up allowed.
- Every member having each question reviewed in advance.
- Each member reading from a pre-selected list of questions.
A: Each member reading from a pre-selected list of questions.

Q: To create a list of questions for a structured interview, where would the interviewer start to find ideas?
- Asking related job holders what they think is important.
- Searching the web for most popular interview questions.
- Consulting a thesaurus to find the most accurate phrasing.
- Reviewing the requirements of the position.
A: Reviewing the requirements of the position.

Q: In hiring a new district manager for the new concept shipping department in the grocery store, which type of interview questions may be the best to use?
- Unstructured questions to save on prep time for a basic shipping job.
- Structured questions to make rating easy.
- Structured questions so that comparison is quickly done.
- Unstructured questions to find those with ideas for an undefined position.
A: Unstructured questions to find those with ideas for an undefined position.

Q: The interviewing team had a list and rating of knowledge, skills, and abilities to use in review of the 40 job applicants. When this process cut the list to ten, what could be done to make the final selection?
- Add a rating for bonus skills
- Work alphabetically for job offers
- See if anyone at the company knows one of the ten.
- Phone interview
A: Phone interview

Q: The screening team found 10 potential matches for the shipping manager, how might a phone interview help thin the list more?
- A conversation can check for any shyness.
- A conversation can verify proper grammar.
- A conversation can verify passion of the employee.
- A conversation can verify the claims made on the resume.
A: A conversation can verify the claims made on the resume.

Q: Phone interviews are frequently conducted by the HR department rather than the hiring manager. Are phone interviews good tools for this?
- Yes, HR know more about credentials than hiring managers.
- No, after the resume, the hiring manager will know more.
- No, face-to-face interviews are the next step.
- Yes, this is just one early elimination process.
A: Yes, this is just one early elimination process.

Q: Hiring seems so expensive to the company with placing and ad, screening applicants on paper, calling for phone interviews, and finally a face-to-face interview. Charlie was still uncertain who to hire. Now what?
- Create a weighted average of all the scores
- Let Human Resource professional make the final determination.
- Quickly assemble a team to talk this through with.
- Conduct a second narrowing interview
A: Conduct a second narrowing interview

Q: Which skill is the supervising manager, Dan, demonstrating when asking HR for the three applicant’s resumes, cover letters, and phone interview results?
- Understanding the job
- Connecting with the applicant
- Active listening
- Planning and preparation
A: Planning and preparation

Q: Which skill is the supervising manager, Riley, demonstrating when asking the candidate about how the drive in was and if there were any problems finding the new office?
- Planning and preparation
- Understanding the job
- Active listening
- Connecting with the applicant
A: Connecting with the applicant

Q: Which of the following statements might indicate perceptual bias in the interviewer’s evaluation of a candidate?
- Max looks like a good hire; he has a cumulative GPA of 3.6
- Max looks like a good hire; he worked overtime during winter shutdown
- Max looks like a good hire; he has a Master’s Degree
- Max looks like a good hire; he graduated from the same college I did
A: Max looks like a good hire; he graduated from the same college I did

Q: Which of the following statements may lead to a poor hiring decision?
- Bert is an excellent candidate. Did you notice he spoke Spanish too?
- Bert is an excellent candidate. Did you notice his prior employer was our competitor?
- Bert is an excellent candidate. Did you notice he used our company logo?
- Bert is an excellent candidate. Did you notice his tie was about the same as mine?
A: Bert is an excellent candidate. Did you notice his tie was about the same as mine?

Q: The hiring committee wants to be sure the new employee will be happy with the late afternoon shift and one Friday a month. What question can they ask that will get the most truthful, candid response?
- Will your kids’ soccer schedule cause you any conflicts?
- Can you work afternoons and weekends?
- Do you expect overtime pay?
- Which of our shift do you prefer to work?
A: Which of our shift do you prefer to work?

Q: Kyle’s team met earlier today to make the final selection on who to hire. How should Kyle let the applicant know?
- Send a quick text to the applicant to lock her down.
- Wait for the last thank you note to arrive, then respond with the offer.
- Ask the candidate to come in to review the final terms.
- Ask the Human Relations department extend a formal offer.
A: Ask the Human Relations department extend a formal offer.

Q: Daryl is excited to see an email confirmation of a formal job offer to Desks Inc. The salary is slightly higher than expected. Should Daryl formally accept?
- No. The first offer is never the best offer. Hesitation may cause Desks Inc to offer a bit more.
- Yes. It is better to have any job than no job and this is a good start.
- Yes. Daryl needs to quickly accept and ask how soon the contract can be signed.
- No. It sounds like the company’s offer is not complete. Benefits and job duties are not addressed.
A: No. It sounds like the company’s offer is not complete. Benefits and job duties are not addressed.

Q: Shelby knows that it is a company requirement that all new employees formally accept the job offer. Shelby is eager to get this position filled so vacation rotations can start. Won’t the employee showing up on Monday be sufficient?
- No, a formal signature is often needed. This may be completed on Monday.
- Yes, the action of showing up demonstrates agreement to the terms.
- Yes, this job duties and pay are pretty standard for the industry.
- No, Shelby should include a self-addressed stamped envelope.
A: No, Shelby should include a self-addressed stamped envelope.