Talent Acquisition (D354)

Correct Answer C. To specify the skills and qualifications needed for the role

Explanation:

The primary purpose of a job description is to outline the key responsibilities, required skills, and qualifications for a specific role. This helps attract suitable candidates and ensures that applicants understand what is expected of them if hired.

Why Other Options Are Wrong:

A. To provide a detailed history of the company

This option is incorrect because a job description is not meant to provide a detailed history of the company. While some job descriptions may include a brief company overview, this is not their primary purpose.

B. To outline the salary range for the position

This option is incorrect because job descriptions typically do not include salary ranges. Salary details are often discussed later in the hiring process or during negotiations.

D. To list the names of potential candidates

This option is incorrect because job descriptions do not list potential candidates. Instead, they describe the role and its requirements to attract applicants.

Correct Answer B. It provides more potential applicants.

Explanation:

Internal recruitment typically limits the candidate pool to existing employees, resulting in fewer potential applicants compared to external recruitment. However, it saves time and money, boosts employee morale, and requires less orientation as internal candidates are already familiar with the company.

Why other options are wrong:

A. It costs less time and money: Internal recruitment avoids the high costs of advertising, hiring agencies, and extensive screening processes.

C. It helps the morale of existing employees: Promoting from within increases employee satisfaction and motivation.

D. It requires less orientation of the person hired: Internal candidates already understand company policies, culture, and processes, minimizing orientation needs.

Correct Answer  A. External recruitment targets individuals outside the organization, while internal recruitment focuses on current employees.

Explanation:

External recruitment involves seeking candidates from outside the organization, while internal recruitment looks to fill roles with existing employees. This distinction allows organizations to decide whether to expand their talent pool or promote from within.

Why other options are wrong:

B.External recruitment is less costly than internal recruitment: External recruitment often incurs more costs due to advertising and onboarding.

C. External recruitment is only used for entry-level positions: External recruitment can be used for all levels of positions.

D. Internal recruitment does not require any job postings: Internal recruitment often involves job postings within the organization to ensure fairness.

Correct Answer B. To gather objective data about candidates' abilities and fit for the job

Explanation:

Selection testing is used to objectively measure a candidate's abilities, skills, and overall fit for the job. It helps organizations make data-driven hiring decisions.

Why other options are wrong:

A. To eliminate all candidates who do not meet the minimum qualifications: Selection testing is about evaluation, not elimination.

C. To provide a platform for candidates to showcase their interpersonal skills: While interpersonal skills may be assessed, it is not the primary goal of selection testing.

D. To ensure that all candidates have the same level of experience: Selection testing is not focused on ensuring uniform experience levels among candidates.

Correct Answer B. The accuracy of a test in predicting future job performance

Explanation:

Predictive validity refers to the extent to which a test or assessment accurately predicts how well a candidate will perform in a specific role. It is a critical metric for ensuring the effectiveness of selection tools in identifying the best candidates for a job.

Why other options are wrong:

A. The consistency of test scores over time: This describes reliability, not predictive validity.

C. The fairness of the selection process across diverse groups: This relates to fairness and adverse impact considerations but not predictive validity.

D. The relationship between test scores and current job satisfaction: Predictive validity focuses on future job performance, not current satisfaction levels.

Correct Answer B. Providing leadership, designing code, collaborating with teams

Explanation:

The essential duties of a senior computer programmer typically include providing leadership to junior team members, designing and writing code, and collaborating with cross-functional teams to develop software solutions. These responsibilities align with the technical and leadership skills required for a senior-level programming role.

Why Other Options Are Wrong:

A. Handling customer service, marketing products

This option is incorrect because handling customer service and marketing products are not typical responsibilities of a senior computer programmer. These tasks are usually performed by professionals in customer support or marketing roles.

C. Managing financial accounts, conducting market research

This option is incorrect because managing financial accounts and conducting market research are unrelated to the core responsibilities of a senior programmer. These tasks fall under the purview of finance or business analysis roles.

D. Developing hardware components, managing logistics

This option is incorrect because developing hardware components and managing logistics are not part of a senior programmer's duties. These tasks are more relevant to hardware engineers or operations managers.

Correct Answer D. Criminal background check

Explanation:

Criminal background checks are recommended for senior programmer positions because these roles typically involve access to sensitive systems, proprietary code, and potentially confidential data. Verifying a candidate's criminal history helps organizations assess potential security risks and ensure the safety of digital assets and intellectual property.

Why Other Options Are Wrong:

A. Credit history checks are generally not recommended for programming positions unless they involve significant financial responsibilities or access to financial systems. For most programming roles, credit history lacks job relevance and may create unnecessary privacy concerns. Some jurisdictions have also restricted the use of credit checks in employment decisions when not demonstrably job-related.

B. Driving record checks lack relevance for senior programmer positions that do not require driving as part of job duties. Programming positions typically involve desk work rather than transportation responsibilities, making driving records irrelevant to job performance. Using such checks without job-relatedness could raise questions about unnecessary invasion of privacy.

C. Social media checks raise significant privacy and legal concerns and may expose employers to information about protected characteristics. While some organizations conduct social media screening, it presents legal risks regarding protected class information and off-duty conduct laws. For programming positions specifically, social media presence has limited relevance to technical capabilities and job performance.

Correct Answer A. LinkedIn, Facebook, and Instagram

Explanation:

LinkedIn, Facebook, and Instagram are widely recognized for recruitment efforts, with LinkedIn being the most professional platform for sourcing talent, and Facebook and Instagram providing broader reach and visibility for job postings.

Why other options are wrong:

B. Pinterest, Reddit, and Tumblr: These platforms are less commonly used for recruitment due to their focus on niche interests and communities rather than professional networking.

C. YouTube, WhatsApp, and Telegram: While useful for communication and content sharing, these platforms are not primary channels for recruitment.

D. Twitter, Snapchat, and TikTok: These platforms can complement recruitment efforts but are not as effective as LinkedIn, Facebook, and Instagram for sourcing candidates.

Correct Answer D. the selection test given actually relates or corresponds to job performance.

Explanation:

Validity in selection testing ensures that the assessment accurately measures what it claims to measure and that those measurements are relevant to actual job performance. A valid test demonstrates a meaningful relationship between test scores and subsequent performance on the job, confirming that the selection method is job-relevant and legally defensible.

Why Other Options Are Wrong:

A. the results of the selection test are kept confidential.

Keeping test results confidential relates to ethical test administration and privacy considerations, not validity. While confidentiality is important for legal compliance and candidate trust, it does not address whether the test accurately measures job-relevant attributes. A test could maintain perfect confidentiality yet completely fail to predict job performance.

B. the section test used is one which is widely used in the industry.

Wide industry usage of a test does not establish its validity for a specific position or organization. Popularity alone doesn't guarantee that a test measures job-relevant attributes or predicts performance. Many widely used tests may lack proper validation for specific contexts, which is why organizations must validate tests for their particular jobs regardless of industry prevalence.

C. the selection test is administered by a trained professional.

Administration by a trained professional relates to standardization and reliability, not validity. While proper test administration is important, it doesn't ensure the test content itself corresponds to job requirements. A perfectly administered irrelevant test will still produce invalid results for selection purposes.