1.

Which question should an HR manager address, when setting up a recruitment and selection system?

	a.	how to ensure only a specific gender of candidate applies for a position?
	b.	how to fast-track a candidate through the selection process, based upon who he/she knows?
	c.	how to deter candidates with disabilities from applying?
	d.	are the abilities and skills that they seek in new hires actually needed for a specific job?

2.

An organization may be subject to penalties and fines if their selection programs are found to:

	a.	contain bona fide occupational requirements (BFORs).
	b.	operate outside of current legal context.
	c.	unintentionally exclude applicants by using factors protected under human rights legislation.
	d.	use scientifically-derived information to predict which job candidate will do well on the job.

3.

1. Which of the following is a prohibited ground of employment discrimination, within all Canadian jurisdictions?

   	a.	gender identity.
   	b.	race or colour.
   	c.	age.
   	d.	sexual orientation.

4.

1. Which of the following is a disadvantage of using the functional job analysis method?

   	a.	only trained analysts may use the method.
   	b.	it provides a task bank of standardized task statements.
   	c.	it is very costly for analyst training.
   	d.	it is very timing consuming and laborious.

5.

Which of the following is a subjective performance measurement used in the performance appraisal process?

	a.	trainability.
	b.	rate of advancement.
	c.	forced distribution.
	d.	absenteeism.

6.

1. Which of the following is NOT a factor in creating accurate expectations about prospective jobs?

   	a.	information technology.
   	b.	communication media.
   	c.	content of information.
   	d.	source of information.

8.

1. Which of the following is NOT a best practice to avoid negligent hiring?

   	a.	waive reference checking on job candidates who are referred to the organization.
   	b.	question applicants about any gaps in employment history.
   	c.	require applicants to sign an authorization form giving you the right to contact and check references.
   	d.	implement a hiring and reference check policy.

9.

1. The correlation between assessment scores and job performance measures is called:

   	a.	correlation coefficient.
   	b.	predictive validity.
   	c.	validity coefficient.
   	d.	validation strategy.

10.

1. Which of the following is the most commonly used technique for gathering facts and establishing the tasks and behaviours that define a job?

   	a.	direct observation.
   	b.	interview.
   	c.	self monitoring.
   	d.	review the job description.

11.

1. Which of the following is an example of adaptive performance?

   	a.	presenteeism.
   	b.	workplace deviance.
   	c.	dealing with uncertain and unpredictable work situations.
   	d.	production deviance.

12.

1. When there are insufficient qualified applicants for a position, which of the following should be considered as a next step?

   	a.	lower the minimum qualifications (MQ) for the position.
   	b.	consider recruiting within designated target groups.
   	c.	intensify the search.
   	d.	require existing applicants to complete an application form.

13.

1. Which of the following is NOT true of talent management?

   	a.	its an organizations commitment to recruit, retain and develop the most talented employees.
   	b.	Canadian legislation stipulates that all employees must be included in the talent management system.
   	c.	it involves developing an employees career across the organization.
   	d.	larger organizations rely on human resources information systems (HRIS) to be effective in talent management.

15.