Chapter 8: Recruitment Pretest
(28).webp "Chapter 8: Recruitment Pretest - Quiz")
This is a quiz on recruitment processes and key components.
- 1.
Once a decision has been made by a district to develop a new position, what takes place next?
- A.
Job description
- B.
Job analysis
- C.
Job analysis Staffing study
- D.
Job posting
Correct Answer
B. Job analysisExplanation
After a district has made the decision to develop a new position, the next step is conducting a job analysis. Job analysis involves gathering information about the tasks, responsibilities, and requirements of the position. This helps in determining the skills, qualifications, and experience needed for the job. The job analysis process may involve conducting interviews, surveys, and observations to gather relevant data. It is an essential step in designing an accurate job description and determining the appropriate staffing requirements for the new position.Rate this question:
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- 2.
What is the main difference between a job analysis and a job description?
- A.
They are the same
- B.
A job analysis is done is to determine the duties and responsibilities of a new position. A job description describes the duties and responsibilities of a position.
- C.
A job analysis is used to determine the degree to which a person is successful in the position. A job description describes the duties and responsibilities of a position.
- D.
A job description comes before a job analysis
Correct Answer
B. A job analysis is done is to determine the duties and responsibilities of a new position. A job description describes the duties and responsibilities of a position.Explanation
A job analysis is conducted to identify the specific tasks and responsibilities associated with a new position, while a job description outlines the duties and responsibilities of a position in general. In other words, a job analysis focuses on gathering information about the specific requirements and expectations of a new role, while a job description provides a broader overview of the responsibilities associated with a position.Rate this question:
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- 3.
Where would you find the following: Strategic nature of the position, changing aspects of a position, behaviors, screening and selection criteria?
- A.
Job analysis
- B.
Employment contract
- C.
Job description
- D.
Recruitment website
Correct Answer
A. Job analysisExplanation
Job analysis involves examining the strategic nature of a position, identifying the changing aspects of a position, determining the desired behaviors for the position, and establishing screening and selection criteria. It is a systematic process that helps in understanding the requirements and responsibilities of a job. By conducting a job analysis, organizations can ensure that they have accurate and up-to-date information about a job, which can be used for various HR functions such as recruitment, selection, training, and performance management. Therefore, job analysis is the most appropriate option where one would find the mentioned elements.Rate this question:
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- 4.
Where would you find the following: Job title, job grade, required qualifications, experience, skills, knowledge, experience and certification or licensure requirements?
- A.
Job analysis
- B.
Employment contract
- C.
Job description
- D.
Recruitment website
Correct Answer
C. Job descriptionExplanation
A job description is a document that outlines the specific details of a job, including the job title, job grade, required qualifications, experience, skills, knowledge, and certification or licensure requirements. It provides a clear understanding of the job responsibilities and expectations for potential candidates or existing employees. Job descriptions are typically used by employers to communicate the requirements and responsibilities of a job to attract suitable candidates during the recruitment process and to set expectations for employees once they are hired.Rate this question:
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- 5.
A teacher’s aide that has obtained a B.S. in education is hired in the same district in which she is working. This could be an example of:
- A.
Internal recruitment
- B.
External recruitment
- C.
Job sharing
- D.
Internet recruiting
Correct Answer
A. Internal recruitmentExplanation
This situation is an example of internal recruitment because the teacher's aide was hired within the same district where she is already working. Internal recruitment refers to the practice of filling job vacancies with existing employees or individuals who are already associated with the organization. In this case, the aide was able to secure a position in the same district due to her qualifications and experience, making it an internal recruitment process.Rate this question:
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- 6.
Which is not a benefit of employee referrals?
- A.
Helps reduce per hire costs
- B.
Candidates are in essence “pre-screened”
- C.
Employees feel a part of the recruitment process
- D.
Screens out those individuals who are not known by current employees
Correct Answer
D. Screens out those individuals who are not known by current employeesExplanation
Employee referrals are a valuable recruitment tool that have several benefits. They can help reduce per hire costs by eliminating the need for extensive advertising and recruitment efforts. Additionally, candidates who come through employee referrals are often "pre-screened" as employees are likely to recommend individuals who they believe would be a good fit for the company. This also helps to create a sense of involvement and engagement among employees, as they feel a part of the recruitment process. However, the statement that employee referrals "screens out those individuals who are not known by current employees" is not a benefit, as it may lead to a lack of diversity and limit the pool of potential candidates.Rate this question:
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- 7.
One factor that is important to consider for the school district and applicant when working with employment agencies is ____________________.
- A.
Location of the agency
- B.
Level of placement success of the agency
- C.
Costs to the school district or prospective candidate
- D.
Screening process of the agency
Correct Answer
C. Costs to the school district or prospective candidateExplanation
When working with employment agencies, both the school district and the applicant need to consider the costs involved. The school district may have a budget constraint and would need to assess if they can afford the services provided by the agency. On the other hand, the prospective candidate may have to pay a fee or commission to the agency for their assistance in finding a job. Therefore, understanding the costs associated with the agency is crucial for both parties involved.Rate this question:
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- 8.
Developing a Future Teachers Program at a local high school is an example of ___________________ of what type of supply program
- A.
Grow Your Own program
- B.
Alternative Certification program
- C.
Precollege recruitment program
- D.
College recruitment program
Correct Answer
C. Precollege recruitment programExplanation
Developing a Future Teachers Program at a local high school can be considered a precollege recruitment program because it aims to attract and recruit high school students who are interested in becoming teachers in the future. This program provides an opportunity for these students to explore the teaching profession, gain relevant experience, and develop the necessary skills and knowledge before entering college. By targeting high school students, the program aims to identify and nurture potential future teachers at an early stage, encouraging them to pursue a career in education.Rate this question:
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- 9.
A program that encourages and supports paraprofessionals to obtain teacher certification is called ___________________________.
- A.
College recruitment program
- B.
Grow Your Own program
- C.
Alternative certification program
- D.
Precollege recruitment program
Correct Answer
B. Grow Your Own programExplanation
A program that encourages and supports paraprofessionals to obtain teacher certification is called a "Grow Your Own program." This program aims to provide opportunities and resources for paraprofessionals to further their education and become certified teachers. It recognizes the potential and talent of paraprofessionals already working in the education field and aims to develop them into fully qualified teachers. This program helps address the shortage of teachers by nurturing and supporting individuals who are already invested in the education system.Rate this question:
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- 10.
An intensive summer training program followed by a yearlong support program is characteristic of a ____________________program.
- A.
Precollege recruitment program
- B.
Grow Your Own program
- C.
Alternative certification program
- D.
College recruitment program
Correct Answer
C. Alternative certification programExplanation
An intensive summer training program followed by a yearlong support program is characteristic of an alternative certification program. This type of program is designed to provide individuals who have not completed a traditional teacher education program with the necessary training and support to become certified teachers. The intensive summer training program helps these individuals gain the knowledge and skills required for teaching, while the yearlong support program provides ongoing guidance and mentorship as they begin their teaching careers.Rate this question:
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- 11.
Which major equal employment opportunity law requires school district to develop policies to hire and promote veterans and disabled veterans.
- A.
Americans With Disabilities Act of 1990
- B.
Title VII of the Civil Acts of 1964
- C.
Era Veterans Readjustment Assistance Act of 1974
- D.
Title IX of the Education Amendments of 1972
- E.
Equity Pay at of 1963
Correct Answer
C. Era Veterans Readjustment Assistance Act of 1974Explanation
The Era Veterans Readjustment Assistance Act of 1974 requires school districts to develop policies to hire and promote veterans and disabled veterans. This law specifically focuses on providing equal employment opportunities for veterans and ensuring that they receive fair treatment in the workplace. It aims to support veterans in their transition from military service to civilian employment by promoting their hiring and advancement.Rate this question:
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- 12.
Which major equal employment opportunity law provides eligible employees of both sexes to take 12 weeks of unpaid leave.
- A.
Title VII of the Civil Acts of 1964
- B.
Title IX of the Education Amendments of 1972
- C.
Age Discrimination in Employment Act of 1967
- D.
Equity Pay at of 1963
- E.
Americans With Disabilities Act of 1990
Correct Answer
D. Equity Pay at of 1963 -
- 13.
Which major equal employment opportunity law prohibits discrimination on the basis of gender in programs that receive federal funds.
- A.
Title IX of the Education Amendments of 1972
- B.
Vietnam Era Veterans Readjustment Assistance Act of 1974
- C.
Title VII of the Civil Acts of 1964
- D.
Americans With Disabilities Act of 1990
- E.
Age Discrimination in Employment Act of 1967
Correct Answer
A. Title IX of the Education Amendments of 1972Explanation
Title IX of the Education Amendments of 1972 prohibits discrimination on the basis of gender in programs that receive federal funds. This law ensures that both men and women have equal opportunities in education, including in areas such as admissions, athletics, and employment. It aims to create a level playing field and prevent gender-based discrimination in educational institutions that receive federal funding.Rate this question:
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- 14.
Which major equal employment opportunity law prohibits discrimination in employment against persons aged 40 or over.
- A.
Americans With Disabilities Act of 1990
- B.
Equity Pay at of 1963
- C.
Age Discrimination in Employment Act of 1967
- D.
Title IX of the Education Amendments of 1972
- E.
Title VII of the Civil Acts of 1964
Correct Answer
C. Age Discrimination in Employment Act of 1967Explanation
The correct answer is the Age Discrimination in Employment Act of 1967. This law specifically prohibits discrimination in employment against individuals who are aged 40 or over. It aims to protect older workers from being treated unfairly or denied employment opportunities based on their age. The Act applies to both private and public employers with 20 or more employees and covers various aspects of employment, including hiring, firing, promotions, and benefits. It also prohibits age-based harassment in the workplace.Rate this question:
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- 15.
Which major equal employment opportunity law prohibits discrimination in hiring, compensation, and terms and conditions of employment on the basis of race, color, religion national heritage, or sex.
- A.
Title IX of the Education Amendments of 1972
- B.
Equity Pay at of 1963
- C.
Americans With Disabilities Act of 1990
- D.
Title VII of the Civil Acts of 1964
- E.
Vietnam Era Veterans Readjustment Assistance Act of 1974
Correct Answer
D. Title VII of the Civil Acts of 1964Explanation
Title VII of the Civil Acts of 1964 is the correct answer because it is a major equal employment opportunity law that prohibits discrimination in hiring, compensation, and terms and conditions of employment based on race, color, religion, national origin, or sex. This law applies to employers with 15 or more employees and covers a wide range of employment practices, including recruitment, hiring, promotions, and benefits. It is an important legislation that promotes equal opportunity and fairness in the workplace.Rate this question:
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- 16.
Which major equal employment opportunity law prohibits discrimination against individuals who have mental or physical handicaps or the chronically ill.
- A.
Vietnam Era Veterans Readjustment Assistance Act of 1974
- B.
Title VII of the Civil Acts of 1964
- C.
Americans With Disabilities Act of 1990
- D.
Title IX of the Education Amendments of 1972
- E.
Equity Pay at of 1963
Correct Answer
C. Americans With Disabilities Act of 1990Explanation
The correct answer is the Americans With Disabilities Act of 1990. This law prohibits discrimination against individuals with mental or physical handicaps or chronic illnesses. It ensures that individuals with disabilities have equal opportunities in employment, public accommodations, transportation, and other areas of life. The law requires employers to provide reasonable accommodations for employees with disabilities and prohibits discrimination based on disability in hiring, promotion, and other employment practices. The Americans With Disabilities Act has been instrumental in promoting inclusivity and equal opportunities for individuals with disabilities in the United States.Rate this question:
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May 23, 2023Quiz Edited by
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Jul 22, 2008Quiz Created by
Peggyhines