Deck 5: External Recruitment

Question 1

Organizations with low turnover rates will probably prefer to use internal recruitment agencies.

Answer 1

False

Question 2

A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.

Answer 2

False

Question 3

Which of the following are components of a well-developed recruiting requisition?

A) quantity of labor to be hired
B) affirmative action compliance methods
C) list of selection methods to be used
D) all of the above

Answer 3

D

Question 4

Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.

Question 5

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

Question 6

Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.

Question 7

Which of the following are advantages of centralized recruitment?

A) duplications of effort are reduced
B) increased responsiveness to immediate needs
C) closer links to day-to-day operations
D) decreased costs in the centralized HR function

Question 8

A recruiting requisition is ________________________.

A) a formal document that authorizes the filling of a job opening
B) a flowchart that enumerates costs of each selection tool
C) a formal document that details the process to be followed to attract applicants to a job
D) a description of the costs and benefits of various methods of selection

Question 9

One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.

Question 10

A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.

Question 11

The practice of not charging the business unit may result in the business unit users not being concerned about minimizing recruitment costs.

Question 12

Research consistently shows that HR department employees make better recruiters than line managers.

Question 13

Most organizational recruiting is done in-house.

Question 14

Which of the following is an advantage of using an external recruiting agency?

A) it ensures consistency from opening to closing
B) it is useful for companies too small to have dedicated recruiters
C) it is very inexpensive
D) all of the above

Question 15

One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.

Question 16

A recruitment guide is ________________________.

A) a formal document that authorizes the filling of a job opening
B) a flowchart that enumerates costs of each selection tool
C) a document that details the process to be followed to attract applicants to a job
D) a description of the costs and benefits of various methods of selection

Question 17

Most recruiters receive a great deal of training.

Question 18

Which of the following is not one of the major areas written into recruiting budgets?

A) website development and administration
B) costs of signing bonuses
C) time spent making personal contacts and following up with candidates
D) bringing candidates onsite

Question 19

Some organizations cooperate with one another during recruitment drives to minimize individual recruitment costs.

Question 20

With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.

Question 21

Targeted recruiting is a poor choice for diversity-conscious firms.

Question 22

Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.

Question 23

Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match.

Question 24

Executive search firms are usually extremely expensive.

Question 25

Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.

Question 26

Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.

Question 27

Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.

Question 28

Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.

Question 29

If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.

Question 30

Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.

Question 31

It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.

Question 32

Which of the following is an advantage of open recruiting?

A) it is seen as more fair
B) it ensures a diverse set of applicants
C) a small set of qualified applicants is considered
D) both a and b

Question 33

What are the two major strategies for recruiting?

A) open or shut
B) proactive or pensive
C) open or targeted
D) general or targeted

Question 34

One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.

Question 35

Niche employment websites are a popular method for finding recruits with a specific set of skills.

Question 36

The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.

Question 37

Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.

Question 38

There has not been any research on the effectiveness of various recruitment sources.

Question 39

One major problem with Internet-based recruiting is that there are too few applications for most jobs.

Question 40

In a small number of states, there are employment or job service options to help employers find candidates for jobs.

Question 41

The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called __________.

A) targeted recruitment
B) job requirements matrix recruitment
C) geographic area recruitment
D) strategic recruitment

Question 42

There is some evidence that realistic job previews might scare away the most promising job candidates.

Question 43

An organization's employment brand is completely different than its product market image.

Question 44

Which situation most strongly calls for targeted recruitment?

A) a small number of applicants are required
B) specific skill sets are needed
C) pre-entry qualifications are not important
D) the organization is downsizing

Question 45

Which of the following statements is false?

A) many employment sites now offer the ability to create and approve job requisitions online
B) employment sites sometimes cross-list jobs with local newspapers
C) at any given time there are millions of résumés available on employment websites
D) none of these statements is false

Question 46

Which of the following is an advantage of targeted recruiting?

A) it is seen as more fair
B) it ensures a diverse set of applicants
C) a small set of qualified applicants is considered
D) both a and b

Question 47

Which of the following statements about using employee referrals is true?

A) those recruited by employee referrals tend to be less committed
B) those recruited by referrals are more qualified and committed
C) referral programs may be effective, but few are hired in this way
D) over 80% of organizations provide incentives for referrals

Question 48

Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.

Question 49

A high cost method of search may be worth the cost to the organization if ___________.

A) the job is not crucial to the organization's success
B) KSAOs are in short supply
C) only a small number of individuals are needed
D) none of the above

Question 50

Research suggests that realistic job previews lead to massive reductions in turnover.

Question 51

The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply.

A) highly eager group of applicants
B) relatively homogenous population of individuals
C) uniformly high quality of individuals
D) large number of individuals

Question 52

A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is ____________.

A) a job cart function
B) personal search engines
C) self-assessment inventories
D) all of the above

Question 53

Realistic recruiting messages are less effective for those with considerable previous job experience.

Question 54

Which of the following is an appropriate use of targeted recruiting?

A) Using non-traditional sources to enhance minority hiring.
B) Broadening the geographical recruitment area to control selection costs.
C) Eliminating recruitment sources to minimize yield ratios.
D) Using demographics to avoid certain classes of potential applicants.

Question 55

Which situation most strongly calls for open recruitment?

A) a small number of applicants are required
B) specific skill sets are needed
C) pre-entry qualifications are not important
D) the organization is downsizing

Question 56

Which of the following are not components of a strong corporate recruiting website?

A) exciting flash graphics presentations of opportunities
B) detailed information on career opportunities
C) résumé builders
D) self-assessment inventories

Question 57

Written or videotaped RJPs are more effective than verbal RJPs.

Question 58

College placement offices are used because ___________.

A) they reach individuals with diverse levels of skills for all job types
B) it really doesn't matter which college you recruit from because they're all the same
C) it's fast and easy to establish relationships with campus recruiting offices
D) campus recruiting efforts are seen as more credible than websites or bulletin boards

Question 59

The hope with realistic job previews is that job applicants will self-select into and out of the organization.

Question 60

Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.

Question 61

Advertising is an ideal method for providing rich information to job candidates.

Question 62

Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.

Question 63

Applicants have a strong preference for recruiters who are the same gender and race as they are.

Question 64

Which method of recruiting is most effective at reducing turnover?

A) realistic
B) targeted
C) considerate
D) branded

Question 65

Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?

A) realistic
B) targeted
C) considerate
D) branded

Question 66

Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.

Question 67

Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.

Question 68

Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies?

A) recruitment brochures
B) word of mouth
C) advertising
D) organizational websites

Question 69

Which of the following statements regarding the development of recruiting strategies is false?

A) recruiting information coming from employees is seen as especially credible
B) the most effective messages also allow employees to find more information and customize their experience
C) recruiting advertisements in publications with large circulations will usually be more expensive
D) organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal

Question 70

A targeted recruiting message is designed to appeal to a particular audience.

Question 71

Although delays in the recruiting process should not be ignored, in general, they don't have much effect on applicant attraction to an organization.

Question 72

A realistic job preview is _________________________.

A) a description of a job that integrates both positive and negative information
B) a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the job
C) a series of structured video exercises showing a job's task characteristics
D) a largely negative recruiting approach

Question 73

What is the main reason for taking a realistic job preview approach to developing a job communication message?

A) The approach aids applicants in self-selecting out of the organization.
B) The method enhances AA compliance.
C) The approach results in lower advertising costs.
D) The approach presents potential job applicants with the most attractive description of the job attributes.

Question 74

Research suggests __________ realistic job previews lead to reduce turnover most.

A) verbal
B) videotaped
C) written
D) computerized

Question 75

Which method of recruiting is most effective for tight labor markets and highly valued jobs?

A) realistic
B) targeted
C) considerate
D) branded

Question 76

Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.

Question 77

A realistic job preview strategy is best for tight labor markets or higher-value jobs.

Question 78

Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.

Question 79

The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.

Question 80

It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.