Recruitment & Selection Processes Flashcards
7 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Recruitment & Selection Processes flashcards as text
A staffing agency places temporary workers at a client site. Under the concept of 'joint employment,' which of the following is TRUE?
Answer: Both the staffing agency and the client company may share employer obligations under labor law
Under joint employment doctrine, both the staffing agency and the client may share obligations for wage/hour, safety, and anti-discrimination laws.
What distinguishes a 'contingency' recruiter from a 'retained' recruiter in fee structure?
Answer: Contingency recruiters are paid only upon successful placement; retained recruiters receive upfront fees regardless of outcome
Contingency recruiters earn fees only when their candidate is hired, while retained recruiters receive scheduled payments throughout the search regardless of outcome.
Which technique is MOST effective for reducing unconscious bias during resume screening?
Answer: Implementing blind resume review by removing names, addresses, and graduation years
Blind resume review removes identifying information that can trigger unconscious bias related to name, gender, age, or socioeconomic background.
A recruiter is conducting reference checks and a former employer only confirms dates of employment and job title. This limited response is MOST likely due to:
Answer: Fear of defamation claims, leading to a policy of providing only neutral references
Many employers adopt a 'neutral reference' policy of confirming only dates and title to avoid potential defamation lawsuits from former employees.
According to the Fair Credit Reporting Act (FCRA), before a staffing firm can run a background check on an applicant using a third-party consumer reporting agency, they must:
Answer: Provide a standalone written disclosure and obtain the applicant's written authorization
FCRA requires a clear, standalone written disclosure to the applicant and their written consent before obtaining a consumer report.
In a competency-based interview, what is the interviewer PRIMARILY assessing?
Answer: Specific behavioral examples from the candidate's past that demonstrate required competencies
Competency-based interviews use past behavioral examples (STAR method) to assess whether candidates have demonstrated the competencies required for the role.
Which of the following is a key advantage of employee referral programs as a sourcing channel?
Answer: They typically yield higher quality hires with faster time-to-fill and better retention
Research shows referral hires tend to be higher quality, onboard faster, and stay longer because they enter with a realistic job preview from their referrer.