Question 1

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

Accepted Answer

Most research indicates that job characteristics, such as the nature of the work, salary, and advancement opportunities, are more important than recruiters in attracting applicants to an organization. Recruiters play a significant role, but job characteristics usually have a more direct impact on an applicant's decision-making process.

Question 2

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

Accepted Answer

The number of contacts with applicants needed to fill a vacancy can vary depending on factors such as the number and quality of applicants, the position requirements, and the recruiting methods used. Therefore, it is not always easy to determine the exact number of contacts needed.

Question 3

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

Accepted Answer

It is not necessary for a company to adopt only one type of recruitment for all employees. Depending on the job position and requirement, a company can choose to adopt either open or targeted recruitment for specific roles.

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.

Accepted Answer

Managing recruiting functions entirely in-house can be challenging due to the volume of data and complexity of media involved in the process. As a result, many organizations choose to outsource some or all of their recruiting functions to third-party providers who specialize in this area.

Question 5

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

Accepted Answer

The answer of A recruitment guide is an informal set...

Question 6

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

Accepted Answer

Targeted recruitment focuses on specific groups that may be underrepresented in the workforce, such as minorities or individuals with disabilities. By targeting these groups, organizations can create a more diverse and inclusive workforce. While open recruitment casts a wider net, targeted recruitment can be just as effective in achieving diversity and inclusion goals.

Question 7

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

Accepted Answer

Targeted recruiting, when done properly, can actually help diversity-conscious firms to attract a more diverse pool of candidates. By targeting underrepresented groups and specifically reaching out to them, firms can demonstrate their commitment to diversity and make candidates from these groups feel valued and appreciated. However, it is important for firms to also have other diversity and inclusion initiatives in place to ensure that they are creating an environment where diverse candidates feel welcome and can thrive.

Question 8

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

Accepted Answer

A centralized approach allows for a centralized source of information and guidance on policy interpretation, which can help ensure consistency across different business units or departments.

Question 9

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

Accepted Answer

Research indicates that applicants prioritize recruiters' professionalism, the quality of information provided, and the perception of the organization's inclusivity over the recruiter's gender or race.

Question 10

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

Accepted Answer

Goals for speed typically refer to the efficiency and timeliness of processes within an organization, not directly to identifying which job seekers need to be attracted.

Question 11

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

Accepted Answer

Applicant tracking systems are designed to track and analyze recruitment data, including sources of hire. This allows organizations to evaluate the effectiveness of their recruiting efforts and make data-driven decisions for future hiring strategies.

Question 12

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

Accepted Answer

Targeted recruiting is designed to find candidates who meet specific qualifications or fit well with the organization's values and culture. It involves identifying key characteristics, skills, and experiences needed for success in a particular role, and then seeking out candidates who possess those traits. This approach can lead to a better match between the candidate and the job, as well as greater job satisfaction and retention.

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.

Accepted Answer

By identifying a large pool of interested individuals who are ready to work immediately, organizations can quickly fulfill a position without having to spend too much time on recruitment and selection processes.

Question 14

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

Accepted Answer

The growth of Web-based recruiting has actually expanded the reach of employers, allowing them to attract a larger pool of applicants from a wider geographical area, often resulting in an increase in the number of applicants.

Question 15

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

Accepted Answer

Defining goals is an important first step in recruitment planning as it helps to determine the necessary resources, strategies, and timeline for achieving the desired outcomes. Without clear goals, recruitment efforts may lack direction and result in wasted resources and inconsistent outcomes.

Question 16

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

Accepted Answer

According to a survey conducted by Glassdoor, these are the top three factors that job applicants look for in a prospective employer.

Question 17

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

Accepted Answer

Applicants often consider organizational culture as an important factor when choosing a job, as it affects their job satisfaction, alignment with personal values, and overall work environment.

Question 18

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

Accepted Answer

Targeted recruitment can lead to unintentional exclusions of other groups who may also be qualified for the role.

Question 19

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

Accepted Answer

Centralized recruitment can lead to longer processing times due to the consolidation of recruitment activities, which may slow down the hiring process as decisions and actions are funneled through a central point.

Question 20

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

Accepted Answer

An open recruitment approach involves casting a wide net to identify potential applicants for specific job openings, which means it is true.

Quiz 5: External Recruitment