Deck 12: Department Managers and the Recruiting Process

Question 1

From the department manager's perspective the ideal recruiting system is one under which human resources makes the final decision on who to hire.

Answer 1

False

Question 2

The department manager should make every effort to personally check the references of any applicant he or she is interested in hiring.

Answer 2

False

Question 3

In most instances of hiring there is little need to ever interview more than about five or six applicants.

Answer 3

True

Question 4

It is usually preferable to first recruit externally for new talent before opening up an available job to present employees.

Question 5

Human resources should provide constant support for the manager in recruiting for any open position regardless of how long it takes to find the ideal candidate.

Question 6

In what is referred to as a "seller's market" it is often relatively easy to find qualified applicants for a job.

Question 7

It is important that the interviewing manager be the person to extend the formal offer of employment.

Question 8

Because so many organizations respond to reference requests minimally or not at all, much effort expended to check references is wasted.

Question 9

A manager who privately and confidentially shares opinions about an ex-employee with a peer at another facility is making his or her own organization vulnerable to certain legal charges.

Question 10

The most consistently successful source of qualified job applicants is newspaper advertising.

Question 11

What is true of salary bumping?

A) It stimulates expansion of the supply of a given occupation in the local area.
B) Ii tnvariably demonstrates the existence of salary inequities when comparing the organization's pay scales to the scales of other facilities.
C) When successful, it raises the cost of doing business without increasing the local supply of talent.
D) It is preferred and generally supported by the majority of human resource professionals.

Question 12

What should a department manager's most active and potentially most helpful involvement in reference requests concerning a former employee be?

A) Personally responding to reference requests in as much detail as practical
B) Ensuring that all pertinent official documentation concerning a former employee has been forwarded for inclusion in the personnel file
C) Refusing to supply reference information to a peer at another facility who does not willingly reciprocate
D) Preparing to respond with a detailed assessment of the ex-employees personality and character in case this is requested

Question 13

Which is a significant role of the position description in the recruiting process?

A) Describing the duties of the position to a potential employee
B) Directing a department manager's interview questioning
C) Alleviating the need for internet-based advertising
D) Preparing managers for appraisal 6 months post-hiring

Question 14

Why does the frequently occurring delay between the time an offer of employment is accepted and the individual starts work exists?

A) Time is required to check references and accomplish a pre-employment physical examination.
B) A certain delay is allowed in case the incoming employee has to work out a period of notice e at another job.
C) It is necessary for the human resources department to clearly remain in control of the process.
D) A legally required orientation must be accomplished first.

Question 15

What is true of recruitment for an especially desirable position from outside of the organization, compared with recruitment by transfer or promotion from within the organization?

A) It is always preferable because there are seldom any qualified internal candidates.
B) It is generally unnecessary and usually contrary to the recruiting policies of most modern health care organizations.
C) It is sometimes the only available means of locating an individual having the appropriate qualifications.
D) It is legally required, in most states, that web-based ads be used.

Question 16

Why are certain technical or professional employees referred to as "free agents?"

Question 17

Keeping in mind the possibility of inadvertently committing a discriminatory act, what, if anything, can an applicant be asked about his or her age?

Question 18

What is one solid reason for having human resources answer all requests for reference information?

Question 19

Without any legal risk, in responding to a reference request what can be said about a serious incident involving a former employee if there is nothing about the incident in the individual's personnel file?

Question 20

What is most likely the principal drawback to recruiting using the services of a search firm (or "headhunter")?