RECRUITMENT
TRUE OR FALSE: Analyze if true or false and briefly explain why.
Structured job interviews are better in screening for applicants than unstructured job interviews.
True, structured job interviews are better since these are targeted questions that measure KSAOs from job analysis.
TRUE OR FALSE
Business game is an example of performance test in screening job applicants.
TRUE
TRUE OR FALSE: Analyze if true or false, and briefly explain why.
Item homogeneity is the extent to which test items measure varied constructs.
False, homogeneity is the agreement that items measure the same construct.
TRUE or FALSE:
Any alien seeking admission to the Philippines for employment purposes and any domestic or foreign employer who desires to engage an alien for employment in the Philippines is strictly prohibited by the Department of Labor.
False, securing permits is the requirement for them to be allowed in practicing their profession here in the Philippines.
TRUE OR FALSE: Analyze if true or false and briefly explain why.
The four-fold test give absolute rights to the employer to manage its business affairs without any other considerations.
FALSE, there are two considerations necessary in the exercise of the four-fold test.
Enumerate:
5 external recruitment processes
job fairs, blind box, executive search, media ads, employment agencies
What is a test battery?
A package of psychological tests that measures the applicant KSAOs from cognitive ability, to skills and aptitude, to personality tests.
Enumerate statistical tools the measure internal reliability of psychological tests.
KR20, Split-half method, Coefficient alpha
Enumerate 3 prohibited practices in recruitment under the labor code
use of false information to recruit applicants, misrepresentation to acquire license, induce a worker to quit his job unless liberating from oppression, influence the ER not to hire someone who did not apply through his agency, recruit for jobs harmful to health, moral, and dignity
Explain the valid exercise of management prerogative.
It is done in good faith and observes the rights of workers.
Differentiate past-focused questions versus future-focused questions by example
behavioral vs situational
*Tell us a time when you got angry with a customer vs how would you handle an irate client who continuously shouts invectives against you?
How do recruitment officers address issues on resume fraud?
By utilizing character referencing and letters of recommendation
Differentiate concurrent validity versus predictive validity.
Concurrent validity compares test scores in screening of employees versus their current job performance scores
Predictive validity compares test scores in screening to a future job performance measure
What is illegal recruitment?
Any agency is deemed to have engaged in illegal recruitment if prohibited practices of Article 34 were conducted.
Give 5 examples of what is covered under collective bargaining.
Briefly explain 3 types of resume.
Chronological (jobs by year), functional (job by nature of work), psychological (provides 'wow' factor through unusual information, first impression lasts)
Differentiate simulations versus business games in the selection process.
Simulations utilizes job-like scenarios to assess possible reactions in critical incidents while business games are used to identify key traits of the applicant by placing them in job-related tasks
Briefly explain known-group validity.
Comparing the scores of a group of poorly performing workers versus scores of a group known to posses the traits being measured; aim is to identify significant difference on the scores
What are the regulatory and visitorial powers of the Secretary of Labor?
Regulatory - power to restrict the recruitment and placement activities of all agencies
Visitorial - inspect the premises, books of accounts and records of employment agencies
What is wage distortion?
Substantial quantitative diminishing of gap in pay scale among workers
Give an example of targeted question using SBO the approach.
Define construct, ask using the situation, behavior, outcome format
Explain how work performance is predicted using personality, interests, and character
By utilizing personality tests, interest tests, and projective techniques that measures job competencies from the job analysis
Discuss how Taylor-Russell Tables are used in assessing usefulness of selection tools or methods.
Utilizes selection ratio (no. of hirees / no. of applicants), base rate (% of successful hirees) and test validity; using the table to predict successful hirees;
The more high the base rate and test validity, and lower selection ratio, the more probability of successful hirees
What is the penalty for illegal recruitment?
Life imprisonment and P100,000 fine if constituting economic sabotage
Differentiate just and authorized causes of termination of employment.
Just causes (i.e. serious misconduct) does not entitle one for separation pay while authorized causes (i.e. redundancy) entitles one for separation pay