Deck 7: Recruiting

Question 1

Realistic job previews can help counter inaccurate employer images.

Answer 1

True

Question 2

Distributive fairness is the perceived fairness of the hiring or promotion outcome.

Answer 2

True

Question 3

Interactional fairness relates to people's perceptions of the interpersonal treatment and amount of information they received during the hiring process.

Answer 3

True

Question 4

Spillover effects from the recruitment process do not have an impact on the firm's image.

Question 5

Recruiter behaviors generally do not influence applicant perceptions of organizational attributes.

Question 6

When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills ________.

A) distributive fairness is low
B) procedural fairness is low
C) interactional fairness is low
D) interactional fairness is high

Question 7

A recruit's perception of the recruiter's knowledge has little impact on how attractive a job is.

Question 8

Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were unfair.

Question 9

Recruiters are seen as setting the standard for talent for the company.

Question 10

Roberto applied for the post of a software engineer at Tech Infosystems.He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of a hiring manger,the HR manager,and a software engineer from the firm.Which of the following statements,if true about the recruitment process,would result in Roberto concluding that the procedural fairness was high?

A) He was not given the job despite the fact that he corrected the software problem and was satisfied with the way the interview went.
B) He could not correct the software problem in the screening test and was not selected for the position.
C) He was not selected for the post after successfully passing the screening test and was bullied during the interview.
D) He did not get the job, but another candidate who had had a similar interview experience did.

Question 11

Spillover effects can be either positive or negative in nature.

Question 12

Becoming an employer of choice may increase the number of unqualified or inappropriate applicants.

Question 13

Frontline recruiters make very few applicant screening decisions.

Question 14

The largest impact of recruiter behaviors tend to be on overall applicant impressions of the recruiter.

Question 15

Persuasion is an important recruiter skill,and in order to persuade an individual to consider leaving a job she or he is happy with,the message must come from a trusted and respected individual.

Question 16

Unresponsive recruiters result in negative spillover effects.

Question 17

As per marketing research,responses to sources similar to the recruit are likely to be unfavorable.

Question 18

Spillover effects are a direct and intentional consequence of a firm's recruitment practices.

Question 19

Recruiters influence job seekers depending on the degree to which they are seen as reliable signals of what it would be like to work for that company.

Question 20

Providing a false positive picture of an organization during the recruitment process can prove to be beneficial in the short-run.

Question 21

For which of the following types of candidates will initial recruiter experiences be more important in their ultimately becoming applicants at all?

A) active job seekers
B) lesser skilled recruits
C) passive job seekers
D) inexperienced recruits

Question 22

Presenting both positive and potentially negative aspects of a job to recruits is a ________.

A) realistic job preview
B) job description
C) job enhancement preview
D) person specification

Question 23

Recruiter behaviors have the largest impact on ________.

A) overall applicant impressions of the recruiter
B) applicant intentions to pursue a job opportunity
C) applicant intentions to accept job offers
D) labor market conditions

Question 24

What is the disadvantage of getting line managers to recruit for a firm?

A) They are not impartial in their recruitment choices.
B) They have to take time out from their actual jobs.
C) They are not competent enough to select recruits.
D) They cause applicants to have a negative image of the firm.

Question 25

Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located.For Peter,pay is a ________.

A) noncompensatory screening factor
B) bona fide occupational qualification
C) terminal decision point
D) compromise factor

Question 26

Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?

A) turnover rate in the company
B) new recruit efficiency
C) new hire satisfaction
D) new hire failure rate

Question 27

Tracy has an interview with a disorganized,unprepared recruiter and concludes that the company does not have a very professional culture.This is an example of ________.

A) a realistic job preview
B) signaling
C) cognitive dissonance
D) a person specification

Question 28

Which of the following do corporate executives use to form an image of a specific organization?

A) quality of the firm's products
B) advertisements released by the firm
C) economic performance indicators
D) knowing an employee of the firm

Question 29

Having recruiters evaluate candidates for their fit with several different positions is an example of ________.

A) interpersonal skills
B) applicant attraction
C) multiple assessments
D) workforce development

Question 30

The extent to which recruiters influence job seekers depends on the degree to which recruiters ________.

A) are transparent in the recruitment process and provide feedback
B) share similar demographic characteristics with the applicant
C) share educational backgrounds with the applicants
D) are seen as reliable signals of what it would be like to work for the company

Question 31

Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet.When her friend Carrie hears about this,she stops shopping at that store.This is an example of ________.

A) incorrect signaling
B) cognitive dissonance
C) spillover effect
D) groupthink

Question 32

How can an organization with a positive employer branding image increase the quality of its applicant pools?

A) by reducing recruitment flaws through training
B) by following a targeted recruiting effort
C) by using external agencies to recruit for them
D) by following unconventional methods to recruit

Question 33

Which of the following is true of general ads for recruitment?

A) They appeal to a section of job applicants.
B) They provide limited job attributes and details.
C) They tend to be useful in "weeding out" inappropriate candidates.
D) They appeal to jobseekers who focus on job search strategies.

Question 34

Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?

A) distributive fairness
B) procedural fairness
C) interactional fairness
D) recruiter fairness

Question 35

A formal document detailing the process to be followed when a firm recruits for an open position is a ________.

A) recruiting guide
B) staffing plan
C) external recruiting analysis
D) realistic job preview

Question 36

Which of the following seems to be most important with regard to recruiter demographics?

A) The recruiter should be of the opposite sex as the recruit.
B) The recruiter should be the same ethnicity as the recruit.
C) The recruiter should be at the same job level as the position being recruited for.
D) The recruiter needs to be able to relate to a recruit's value system and motivations.

Question 37

An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.

A) low distributive fairness
B) low procedural fairness
C) low interactional fairness
D) high procedural fairness

Question 38

Karen learns that the book store,where she has recently got a job,has no other female employees.Thinking that this could lead her employers and coworkers to treat her unfairly,she declines the offer.This is an example of ________.

A) a realistic job preview
B) a person specification
C) cognitive dissonance
D) signaling

Question 39

When a union organizer tries to get a job with a company for the purpose of unionizing the company's workforce,this is known as ________.

A) discrimination
B) negligent hiring
C) reneging
D) salting

Question 40

Before joining the Regal Hotel as a concierge,Maxine was told that she would be required not only to work her own shifts but also work others' shifts if they were unexpectedly absent.She was also warned about the temperamental and inebriated guests who often checked in late at night.In spite of these warnings,Maxine accepted the job.What function of the realistic job preview has been used in Maxine's case?

A) self-selection
B) immunization
C) vaccination
D) salting

Question 41

What is signaling and what role does it play during recruiting?

Question 42

How should a recruiter divulge information regarding the job to the applicant with respect to timing?

Question 43

While interviewing Denise for the position of counselor at the local rehabilitation facility for troubled teens,she was informed that her line of work would involve interacting with youths who have a history of violent behavior as well as drug and alcohol abuse.Denise accepts the position without hesitation.What function of the realistic job preview is being discussed here?

A) self-selection
B) a commitment to the choice
C) immunization
D) salting

Question 44

Compare and contrast self-selection,vaccination and commitment to choice as functions of realistic job previews.

Question 45

Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?

A) surveying prospective employees
B) surveying present employees
C) surveying external job postings
D) surveying the labor market

Question 46

What is an organization's employer image and why is it relevant to staffing?

Question 47

Linda,a qualified and experienced nurse,is being interviewed for the position of a senior care nurse at a facility for terminally ill patients.Which of the following,if true,would suggest self-selection has taken place in this situation?

A) She is caught in a dilemma over whether to accept the offer after meeting with several nurses who tell her about the challenges of the job.
B) She was shown a video depicting a "day in the life" of a worker at this facility and realized that the job entailed far more hardships than she had anticipated.
C) She was told about the hardships of the job during the interview and was asked to accept the offer in spite of them.
D) She was asked to serve a month's probation at the end of which the organization would decide on her job fitness.

Question 48

Which of the following statements is true of a recruitment guide?

A) It is an informal set of guidelines followed by the organization.
B) It addresses external recruitment processes not internal ones.
C) It lays down which staff members are responsible for recruiting.
D) What is and what is not acceptable recruitment behavior is left to the discretion of the staff member.

Question 49

What are recruiter profiles and how are they used in staffing?

Question 50

________ has (have)been used in some cases to counter inaccurate employer images.

A) Salting
B) Realistic job previews
C) Employer branding
D) Recruiter knowledge