Deck 5: External Recruitment

Question 1

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

Answer 1

False

Question 2

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

Answer 2

False

Question 3

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

Answer 3

False

Question 4

Because of the need to process large amounts of applicant data and complexity of media for sending out messages related to recruiting, it is difficult for organizations to manage their recruiting functions entirely in house.

Question 5

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

Question 6

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

Question 7

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

Question 8

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

Question 9

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

Question 10

Goals for speed answer the question of which job seekers the organization needs to attract.

Question 11

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

Question 12

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

Question 13

Organizations that need to fulfill a position quickly should try to implement techniques that identify a large pool of interested individuals who are ready to work immediately.

Question 14

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

Question 15

The recruitment planning process should begin by defining the goals of a recruitment effort.

Question 16

Applicants are most interested in working for companies that have good pay, lots of opportunities for growth and development, and interesting work.

Question 17

Applicants tend not to pay much attention to organizational culture when considering which job to pursue.

Question 18

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

Question 19

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

Question 20

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

Question 21

Tools for developing effective targeted messages are mostly based on ideas from marketing, including scanning social media sites, focus groups, and interviews with targeted groups.

Question 22

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

Question 23

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

Question 24

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

Question 25

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

Question 26

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

Question 27

Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.

Question 28

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 29

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

Question 30

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 31

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

Question 32

Messages targeting specific demographic groups tend to be more effective than messages targeting specific applicant interests.

Question 33

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 34

Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.

Question 35

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

Question 36

Employers are advised to compare what they can offer relative to the competition and emphasize what they have as unique features for job seekers.

Question 37

Unfortunately, most research suggests that identifiable employment brands are not related to employee organizational commitment.

Question 38

A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear.

Question 39

Written or videotapes RJPs are more effective than verbal RJPs.

Question 40

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

Question 41

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

Question 42

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

Question 43

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

Question 44

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

Question 45

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

Question 46

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

Question 47

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

Question 48

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

Question 49

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

Question 50

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

Question 51

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

Question 52

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

Question 53

Organizational websites have become one of the most important media through which organizations communicate with potential applicants.

Question 54

In the strategy phase, the company develops a mix of individual, social, and organizational recruiting techniques for receiving applications.

Question 55

The direct approach to recruiting, by contacting applicants through phone or personal e-mail, has higher levels of credibility and richness.

Question 56

Executive search firms are usually extremely expensive.

Question 57

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

Question 58

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

Question 59

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 60

Word of mouth and social media are among the most powerful methods for communicating about job opportunities, but are also methods that organizations cannot directly control.

Question 61

Recruiter characteristics are ________.

A) important in every stage of the selection process
B) not at all related to employee interested in a company
C) not as important as the actual job characteristics
D) equally related to applicant attitudes and behaviors

Question 62

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 63

Which of the following tasks is best left to be done by an external recruiting partner?

A) Crafting messages for applicants
B) Making personal contacts with applicants
C) Coordinating activities across social media and other online sources
D) None of the above

Question 64

It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.

Question 65

According to the OFCCP, to be considered an internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.

Question 66

The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.

Question 67

Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.

Question 68

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 69

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 70

Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.

Question 71

Defining recruitment goals involves which of the following?

A) finding out which strategies have been successful for prominent companies and implementing those
B) using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed
C) finding out what strategies are already in use and trying to keep consistency with past policy
D) all of the above

Question 72

Why is it important to know the time frame for strategic recruiting?

A) It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used
B) It is mostly useful for legal purposes
C) It helps to deflect internal criticism for HR managers worried about time pressure
D) Although defining the time frame for strategic recruiting is done fairly often, it isn't actually all that informative or useful

Question 73

Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.

Question 74

What are the most important factors in applicant attraction and job choice?

A) Website design
B) work and organization characteristics
C) recruiter characteristics
D) recruitment processes

Question 75

Applicants typically prefer recruiters who are ________.

A) well-informed about the job
B) in an HR-related function
C) the same gender
D) brusque

Question 76

The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.

Question 77

If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.

Question 78

Only those who fill out paperwork for employment need be considered applicants, for legal purposes.

Question 79

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 80

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