Deck 5: External Recruitment

Question 1

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

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

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

Answer 3

False

Question 4

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

Question 5

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

Question 6

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

Question 7

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

Question 8

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

Question 9

Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.

Question 10

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

Question 11

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

Question 12

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

Question 13

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

Question 14

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

Question 15

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

Question 16

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 17

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

Question 18

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

Question 19

One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.

Question 20

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

Question 21

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

Question 22

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

Question 23

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

Question 24

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 25

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

Question 26

Written or videotapes RJPs are more effective than verbal RJPs.

Question 27

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

Question 28

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

Question 29

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

Question 30

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

Question 31

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 32

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

Question 33

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 34

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 35

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

Question 36

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

Question 37

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 38

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

Question 39

Word of mouth is one of the most powerful methods for communicating about job opportunities,and it is also a method that organizations cannot directly control.

Question 40

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

Question 41

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

Question 42

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

Question 43

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

Question 44

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

Question 45

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

Question 46

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

Question 47

Executive search firms are usually extremely expensive.

Question 48

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

Question 49

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

Question 50

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

Question 51

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 52

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

Question 53

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

Question 54

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

Question 55

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 56

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

Question 57

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

Question 58

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

Question 59

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

Question 60

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 61

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

Question 62

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 63

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

Question 64

Which of the following are components of a well-developed recruiting requisition?

A) quantity of labor to be hired
B) affirmative action compliance methods
C) list of selection methods to be used
D) all of these

Question 65

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

Question 66

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 67

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 68

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

Question 69

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

Question 70

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 71

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 72

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 73

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 74

Which of the following statements is false?

A) applicants are concerned about the fairness of recruiting processes
B) delay times in the recruiting process can reduce applicant interest
C) increasing expenditures on recruiting increases yields
D) none of these

Question 75

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 these

Question 76

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

Question 77

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 these

Question 78

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 79

Research suggests that an ideal recruiter possesses _________________.

A) strong interpersonal skills
B) knowledge about the organization,jobs,and career issues
C) enthusiasm about the organization and job candidates
D) all of these

Question 80

Recruiters should not ________________.

A) be knowledgeable of the job rewards
B) be knowledgeable of job characteristics
C) show enthusiasm during recruiting interviews
D) try to avoid showing too much interest in candidates