Online multiple-choice questionnaires are a hot trend in recruiting, experts say. Employers may ask not only how applicants would handle tricky situations, but also how happy they are or how much they have stolen from their previous employer. The multiple-choice format poses a dilemma for the applicant whether to be truthful or say what the employer might want to hear. Is this practice fair? What are some advantages and disadvantages of this practice?

Online multiple-choice questionnaires are a hot trend in recruiting, experts say. Employers may ask not only how applicants would handle tricky situations, but also how happy they are or how much they have stolen from their previous employer. The multiple-choice format poses a dilemma for the applicant whether to be truthful or say what the employer might want to hear. Is this practice fair? What are some advantages and disadvantages of this practice?

Principles of Management

OER 2019th Edition

ISBN:9780998625768

Author:OpenStax

Publisher:OpenStax

Chapter12: Diversity In Organizations

Section12.2: Diversity And The Workforce

Problem 2.1DQ: If blind recruiting helps eliminate bias during the recruitment process, then what does that say...

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Online multiple-choice questionnaires are a hot trend in recruiting, experts say. Employers may ask not only how applicants would handle tricky situations, but also how happy they are or how much they have stolen from their previous employer. The multiple-choice format poses a dilemma for the applicant whether to be truthful or say what the employer might want to hear. Is this practice fair? What are some advantages and disadvantages of this practice? "Like criminal background checks and drug tests, the social media check is quickly becoming an automatic part of the hiring process," asserts Melissa Bell, editor of Blogpost for The Washington Post. Do you believe employers are justified or ethical in making these kinds of searches before hiring? Does this assume that candidates may be criminals? Isn't this similar to snooping?
Suppose you are a hiring manager for a large firm. You have two almost identical resumes for a position. The going rate (salary) for the position is $45,000. The job candidates are both graduates from a state university, same major, about the same age, and same gender (race unknown). The academic background is roughly the same. But one is a good candidate (personality, easy going, a “go-getter”, worth $50,000) but the other is the opposite (worth $40,000). The issue is that you can’t tell them apart from the submitted application dossier documents. Questions: What is the role of asymmetric information in this market? Fully explain this concept as it applies to labor markets. What are the chances of getting the “good” candidate if you offer $40,000? Devise 1 screen and 1 signal (for either the employer or/and the employee) that would allow you to hire the best person in this case.
Please do not give solution in image format thanku At TSRA Inc, a growing aviation company of 30 employees, recruitment rests on the shoulders of the president. Like most small companies, TSRA Inc. frequently uses employee referrals as a method of recruitment. The company wants to use internet recruitment technologies but is not well versed in information technology. The CEO, Asad Khan, is very concerned about poor hiring decisions and turnover costs. What method of recruiting would be most suitable for hiring aircraft maintenance engineers for TSRA Inc.? W
When interviewing, employers often get inundated with great resumes. It is often hard for employers to select the best employee for their organization based just on resumes. This is why it is important for you to learn some interviewing skills. A good interviewer uses their time to collect high quality information from their potential employees. Each job has its own description, requirements, education, etc, and each interview requires expertly catered questions. However, there are some tricks to make sure you are getting the best information from your candidates. In this assignment, you will be creating a Job Description & interview questions for the job description. In the provided template, outline the position that you will be interviewing for. Provide the details of the employment opportunity, the requirements, experience, and education. After filling in the job description, list the interview questions that you intend to ask potential candidates. Interview questions must…
Explain answer with all options Question 41 The flow stage that best corresponds to contingent assessment methods is ________. applicants offer receivers finalists candidates Question 42 Which of the following is a typical justification of a BFOQ involving sex that employers use? Customers have a preference for dealing with one sex Personal contact with others requires same sex. One sex has an inability to perform the work. All of the answer choices are correct. Question 43 Which of the following are common sources of résumé fraud? inaccurate dates to cover up job hopping or unemployment inflated education or “purchased” degrees inflated titles All of the answer choices are correct. Question 44 Which of the following is a type of validity? test-retest coefficient alpha parallel forms criterion
In order to make interviews as structured as possible, the interview panel wants to use specific techniques and procedures. In addition, as the panel's human resources expert, they should make sure that each candidate is treated professionally and that their time is used productively. They have asked your advice on this. 1 questions Inform the panel of your recommendation. Include THREE (3) benefits and THREE (3) drawbacks of using structured interviews to learn about applicants in your response. 2 Questions Please list THREE (3) justifications for why background or reference checks are done. 3 QUESTIONS Discuss TWO (2) internal and TWO (2) external elements that affect the hiring and selection process.
You want to apply for the position of Human Resources Director with a Fortune 1000 company in the field of retailing. The company "would prefer" applicants with at least four years of experience, though others can also apply. You are six months short on the preferred experience. However, you are absolutely confident of yourself and want to convince the recruiter about the same. Keeping in mind the above scenario, create a cover letter that convinces the recruiter about your competency for this job. Also include a resume. Your cover letter and resume must incorporate the following: • The cover letter should be concise and to the point, following the 3-paragraph structure. • The resume should be no more than two pages long, in an appropriate format and following all the standards associated with that format. • The resume must have an impressive, original objective statement and a summary of qualifications. • The resume must include your capabilities and special skills, preferably using…
Which of the following is true with regard to the use of physical ability tests in the hiring process? a. The physical tests used must be specifically related to the requirements of the job. b. Physical tests are redundant as they do not measure the requisite skills adequately. c. Physical ability tests exempt women candidates as it is illegal according to the EEOC. d. Physical ability tests fail to measure a person’s attributes for a specific job opening. e. No established minimum standards or expectations are required with physical ability tests.
Human Resources Which of the following best describes a behavioural description interview question? a. question about what a person actually did in a given situation b. question in which an applicant is given a hypothetical situation and asked about it c. question that is reliable d. question that all job applicants answer in a similar fashion Type out the correct option and give proper explanation for each Option
The term recruitment refers to a. hiring persons with or without potential skills b. inviting applications from general candidates c. choosing the best person for the job d. identifying the source from where potential employees may be selected
Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that…
Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…