Deck 5: Recruitment of Applicants

Question 1

Organizations using a recruiting Web site should avoid using employee testimonials on the Web site itself.

Answer 1

False

Question 2

The World Wide Web is the source of recruiting that has become the most dominant medium in recent years.

Answer 2

True

Question 3

Although research has shown that realistic job previews reduce subsequent employee turnover, the size of the reduction is usually fairly small.

Answer 3

True

Question 4

Firms can engage in both internal and external recruitment.

Question 5

Realistic job previews have a slightly negative relationship to job satisfaction and turnover.

Question 6

When the quality of information upon which applicants base their decisions is accurate, dysfunctional behaviors are more likely to result.

Question 7

Recruiters have a stronger influence on recruits than do job and organization characteristics.

Question 8

Selection is more closely related to job analysis than it is to other HR functions.

Question 9

Both applicants and organizations have incentives to present their best qualities to attract one another.

Question 10

Applicants use impression management tactics to influence the perceptions of organizations and organizations use depression management to present jobs as realistically as possible.

Question 11

Recruitment sources should complement one another.

Question 12

Recruiters are usually seen as more trustworthy and credible than members of the intended work group.

Question 13

Recruiters have little effect upon recruits' actual decisions about whether to accept a job or not.

Question 14

One means organizations can use to manage image is by tailoring their recruitment strategies and methods to communicate the kind of brand or image they wish to portray to applicants.

Question 15

A firm's recruitment objectives are unrelated to the types of recruitment strategies it should adopt.

Question 16

In general, companies that obtained applicants from employee referrals and received unsolicited applications tended to yield fewer applicants and hires.

Question 17

An organization should start its recruitment efforts by specifying its objectives.

Question 18

Recruitment affects applicants' decisions about whether or not to accept a job offer.

Question 19

The value of selection to an organization decreases as the pool of qualified applicants grows.

Question 20

By enhancing activities such as publicity and advertising, an employer can enhance organizational attractiveness among recruits.

Question 21

All of the following are purposes of recruiting EXCEPT:

A)to develop an appropriate number of minimally acceptable applicants for each open position.
B)to meet the organization's legal and social obligations regarding the composition of its workforce.
C)to help increase the success rate of the selection process.
D)to maximize current profitability.

Question 22

Recruitment is the only activity that affects an organization's ability to attract potential employees.

Question 23

Which of the following is NOT one of the reasons why different types of recruiters might matter?

A)Recruiters often differ in the job-related information they have and can share with job applicants.
B)Recruiters are likely to differ more in the eyes of different types of job applicants.
C)Recruiters are likely to convey different things to different job candidates.
D)Using only one type of recruiter presents a limiting company image.

Question 24

The method of recruiting passive candidates who are not looking for a job, but may be willing to consider another job is known as:

A)web crawling.
B)poaching.
C)Boolean searching.
D)bottom trolling.

Question 25

At later stages of recruitment, specific and detailed information about an organization is viewed negatively by applicants.

Question 26

Which of the following is NOT a factor to consider when determining what recruitment sources to use?

A)costs associated with recruitment sources
B)image of the company in the external labor market
C)salary of the open position
D)demographic mix of applicants being sought

Question 27

_______________________ is one part of a recruitment strategy that organizations can use to positively influence job applicants' early organizational perceptions.

A)Product promotion
B)Deception
C)Organizational branding
D)Organizational bartering

Question 28

All individuals who could possibly have an interest in an open position and who might consider applying for a position opening are known as:

A)the potential applicant population.
B)the applicant pool.
C)the job candidate pool.
D)the potential applicant screen.

Question 29

Job applicants who are not currently employed by the recruiting organization are attracted to the firm through:

A)internal recruitment.
B)open recruitment.
C)external recruitment.
D)referrals.

Question 30

The plan for choosing which recruitment activities the organization will use, when and how these activities will be done, whom to use as recruiters, and what theme or message to convey is known as the:

A)recruitment screen.
B)recruitment analysis.
C)recruitment strategy.
D)recruitment execution.

Question 31

The last part of recruiting is to determine the cost of recruiting.

Question 32

Which of the following is NOT a key component of recruiting that a firm must consider and implement?

A)determining recruitment sources
B)determining recruitment personnel
C)determining content of the recruitment message
D)determining who to hire

Question 33

If the recruitment program produces only a small number of applicants relative to the number of available positions, then rather than selection, the situation approaches what is called:

A)chaos.
B)hiring.
C)outer limits.
D)random selection.

Question 34

Which of the following consists of the largest number of persons in the Barber and Breaugh model of the recruitment process?

A)hires
B)applicant pool
C)job candidates
D)applicant population

Question 35

Those individuals employed by another firm, who are not actively seeking a job but often respond positively to being approached for new employment are known as:

A)active candidates.
B)passive candidates
C)poached candidates.
D)unusual candidates.

Question 36

Which of the following consists of the smallest number of persons in the Barber and Breaugh model of the recruitment process?

A)hires
B)applicant pool
C)job candidates
D)applicant population

Question 37

Recruitment success can be a function of external labor market conditions.

Question 38

__________________ is aimed at groups such as those defined by certain demographic or psychological characteristics.

A)Open recruiting
B)Targeted recruiting
C)Pigeon-hole recruiting
D)Geriatric recruiting

Question 39

Organizational activities that influence the number and types of individuals who apply for a position are known as:

A)selection.
B)recruitment.
C)hiring.
D)procurement.

Question 40

All of the following are recruiting expenses EXCEPT:

A)staff time.
B)recruitment materials.
C)travel for recruiters.
D)administering employment tests.

Question 41

Research suggests that words such as "challenging" and "stimulating" to describe a job should be used when trying to attract:

A)active candidates.
B)passive candidates.
C)racial minorities.
D)candidates with high cognitive ability.

Question 42

Applicants are given the negative aspects of the job as well as the positive with:

A)reasonable job pictures.
B)realistic job positions.
C)realistic job previews.
D)rational job portrayals.

Question 43

Research suggests that using words such as "innovative" and "progressive" to describe a job should be used when trying to attract:

A)active candidates.
B)passive candidates.
C)racial minorities.
D)candidates with high cognitive ability.

Question 44

All of the following are metrics with which to evaluate recruitment effectiveness EXCEPT:

A)new employee job performance.
B)new employee turnover.
C)manager satisfaction with new employees.
D)opportunity cost of not hiring the "next best" candidate.