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Recruitment And Selection in Canada 6th Edition By Victor Catano – Test Bank

Chapter 7 Selection I: Applicant Screening

MULTIPLE CHOICE

What concept refers to the proportion of applicants who are hired for one or more positions?

selection ratio

screening

efficiency

applicant pool

ANS: A PTS: 1 REF: 284 OBJ: 1

BLM: Remember

Which of the following is NOT one of the four groups designated in the federal government’s Employment Equity Act?

women

Aboriginal people

immigrants

persons with disabilities

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Remember

minimum qualifications

minimum screening criteria

minimum selection qualifications

minimum criteria

ANS: A PTS: 1 REF: 284 OBJ: 2

BLM: Remember

What are screening procedures designed to do?

reduce the number of job applicants

organize job applications

discourage applicants

select job applications

ANS: A PTS: 1 REF: 284 OBJ: 2

BLM: Remember

Which of the following designated target groups is NOT protected by the federal government’s Employment Equity Act?

Aboriginal people

visible minorities

people with disabilities

transgendered individuals

ANS: D PTS: 1 REF: 284 OBJ: 1

BLM: Remember

Which of the following is NOT a commonly used screening method?

résumés

testing

application forms

reference checks

ANS: B PTS: 1 REF: 285 OBJ: 2

BLM: Remember

Which concept refers to individuals who are predicted to perform successfully in a given position but who do not perform at satisfactory levels when placed on the job?

person–job fit

perceptual difference

false positive

internal validity

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Remember

If you had 500 applicants for 10 positions, what is the selection ratio?

50 percent

5 percent

2 percent

1 percent

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Remember

Which method determines if an applicant is most qualified for the job?

employment testing and employment interview

résumé and screening interview

reference checks and employment testing

weighted application blank and employment testing

ANS: A PTS: 1 REF: 285 OBJ: 2

BLM: Remember

Which term is defined as the relationship between the actual number of people hired and the number who applied for a position, expressed in terms of a proportion?

applicant pool

criterion measure

screening tool

selection ratio

ANS: D PTS: 1 REF: 284 OBJ: 1

BLM: Remember

Which method is used to determine whether an applicant meets the minimum requirements for the job?

employment testing

employment interview

application form

job advertisement

ANS: C PTS: 1 REF: 285 OBJ: 1

BLM: Remember

Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering. What is this error called?

a false positive

a false negative

a positive error

a negative error

ANS: B PTS: 1 REF: 285 OBJ: 1

BLM: Higher Order

What screening method would you use to screen for a lifeguard’s CPR certification?

an application form

an employment interview

a written CPR test

a reference check

ANS: A PTS: 1 REF: 284 OBJ: 2

BLM: Higher Order

A company screening job applicants wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of applicants called?

the applicant pool

the standard deviation

the selection ratio

the screening proportion

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

When collecting information on an application, what information must a potential employer demonstrate to be valid?

bona fide occupational requirements

employment equity data

marital status

designated minority group

ANS: A PTS: 1 REF: 286 OBJ: 2

BLM: Remember

What does a biographical information blank include?

educational experiences, hobbies, life experiences

education, work experience, and training

personal background, life experience, and sexual orientation

knowledge, skills, abilities, and other attributes

ANS: A PTS: 1 REF: 289 OBJ: 2

BLM: Remember

Which of the following does NOT enhance the predictive value of reference checks?

An applicant’s previous immediate supervisor completes the reference.

The referee has had adequate time to observe the applicant.

The applicant is the same gender and ethnicity as the supervisor on the previous job.

The old and new jobs require similar knowledge, skills, abilities, and other attributes.

ANS: C PTS: 1 REF: 303–305 OBJ: 2

BLM: Remember

Which condition is required to establish predictive validity for a WAB?

large applicant pool for a specific job

benchmark jobs in similar organizations

previously established BIB categories

valid and reliable job evaluation processes

ANS: B PTS: 1 REF: 288 OBJ: 2

BLM: Remember

Scenario 7-1

Medical Office Assistant

Okanagan Medical Clinic (OMC), Kelowna, B.C.

We are looking for a Medical Office Assistant (MOA) to join our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients are greeted professionally, while showing respect and patience; and uses health-care software and MS office computer applications to schedule appointments and prepare reports, insurance forms, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, time management, and independent judgment in the performance of assigned tasks.

The successful candidate must possess strong written and oral communication skills and an advanced knowledge of computer programs, including Microsoft Word, Excel, Outlook, Internet Explorer, Access, and PowerPoint. The applicant must be able to work and communicate effectively in a small business team environment and build effective interpersonal working relationships with professional employees and clients. The standard office hours include some evening and weekend work. MOAs are routinely required to lift medical equipment and/or supplies weighing up to 10 kilograms and are regularly exposed to contagious diseases.

Required qualifications include completion of Grade 12 plus graduation from either an MOA or office administration certificate program. Bookkeeping and medical industry experience would be considered a highly weighted asset.

This is a full-time position effective immediately. The salary is competitive and will depend on education and experience, Please apply in confidence by email to omc@okanagan.bc.ca.

Refer to Scenario 7-1. The doctors at OMC have often used a rough and quick hiring interview process in selecting MOAs. They are not clear on the distinction between a screening interview and a selection interview. Which of the following best defines screening?

identifying individuals from the applicant pool who have minimum qualifications for the targeted position

ensuring that the four designated groups are screened for employment equity criteria

determining if the knowledge, skills, and abilities meet the minimum qualifications for the position

selecting the most qualified applicants for the targeted position

ANS: A PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. Why would OMC want to implement a well-developed applicant screening process?

to be efficient in applicant processing and have cost and time savings

to ensure both reliability and validity

to reduce negative applicant reactions

to intensively assess and rank applicants

ANS: A PTS: 1 REF: 284–285 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. What are the screening procedures at OMC designed to do?

reduce the number of job applicants

organize job applications

increase the applicant pool

select job applications

ANS: A PTS: 1 REF: 284 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. What is an example of the knowledge, skill, abilities, and other attributes outlined in the MOA job advertisement?

ability to greet patients professionally

skill in use of health-care software

ability to schedule appointments and prepare reports

skill in written and oral communication

ANS: D PTS: 1 REF: 284–286 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. What is the minimum MOA qualification OMC should screen for?

Grade 12

bookkeeping experience

health-care software skills

physical health

ANS: A PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. How would OMC screen for the minimum educational qualifications of an MOA?

school transcripts or certificates

aptitude test

reference check

employment interview

ANS: A PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

Which screening method could OMC use to screen for written communication skills?

a short writing test

an employment interview

a written aptitude test

a cover letter

ANS: D PTS: 1 REF: 295 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. Which of the following would be important information to require on the MOA application form?

social insurance number

physical health

medical information

educational background

ANS: D PTS: 1 REF: 285–288 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. Which screening methods could OMC consider?

application forms, résumés, and employment interview

application forms, employment testing, and employment interview

application forms, résumés, cover letters, and reference checks

application forms, résumés, and employment testing

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. OMC wants the relationship between the actual number of MOAs hired and the number of MOAs who applied for the position to yield 0.05. What is this proportion of applicants called?

the applicant ratio

the standard deviation

the selection ratio

the selection pool

ANS: C PTS: 1 REF: 284 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. OMC is aware that the screening process can be subjective and susceptible to errors. The organization is particularly concerned about MOAs who have the qualifications but may be eliminated mistakenly. What is this error called?

a false positive

a false negative

a positive error

a negative error

ANS: B PTS: 1 REF: 285 OBJ: 1

BLM: Higher Order

Why would OMC be concerned about false negative errors?

OMC would not be concerned because the high-performing applicants were not screened out.

OMC would be concerned about potential litigation and loss of employees’ competitive skills.

OMC would not be concerned because the low-performing applicants were screened out.

OMC would be concerned about cost of training replacement candidates.

ANS: B PTS: 1 REF: 285 OBJ: 1

BLM: Higher Order

Refer to Scenario 7-1. Which electronic standardized screening method could OMC use for MOAs?

an online application form

an online résumé

online testing

an online reference check

ANS: A PTS: 1 REF: 297 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. What would be OMC’s purpose for conducting a screening interview for MOAs?

to clarify job responsibilities

to clarify the minimum MOA requirements

to focus on preferred MOA requirements

to evaluate personal characteristics

ANS: B PTS: 1 REF: 284 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. The MOA reference check questions are designed to obtain standardized information on all the MOA applicants. Which of the following is NOT an example of this type of question?

How long, and in what capacity, have you known the applicant?

Can you provide me with an example of how the applicant exercised organization and time management?

Can you provide me with an example of when the applicant used intuition? What actions did he or she take? What was the result?

Can you tell me about the applicant’s strengths and weaknesses?

ANS: D PTS: 1 REF: 303–304 OBJ: 2

BLM: Higher Order

Refer to Scenario 7-1. What should OMC NOT do during a reference check?

obtain a waiver granting the employer to contact references

check three creditable work references and ask about past job performance

ask concise and closed-ended questions

verify all credentials, degrees, certifications, and licenses

ANS: C PTS: 1 REF: 303–304 OBJ: 2

BLM: Higher Order

Why should employers be cautious regarding the use of biodata?

Collection of biodata information is not job related.

Providing any false, misleading, or incomplete information is grounds for discharge.

Biodata methods are illegal under US legislation.

Results may be inaccurate because of gender and race differences.

ANS: D PTS: 1 REF: 292–294 OBJ: 3

BLM: Higher Order

Which of the following terms is defined as the correlation between assessment scores and job performance measures?

correlation coefficient

predictive validity

validity coefficient

validation strategy

ANS: C PTS: 1 REF: 294 OBJ: 2

BLM: Remember

In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following?

two pages only

no GPA

a career or job objective

specific examples of accomplishments

ANS: D PTS: 1 REF: 299 OBJ: 3

BLM: Higher Order

According to the textbook, which of the following section headings is NOT used in writing an effective business résumé?

Career Related Skills

Job Goals and Objectives

Extracurricular Activities

Work Experience

ANS: B PTS: 1 REF: 296–299 OBJ: 4

BLM: Higher Order

What does the STAR method represent?

selection, try-out, attributes, response

situation, time, action, result

screening, task, abilities, reliability

self-report, trait, aptitude, recruitment

ANS: B PTS: 1 REF: 297 OBJ: 4

BLM: Remember

Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm?

a hiring liability

unauthorized hiring

negligent hiring

pre-hire favouritism

ANS: C PTS: 1 REF: 305 OBJ: 4

BLM: Higher Order

Which of the following describes the result of a research study that examined the relationship between recruiters’ evaluations of candidates based on Facebook profiles and candidates’ subsequent performance on the job?

Highly rated candidates became high-performing employees.

Low-rated candidates were not offered jobs.

No relationship was found between recruiter ratings and candidate job performance.

Male applicants were favoured over female candidates.

ANS: C PTS: 1 REF: 310 OBJ: 4

BLM: Remember

TRUE/FALSE

Screening begins before the Human Resources Department receives the application.

ANS: F PTS: 1 REF: 284 OBJ: 1

Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

ANS: T PTS: 1 REF: 284 OBJ: 1

Recruitment involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.

ANS: F PTS: 1 REF: 284 OBJ: 1

Screening refers to the early stages of a sequential selection process in which applicants that meet

the selection criteria are selected for further consideration and more assessment.

ANS: T PTS: 1 REF: 284 OBJ: 1

Selection identifies whether candidates who applied for a position meet minimum requirements.

ANS: F PTS: 1 REF: 284 OBJ: 1

Screening seeks to find a sufficient number of qualified applicants.

ANS: F PTS: 1 REF: 284 OBJ: 1

Individuals who are predicted to perform successfully for a given position, but who do not perform as satisfactorily when placed on the job, are referred to as false negatives.

ANS: F PTS: 1 REF: 285 OBJ: 1

Screening must be done with great care as this process is often prone to errors. There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job.

ANS: F PTS: 1 REF: 284 OBJ: 1

A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.

ANS: F PTS: 1 REF: 288 OBJ: 1

Weighted application blanks are developed in relation to criterion measures of performance established for current and previous employees.

ANS: T PTS: 1 REF: 288 OBJ: 2

The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description.

ANS: T PTS: 1 REF: 296 OBJ: 2

The first impression created by the résumé is not a factor in screening.

ANS: F PTS: 1 REF: 295 OBJ: 2

WABs are particularly effective in predicting overall job performance.

ANS: F PTS: 1 REF: 288–289 OBJ: 4

Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.

ANS: T PTS: 1 REF: 309 OBJ: 4

Before any screening tool is used, it should be reviewed with respect to human rights legislation.

ANS: T PTS: 1 REF: 286, 305 OBJ: 4

Reference checks generally take place early in the screening process as a way to reduce the applicant pool.

ANS: F PTS: 1 REF: 303 OBJ: 2

It is important to look for career regression and unexplained gaps in work or education when reviewing a résumé from a potential applicant.

ANS: T PTS: 1 REF: 302 OBJ: 4

Reference information is usually collected through telephone interviews with the referees by using a checklist of job-related questions.

ANS: T PTS: 1 REF: 303 OBJ: 2

Reference checks gather information about a job candidate from that applicant’s supervisors, coworkers, clients, or other referees. Gathering this requires the written consent of the applicant.

ANS: T PTS: 1 REF: 311 OBJ: 2

Reference checks require a job applicant’s consent for an employer to gather information about the candidate from any referees.

ANS: T PTS: 1 REF: 311 OBJ: 1

SHORT ANSWER

Refer to the job advertisement below. Identify and list the KSAOs outlined in the job advertisement. List in order of priority the minimum qualifications you would be inclined to screen for and how you would do the screening, and provide a rationale for each screening method you use. Develop a set of questions (2–4) that would be useful in your background reference checks on MOA applicants, and explain their use.

Medical Office Assistant

Okanagan Medical Clinic (OMC), Kelowna, B.C.

We are looking for a Medical Office Assistant (MOA) to join our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients are greeted professionally while showing respect and patience; and uses health-care software and MS office computer applications to schedule appointments and prepare reports, insurance forms, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, time management, and independent judgment in the performance of assigned tasks.

This is a full-time position effective immediately. The salary is competitive and will depend on education and experience, Please apply in confidence by email to omc@okanagan.bc.ca.

ANS:

KSAOs are the knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job; also referred to as a job, employment, or worker specifications. KSAOs are used to describe the job and to write a job advertisement.

Knowledge is a body of information, usually of a factual or procedural nature, that makes for successful performance of a task.

Skill is an individual’s level of proficiency or competency in performing a specific task, expressed in numerical terms.

Ability is a more general, enduring trait or capability an individual possesses at the time he or she first begins to perform a task.

Other attributes include personality traits and other individual characteristics that are integral to job performance. Examples of KSAOs outlined in the MOA job advertisement are written and oral communication skills, adaptability, initiative, organization, time management, independent judgment, advanced knowledge of computer programs, ability to communicate effectively in a small business team environment, and building effective interpersonal working relationships with professional employees and clients (not the duties, such as “professionally greet patient,” “use health-care software,” “schedule appointments,” and “prepare reports, etc.). The minimum MOA qualifications would be Grade 12 and MOA or office administration certificate. Screening methods that OMC could consider would be application forms, résumés, cover letters, screening interviews, and reference checks. The screening methods the students discuss will vary. Some examples might include OMC screening for the minimum educational qualifications by asking for a copy of applicants’ certificates or transcripts, or OMC screening for written communication skills by reviewing applicants’ cover letters.

Before conducting reference checks, the applicants’ written consent should be obtained. All reference comments must fall within the scope of permission. The written consent should be worded to allow for comments concerning the individual’s work performance. Applicants should be given notice if a company is conducting background checks or making informal inquiries with previous employers. Information requested should be reasonably relevant to the hiring decision and establishing the employment relationship.

The following are examples of MOA reference check questions that are designed to obtain standardized information on all MOA applicants.

How long, and in what capacity, have you known the applicant?
Can you provide me with an example of how the applicant exercised organization and time management?
Can you provide me an example of when the applicant used intuition? What actions did he or she take? What was the result?

PTS: 1 REF: 303–306 OBJ: 2 | 4

What is screening? What does screening involve? How is screening different from selection and recruitment?

ANS:

Screening is a preliminary pre-employment screen that allows the employer to determine if the applicant is minimally qualified for the position. It involves screening for the minimum qualifications of knowledge, skills, abilities, experiences, and other attributes deemed necessary for minimally acceptable performance in one or more positions. It is sometimes referred to as selection criteria. Candidates passing this first hurdle are referred for more extensive assessments. Selection reviews each qualified candidate to find those who will be most successful in the job. Recruitment seeks to find a sufficient number of qualified applicants.

Refer to Figure 7.1, The Relationship among Recruitment, Screening, and Selection, on page 285.

PTS: 1 REF: 284, 285 OBJ: 1

You are the HRM for KM Contracting. Due to significant time constraints, the construction superintendent has asked you to collect as much applicant background information as you can on the application form to streamline and speed up the screening and selection process. What would you suggest to the construction superintendent?

ANS:

It is important to collect only the minimal information required to make a screening decision, not a hiring decision at this point. Before putting any item on an application form, KM Contracting should ask the following questions:

Does the question conflict with provincial, territorial, or federal human rights guidelines on what can and cannot be asked on application forms?
What is the purpose of having the item on the form?
Is there a better way to obtain the information elicited by the item?
How will the information be used?
Are responses to the item, if used in making a selection decision, likely to have an adverse impact in screening out members of protected minority groups?
Is it more appropriate to obtain the information only after making a job offer?
Has the job-relatedness been established?

PTS: 1 REF: 285 OBJ: 3

Job applicants have to be screened with great care. Explain.

ANS:

Screening methods are often subjective and susceptible to errors, and can be discriminatory. They are based on limited information and are designed to reduce the number of applicants. Candidates who do not have the minimum requirements are eliminated for the selection process. The screening of minimum qualifications affects the entire selection process. There can be false positives, which means individuals who are predicted to perform successfully for a given position (based on pre-selection scores) do not perform at satisfactory levels when placed on the job. False negatives occur when individuals who are predicted to perform unsuccessfully for a given position (based on pre-selection assessment scores) perform at satisfactory levels if hired.

Another issue that has gained recent attention is negligent hiring. Negligent hiring is defined as a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm. The legal implications of screening must be seriously considered to avoid any legal liability from improper hiring. Negligent hiring is aimed at the employer’s knowledge of the qualifications of the unfit, new employee at the time of hiring.

See Recruitment and Selection Notebook 7.3, Guidelines for Avoiding Negligent Hiring, on page 305.

PTS: 1 REF: 285–294, 305 OBJ: 3

What is employment equity? How does it affect the screening process?

ANS:

Particular consideration needs to be given to human rights legislation. Employers cannot ask for information that is prohibited on discriminatory grounds under human rights legislation unless it can be established that the information is a bona fide occupational requirement (BFOR). If challenged about any information collected, an employer will have to show that the information constitutes a BFOR. All screening requirements must be realistic and job-related.

PTS: 1 REF: 284 OBJ: 3

What are false positives and false negatives? How do these occur?

ANS:

Screening must be done with great care as this process is often prone to errors. There can be false positives, which means individuals who are predicted to perform successfully for a given position (based on pre-selection scores) do not perform at satisfactory levels when placed on the job. False negatives occur when individuals who are predicted to perform unsuccessfully for a given position (based on pre-selection assessment scores) perform at satisfactory levels if hired.

PTS: 1 REF: 284, 285 OBJ: 1

List and briefly describe three screening methods that are frequently used.

ANS:

An application blank is a form used by job candidates to provide an employer with basic information about the applicant’s knowledge, skills, education, or other job-related information.

A weighted application blank (WAB) or form is a method for quantitatively combining information from application blank items by assigning weights that reflect each item’s value in predicting success.

A biographical information blank (BIB) is a pre-selection questionnaire in which applicants are asked to provide job-related information on their personal background and life experiences. The BIB is also known as a life history or personal history inventory and is based on the view that past behaviour is the best predictor of future behaviour.

Biodata are biographical data for job applicants that have been gathered from BIBS, application blanks, or other sources.

Reference checks gather information about a job candidate from that applicant’s supervisors, coworkers, clients, or other referees. This information is usually collected from the referees through telephone interviews.

Résumés are another source of biographical information produced by job applicants. The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description. One difference between information collected through application blanks and résumés is that applicants voluntarily provide biographical information about themselves.

PTS: 1 REF: 285–294 OBJ: 2

There are many online recruitment companies that help organizations with online candidate sourcing, job board posting management, and many other electronic methods to attract job seekers to organization positions. These companies are increasingly offering more online recruitment and selection services that are much more than just posting job advertisements online. Give an example of how companies can incorporate technology to screen applicants online either through their own company career website or by using a large national or international Internet site. Describe some potential benefits and challenges of online screening.

ANS:

Mailed or faxed applicant résumés, cover letters, reference request waivers, and other applicant information can be scanned and software can extract information to fill the organization’s standardized applicant database.
Screening can be done effectively and efficiently using online application forms. WAB can be used to quantify combined information from application form items by assigning weights that reflect each item’s value in predicting job success. The data can be stored in a structured format in the applicant database.
Application-matching software can match and provide communication between an applicant’s KSAOs and an organization’s job position.
All applications can be acknowledged, stored for future easy access, and tracked to monitor progress.
Corporate website career sections can prompt applicants to provide information on career and job-related topics. The applicant can have a positive experience and learn more about the job and organization.
Organizations can post questions about job criteria and clarify the minimum qualifications for a position. The data can be automatically stored in a structured format in the applicant database.
Corporate website career sections can prompt applicants to answer a scorable questionnaire developed from selection criteria that measure an applicant’s degree of suitability to specific job and competency requirements, as well their organizational fit. Questionnaire results can be automatically attached to the applicant’s record in the database.
All recruitment methods utilized can direct candidates to the corporate careers website to help funnel, screen, and manage applications.
A shortlist of candidates can be created and prioritized automatically in real time on the basis of all parts of the screening process.
A wide range of staffing metrics can be made available in real-time.

Some potential benefits of online screening technology include the following:

Applicants at different locations will have easy access to information.
Updates can be done very cost effectively.
Speed, efficiency, consistency, accuracy, and quality of screening processes are assured.
Strategies and systems can be integrated.
Candidates feel acknowledged and valued.
Candidates join a company they know (the company can provide more information about the position).
Candidate relationships and interest in the company can strengthen.
Relevant, accurate data are provided for improved hiring decision making.
KSAOs can be reviewed and discussed.
Screening time is faster.
Cost per applicant is lower.
Competency questionnaires can be used to assess minimum qualifications.
Routine tasks and administration are reduced.

Some potential challenges of online screening technology include the following:

Is the organization, workforce, and stakeholder human resource information management technology ready?
Has an analysis determined that e-recruitment/screening/selection is economically and technically feasible?
Are information security and legal database management practices (e.g., regarding privacy and confidentiality) in place?
Is great care being taken not to make subjective errors and to ensure that all decisions are based on job-related criteria?
Do the individuals you are trying to attract have regular access to a computer and can use and feel comfortable with technology?

PTS: 1 REF: 297, 311 OBJ: 2

What is cyber-profiling? How can it be used as a screening tool in the selection process?

ANS:

Cyber-profiling is the strategic use of the Internet to gather information about potential applicants that might confirm or contradict other information sources provided in interviews, résumés, applications, reference checks, and so forth.

Cyber-profiling is one screening tool that provides additional information about an applicant.
It should not be used as the only screening tool but in conjunction with other techniques.
Cyber-profiling is a low-cost, easy-access technique to find information about an applicant that he or she might not wish to share.
Examples of platforms that might be used include Facebook, Twitter, MySpace, LinkedIn, etc.
Information gathered from cyber-profiling can be used to determine person–organization fit with respect to the values and culture of an organization. It can also determine the personality, attitudes, leisure activities, and political, religious, and other characteristics of the applicant.
In this regard, cyber-profiling is very intrusive to the applicant since websites can exist with information about an applicant that is outdated.
Organizations should have policies regarding cyber-profiling so that the subjective information gathered does not eliminate the chances of applicants from being hired due to holiday indiscretions or otherwise.
Cyber-profiling can also uncover digital personas that might be presented online that contradict other sources of screening information.
Lastly, there are websites that will perform reputation scans (www.reputation.com) in order to search the Internet for information on a potential candidate. This website gives the candidate an opportunity to manage his or her online reputation.

PTS: 1 REF: 299–300 OBJ: 4

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