Deck 6: Recruiting

Question 1

Recruitment is an important component of the staffing supply chain.

Answer 1

True

Question 2

Employee referrals provide a pool of passive job candidates to employers.

Answer 2

True

Question 3

The recruitment practices of large and small firms are highly similar.

Answer 3

False

Question 4

One of the thorniest issues confronting internal recruitment is the reluctance of managers to grant permission for their subordinates to be interviewed for potential transfer or promotion.

Question 5

In a tight labor market,demand by employers exceeds the available supply of workers,which tends to exert upward pressure on wages.

Question 6

In an open internal labor market,every available job is advertised throughout the organization via job postings,and anyone can apply.

Question 7

Three sequential stages characterize recruitment efforts: generating a pool of viable candidates,maintaining the status of viable candidates,and getting to yes after making a job offer.

Question 8

Alumni networks follow the principle that personal connections transcend corporate boundaries.

Question 9

Recruitment begins with a clear specification of the number of people needed and when they are needed.

Question 10

For an agricultural research firm that needs to hire veterinarians,applicants are more likely to be more concerned with where the job is located and less concerned with job design and career opportunities.

Question 11

Advertising available jobs internally began in the early days of the industrial revolution,as a means of providing equal opportunity for women and minorities to compete.

Question 12

If an organization hires a candidate on its own prior to the completion of a search by an executive search firm,it is not required to pay the search firm's fee.

Question 13

A potential labor pool develops into an available labor pool once individuals acquire minimum qualifications for jobs.

Question 14

The first thing to note about internal recruitment is that organizational culture becomes more important,while employer brand and reputation become less important.

Question 15

Recruitment begins with a clear specification of the number of people needed and when they are needed.

Question 16

Because they are both time consuming and expensive,large employers are more likely to use university relations and executive search firms.

Question 17

It begins with an available labor pool of individuals who might eventually become applicants.

Question 18

Recruitment policies ultimately depend on what is happening in the internal and external economy.

Question 19

Job posting systems that place limits on the bidding process often end up incurring substantial administrative costs.

Question 20

Two key decision points,application decision and job offer,separate the primary stages of recruitment.

Question 21

Once individuals acquire minimum qualifications for jobs they develop into ________.

A) applicants
B) available labor pool
C) potential labor pool
D) Screening and Selection

Question 22

Research reveals that many job applicants have an incomplete or inaccurate understanding of what a job opening involves.

Question 23

Originally used in the sports world,signing bonuses are now common among executives,professionals,and middle-level executives.

Question 24

Most temporary and employment agencies operate with the employer paying the fee for placement.

Question 25

Firms are finding that many managers and professionals,men and women alike,are willing to relocate even if their spouse is not guaranteed suitable employment in the new location.

Question 26

A "soft-quota" system:

A) fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.
B) represents a mandate to hire specific numbers of women or minority group members.
C) is a commitment to treat all races and both sexes equally in all decisions about hiring,promotion,and pay.
D) systematically favors women and minorities in hiring and promotion decisions.

Question 27

A realistic job preview requires recruiters to tell applicants about the unpleasant aspects of the job,but prevents them from telling applicants about the nice things a job has to offer.

Question 28

A labor market is a geographical area within which the forces of supply interact with the forces of demand,and thereby determine the price of:

A) goods and services.
B) labor.
C) recruitment.
D) headhunter fees.

Question 29

Corporate home pages on the Internet are often designed with potential recruits in mind,as they are frequently the first place job seekers look when they begin to evaluate companies.

Question 30

______ identify a smaller pool of candidates who receive offers.

A) Applicants
B) Available labor pool
C) Potential labor pool
D) Screening and Selection

Question 31

Which of the following statements about a company using a passive nondiscrimination posture is true?

A) It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.
B) This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.
C) No attempt is made by the company to recruit actively among prospective minority applicants.
D) It systematically favors women and minorities in hiring and promotion decisions.

Question 32

The temporary staffing agency bears no responsibility if they participate in a discriminatory staffing request from a client company.

Question 33

Realistic job previews administered after hire help to reduce turnover,help new hires cope with work demands,and signal that the employer is concerned about the well-being of its new hires.

Question 34

Hard quotas:

A) represent a mandate to hire or promote specific numbers or proportions of women or minority group members.
B) systematically favor women and minorities in hiring and promotion decisions.
C) are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.
D) are a commitment to treat all races and both sexes equally in all decisions about hiring,promotion,and pay.

Question 35

Some of those individuals will actually apply for jobs and become ______.

A) applicants
B) available labor pool
C) potential labor pool
D) Screening and Selection

Question 36

If you find yourself unemployed,do not panic; a job search even for well-qualified middle- and upper-level managers may take one to two months.

Question 37

Recruitment policies ultimately depend on the structure and functioning of internal and external:

A) customers.
B) stakeholders.
C) labor markets.
D) markets for goods.

Question 38

It begins with a potential labor pool of individuals who might eventually become ______.

A) applicants
B) available labor pool
C) potential labor pool
D) Screening and Selection

Question 39

Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?

A) Hard quotas
B) Pure diversity-based recruitment
C) Diversity-based recruitment with preferential hiring
D) Passive nondiscrimination

Question 40

Using traditional methods such as job fairs and newspaper ads enables recruiters,hiring managers,and interviewers to collaborate easily and intuitively in real time to pursue their top candidates.

Question 41

Benefits of employee referral programs include:

A) a source of passive job candidates
B) assistance in filling specialized positions
C) Both A and B above
D) None of the above

Question 42

Organizations periodically turn to _____ to meet demands for talent brought about by business growth,a desire for fresh ideas,or to replace employees who leave.

A) their subsidiaries
B) entry-level employees
C) outside labor markets
D) former employees

Question 43

Which of the following statements about a tight labor market is true?

A) The labor markets for word processors and telemarketers have been fairly tight.
B) There is downward pressure on wages in such a market.
C) The demand by employers exceeds the available supply of workers.
D) There is reducing pressure for wage increases for sewing machine operators.

Question 44

Most major temporary agencies also act as _______,usually with the employer paying the fees.

A) Advertisers
B) Employment agencies
C) Government agencies
D) University relations

Question 45

In terms of total fees paid to executive search firms,which of the following is false?

A) A retainer is paid as soon as the search is commissioned.
B) The retainer paid amounts to one-third the total fee.
C) One-third is paid 90 days into the assignment.
D) The last third is paid upon completion,plus expenses.

Question 46

_______ can be an excellent source of new hires at all levels.

A) Previous employees
B) Job boards
C) Wanted ads
D) Employee referrals

Question 47

In using an executive search firm,employers evaluating the search firm should carefully consider all of the following indications that the firms can do competent work EXCEPT:

A) the firm is performance oriented and compensates the search salesperson substantially on the basis of assignment completion.
B) the firm understands how your organization functions within the industries served.
C) the firm has defined its market position by disciplines rather than by industries.
D) the firm combines the research and recruiting responsibilities into one function.

Question 48

Promotion-from-within policies must _____,coupled with a company philosophy that permits employees to consider available opportunities within the organization.

A) comply with all state laws
B) respect seniority position
C) receive strong top management support
D) anticipate training needs

Question 49

Today _____ is an established practice in many organizations,especially for filling jobs up to the lower executive level.

A) creating temporary work pools
B) employee referrals
C) using headhunters
D) job posting

Question 50

_____ affect recruitment policies because firms often give preference to current employees in promotions,transfers,and other career-enhancing opportunities.

A) Union employee percentages
B) Labor market characteristics
C) EEOC guidelines
D) Internal labor markets

Question 51

Which of the following factors would companies NOT be likely to use in helping to define their labor markets?

A) Geography
B) Union membership
C) Median household income
D) Licensing or certification requirements

Question 52

Dual career families represent what percent of all families.

A) 20
B) 40
C) 75
D) 95

Question 53

The three sequential states of recruitment efforts include all but which of the following:

A) Generating a pool of viable candidates
B) Maintaining the status and interest of the viable candidates
C) Getting to yes after making a job offer
D) Matching

Question 54

Unlike workers supplied from temporary agencies,_____ work directly for the hiring organization and may receive benefits,depending on the number of scheduled hours worked per week.

A) part-time employees
B) in-house temporaries
C) nonexempt employees
D) college interns

Question 55

Which of the following statements about employment agencies is true?

A) They are the most expensive recruitment sources.
B) Most agencies offer prorated refunds if a candidate proves acceptable.
C) Fees vary from 10 percent of the starting salary for support staff to 40 to 50 percent of the starting salary for professional,exempt-level hires.
D) They receive payment only if one of their referrals results in a hire.

Question 56

Key processes that affect the outcomes each stage of the recruitment process include all of the following except:

A) Social networking and information processing
B) Re-recruitment stages
C) Communication,rapport-building,and signaling to maintain viable candidates
D) Negotiation,decision making,and competitive intelligence at the post-job-offer stage

Question 57

_____ are typically retained to recruit for senior-level positions that command salaries that exceed $150,000.

A) Executive search firms
B) Virtual job fairs
C) Employment agencies
D) University relations

Question 58

According to a study,only 13 percent of hires for management-level jobs currently occur through _____,compared with 61 percent for others.

A) Internet sites
B) networking with friends
C) newspapers
D) colleagues

Question 59

Regular communication and _____ are essential if job posting is to work properly.

A) follow-up feedback
B) manager empathy
C) honest disclosure
D) cash bonuses

Question 60

Which of the following is NOT a way in which companies have broadened the scope of their interactions with universities for the purposes of recruiting?

A) Gifts and grants to the institutions
B) Summer employment for faculty
C) Placement officer invitations to visit company plants and offices
D) No-cost consulting from experienced company engineers

Question 61

When the unrealistically positive expectations of job applicants are lowered to match the reality of the actual work setting _____,job acceptance rates may be lower,but job performance,job satisfaction,and survival are higher for those who receive realistic job previews.

A) prior to hire
B) during orientation
C) after a few days on the job
D) before salary requirements are discussed

Question 62

What is a geographical area within which the forces of supply interact with the forces of demand and thereby determine the price of labor?

Question 63

List and explain the key things that you should avoid when you go about finding another job.

Question 64

What is the recruitment "pipeline?"

Question 65

RJPs seem to work best when:

A) used with entry-level positions.
B) the selection ratio is high.
C) many applicants are actually hired.
D) when unemployment is high.

Question 66

According to research,the most popular way that people land jobs is through:

A) recruitment advertising.
B) employment agencies.
C) executive search firms.
D) personal contacts.

Question 67

Give at least one reason why companies retain executive search firms.

Question 68

Research-based criteria for deciding what information to include in an RJP include all of the following EXCEPT:

A) it is important to most recruits.
B) it is widely known outside the organization.
C) it is a reason that leads newcomers to quit.
D) it is related to successful job performance after being hired.

Question 69

According to the text,_____,originally used in the sports world,are now common among executives,professionals,and middle-level executives,as companies seek to buttress the eroding bonds between them and their employees.

A) referral bonuses
B) signing bonuses
C) retention bonuses
D) paid practical

Question 70

RJPs administered after hire:

A) lead to increased turnover.
B) only have negative effects.
C) signal that the employer is not concerned about the well-being of its new hires.
D) help new hires cope with work demands.

Question 71

List and define four of the most popular external recruitment sources:

Question 72

Which of the following statements about RJPs is true?

A) Job performance rates are lower for those who receive an RJP.
B) Meta-analysis shows that RJPs improve retention rates,on average,by 5 percent.
C) It requires that recruiters tell applicants the pleasant and unpleasant aspects of the job.
D) Job acceptance rates are higher for those who receive an RJP.

Question 73

What explanation do economists give for wage differences among occupations and among geographical areas?

Question 74

What are the four research-based criteria for deciding what information to include in an RJP?

Question 75

The most important effects on interview outcomes are candidates':

A) impression of the recruiter.
B) perceived qualifications.
C) hobbies and other activities.
D) salary requirements.

Question 76

In terms of recruitment sources among employers,which of the following observations is true?

A) Formal contacts are used widely and effectively at all occupational levels.
B) Use of public employment services increases as required skills levels increase.
C) The internal market is a major recruitment source except for skilled workers.
D) Larger firms are the most frequent users of walk-ins,write-ins,and the internal market.

Question 77

Explain the four types of social media.

Question 78

What are the seven steps that employers can take to avoid liability for employees use of social media?

Question 79

The top five social-media risks to business identified in a recent study include all of the following EXCEPT:

A) Malware
B) Brand hijacking
C) Bailbits
D) Non-compliance with rules over recordkeeping

Question 80

List at least two ways employers may change their recruitment policies in response to changes in market conditions.