Question 1

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

Accepted Answer

Interactional fairness refers to the quality of the interpersonal treatment that applicants receive during the recruitment process. If an applicant perceives a recruiter to be rude and unhelpful, it indicates a lack of interactional fairness. Distributive fairness refers to the perceived fairness of outcomes or the way rewards are distributed, while procedural fairness refers to the perceived fairness of the recruitment process itself, including the fairness of the procedures used to make decisions. High procedural fairness would suggest that the recruitment process was perceived as fair, efficient, and transparent. However, the applicant's negative perception of the recruiter's behavior is more indicative of low interactional fairness, suggesting that they did not feel appropriately valued, respected, or supported during the recruitment process.

Question 2

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

Accepted Answer

Line managers may need to divert time and attention from their primary responsibilities to focus on recruitment, which can be a disadvantage.

Question 3

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 ________.

Accepted Answer

This is an example of the spillover effect as the negative experience of one individual (Amy) has influenced the behavior of another individual (Carrie) towards the same store. The other options do not fit the scenario described. Incorrect signaling refers to a situation where the communication between two parties is not clear. Cognitive dissonance refers to the mental discomfort that arises from holding two contradictory beliefs or values. Groupthink refers to the phenomenon where the desire for harmony or conformity within a group can lead to irrational or dysfunctional decision-making.

Question 4

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

Accepted Answer

A recruiting plan is a formal document that outlines the process to be followed when recruiting for open positions, including determining job requirements, identifying sources of potential candidates, and detailing the steps of the selection process. A staffing plan is a broader document that considers the overall staffing needs of the organization, including workforce planning and succession management. An external recruiting analysis is a review of different recruitment sources to identify the most effective methods for attracting candidates, and a realistic job preview involves providing potential candidates with a clear understanding of the job requirements, work environment, and potential rewards and challenges of the position. While both B and C may be related to the recruiting process, they are not as specific to the process of hiring for a specific open position as a recruiting plan. D is also related to the recruitment process, but is focused on providing job candidates with a realistic preview of the job, rather than outlining the steps of the recruiting process itself.

Question 5

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?

Accepted Answer

The answer of Before joining the Regal Hotel as a...

Question 6

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

Accepted Answer

The answer of How can an organization with a positive...

Question 7

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

Accepted Answer

Distributive fairness refers to the perceived fairness of outcomes, such as being selected for a job. When job applicants are not selected for a particular job, they may perceive the outcome as unfair and therefore perceive distributive fairness as low. Procedural fairness and interactional fairness are more related to the fairness of the selection process and the treatment received during the selection process, respectively. Recruiter fairness is not a commonly used term in the fairness literature.

Question 8

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

Accepted Answer

Turnover data of the company tracks the number of employees who leave the company, including those who voluntarily quit within their first year.

Question 9

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

Accepted Answer

A realistic job preview is a process of providing job candidates with an accurate and balanced view of both the positive and potentially negative aspects of a job. This helps candidates to make informed decisions about whether or not they are a good fit for the position and can also reduce turnover rates. Job descriptions provide a detailed overview of job duties and requirements, but typically focus on the positive aspects of the job. Job enhancement preview and person specification are not relevant to this specific context.

Question 10

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 ________.

Accepted Answer

Signaling involves making inferences about the organization based on limited information, such as the behavior of one recruiter. Tracy's conclusion about the unprofessional culture is an example of signaling. A realistic job preview is designed to give potential employees an accurate idea of what a job entails, cognitive dissonance occurs when individuals experience conflicting or inconsistent thoughts or beliefs, and a person specification outlines the qualifications and qualities required for a particular job.

Question 11

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

Accepted Answer

The most important factor in recruiter demographics is their ability to relate to the values and drive of the recruit. This encompasses any similarities, including ethnicity and job level, but those factors alone should not be the sole criterion for choosing a recruiter.

Question 12

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 ________.

Accepted Answer

Salting refers to the strategy of union organizers who get hired by a company for the purpose of organizing its workers.

Question 13

Karen learns that her new job at the bookstore 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 ________.

Accepted Answer

Karen is using the information about the gender makeup of the bookstore's staff as a signal about the work environment and how she might be treated, which is an example of signaling. Signaling theory suggests that employees and employers send signals to each other about how they will fit and behave in the workplace.

Question 14

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

Accepted Answer

Multiple assessments refer to the process of using multiple methods or criteria to evaluate candidates, such as having recruiters assess them for different positions. This allows for a more well-rounded evaluation and can help match candidates with the best-fitting roles. Interpersonal skills, applicant attraction, and workforce development are not the most accurate choices to describe this particular scenario.

Question 15

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 ________.

Accepted Answer

Peter's requirement for a minimum salary is a non-compensatory screening factor, meaning it is a requirement that must be met before he will even consider the job. It is not a compromise factor or a terminal decision point as he is flexible on where the job is located, and it is not a bona fide occupational qualification as it is not related to the job requirements or his ability to perform the job.

Question 16

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

Accepted Answer

Passive job seekers are not actively seeking new employment opportunities and are typically not actively engaging with job postings or recruiters. Therefore, initial recruiter experiences and outreach efforts are often crucial in attracting their attention and ultimately converting them into applicants.

Question 17

Recruiter behaviors have the largest impact on ________.

Accepted Answer

Recruiter behaviors, such as communication style, responsiveness, and level of professionalism, can have a significant impact on how interested applicants are in pursuing a job opportunity. If recruiters are unresponsive or unprofessional in their interactions with applicants, it can reduce the likelihood that applicants will be interested in the job or accept a job offer. However, labor market conditions are affected by a wide range of factors beyond just recruiter behavior, so it is not the best choice for the answer. Overall applicant impressions of HR could also be influenced by a range of factors beyond just recruiter behavior, such as the HR department's policies or past experiences with the company.

Question 18

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

Accepted Answer

Economic performance indicators are used by corporate executives to form an image of a specific organization because they provide objective data on the organization's financial health and performance.

Question 19

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

Accepted Answer

The extent of the influence of recruiters on job seekers depends on whether they are perceived as reliable signals of what it would be like to work for the company. This perception can be shaped by factors such as the recruiter's behavior, communication style, and knowledge of the company and the role being filled. Therefore, option D is the best choice. Option A may also have some influence, but it is not the primary factor. Options B and C are not related to the recruiters' influence on job seekers.

Question 20

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

Accepted Answer

General ads for recruitment typically provide limited information about job attributes and details, as they are designed to reach a broad audience and generate interest in the company or organization. They may not be useful in "weeding out" inappropriate candidates or appealing to jobseekers who focus on specific job search strategies or career paths. However, they can still be effective in attracting a section of job applicants who are interested in the company or industry.

Quiz 7: Recruiting