Human Resources Recruitment Final Exam

INSTRUCTIONS:

In a separate document, please answer please choose and answer any FIVE of the ten questions listed below.
Each response should contain 150-200 words with sufficient detail to answer the question completely.
A minimum of at least one (1) scholarly source other than your textbook is required for EACH question, with a total of a minimum of five (5) references.  Any references used must be properly cited in APA format.
Please be sure to thoroughly proofread your work for grammatical and spelling errors. 
Submit this exam no later than the last day of class.   No exceptions without prior approval.
QUESTIONS:  (Each question is worth 5 points)

1. What business conditions/factors would influence you to consider the use of honesty tests? What alternative actions (other than honesty tests) might you consider to address the same business conditions/factors?

2. If performance tests are so sensible and efficient, should they be used in all selection situations? Why or why not?

3. Summarize the validity evidence for using assessment centers in selection. Do they work as they were intended to work? Why or why not?

4. What characteristics should useful selection criteria have? Briefly identify these characteristics and define them in a checklist format that could be used by a manager to assess the adequacy of his/her criteria measures. What is the general conclusion regarding how violations of these characteristics will likely affect the validity coefficient?

5. If you wanted to increase your level of "legal defense comfort" associated with your performance appraisal system, what would you be sure to do?

6. How does a broader definition of selection influence the way an organization manages its human resource management system?

7. What are the important issues to consider when designing an effective recruitment program? Outline the features you would include in a college recruitment program for management trainees.

8. What basic principles should an organization follow to develop a selection program that is both legally defensible and ensures hiring the most qualified applicants?

9. Should an organization keep detailed records of its human resource management practices (selection procedures, performance appraisal procedures, etc.) if they have not been validated? Discuss the trade-offs involved.

10. What are the most commonly used predictors and criteria for selection? Why do you think they are most commonly used?