Question 1

Sally is a human resource manager with Weldun Cooking Supplies who needs to recruit sales professionals to fill several positions within her company. Sally is likely to rely on external recruiting sources if she:

Accepted Answer

Sally is likely to rely on external recruiting sources if she believes that Weldun's current employees do not have the qualifications necessary to successfully fill the positions. This means that she will need to look outside of the company to find the right candidates. The other options are not relevant to the decision to use external recruiting sources.

Question 2

Which of the following strategies is used by a human resource manager to fill an open position from within the company?

Accepted Answer

Advertising the opportunity for a promotion to current employees is an internal recruitment strategy. This will give existing employees the chance to apply for higher level positions and develop their career within the company. Option B, C, and D are external recruitment strategies.

Question 3

Which of the following is an external recruitment source?

Accepted Answer

College placement bureaus are external recruitment sources as they provide potential candidates from outside the organization.

Question 4

Andrew took a job with a company that strives to market several new consumer products each year. Prior to this position, he worked in a research lab at a university where he studied nanotechnology. He accepted the new position because the salary was significantly above what he previously made. Within a month's time at the new job, his manager began to have reservations about bringing him on board. Andrew seemed to prefer to work independently of others, and when he did interact with his new colleagues, he passed along subtle reminders of his extensive and superior academic credentials. From a recruitment standpoint, this situation serves as an indication of:

Accepted Answer

The situation described highlights the importance of finding talent that not only has the necessary skills and qualifications but also fits well with the corporate culture. Andrew's behavior indicates that he may not be a good fit for the company's work environment, which can lead to challenges in collaboration and productivity. This emphasizes the need for careful consideration of cultural fit during the recruitment process.

Question 5

When managing your human resources, _____________ is the process of deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization.

Accepted Answer

Selection is the process of choosing the best candidate for the job from the pool of applicants. During the selection process, legal guidelines must be followed to avoid any discriminatory practices. Selection aims to serve the best interests of both the individual and the organization by finding the most suitable candidate for the job.

Question 6

Jack is a project manager for a large construction company. Each day his job requires him to prepare detailed reports of the progress of current projects assigned to him. Since this responsibility is something that he does on a regular basis, the HR professional for his company would list it as part of the ______________ for Jack's project management position.

Accepted Answer

A job description outlines the responsibilities and duties of a particular job position. In this scenario, preparing daily progress reports is a specific duty of Jack's role as a project manager, and would therefore be included in his job description.

Question 7

Which of the following statements about recruiting is most accurate?

Accepted Answer

It is important for a firm to recruit and hire people who not only have the necessary skills and qualifications but also align with the company's culture and leadership style to ensure that they integrate well with the team and contribute to the company's success.

Question 8

Markus believes that due to changing technology the minimum skill level that his company is requiring for computer-intensive jobs should be increased to include knowledge and experience in higher-level programming applications. These new requirements would be reflected in _______________ for various jobs at his company.

Accepted Answer

The job specification outlines the qualifications and skills required for a job, including knowledge and experience in specific areas like higher-level programming applications.

Question 9

When determining the human resources needs for a well-known engineering firm, the HR director realized that the company lacked a critical mass of engineers under the age of 30. The company could not afford to get caught short in this competitive business climate. An important recruitment strategy for the HR director's department was to start attending college fairs as well as considering hiring interns. We define his recruitment efforts as developing relationships with _______________.

Accepted Answer

The HR director is developing relationships with external sources (college fairs and interns) to recruit new engineers for the company. Internal sources refer to current employees being promoted or transferred within the company, median sources are not a commonly used term in HR, and civilian sources do not accurately describe the situation.

Question 10

Charlie is the director for a small nonprofit company that provides jobs for disabled Americans. One of his most time-consuming responsibilities is finding companies that are willing to hire his company to perform tasks such as bulk mailings and other small jobs that his employees can do in a reasonable amount of time. He needs to recruit an outside sales representative who can dedicate time to meeting with other firms and selling the services of the nonprofit operation. Charlie's nonprofit is similar to a small business with a small amount of funds dedicated toward such a sales position. Under the circumstances, which of the following strategies may be a suitable approach to finding a good sales representative?

Accepted Answer

Partnering with the local community college can provide a pool of potential candidates who are interested in gaining experience and are likely to be enthusiastic about the nonprofit's mission. Testing students through internships also allows Charlie to train potential candidates and evaluate their skills before committing to a full-time hire. Choice A is unethical and can damage the nonprofit's reputation in the long run. Choice B is not a sustainable solution, and relying on volunteers for important roles may lead to inconsistency and may not attract the required skills or commitment. Choice D can be costly and may not attract the kind of candidate Charlie needs for the role.

Question 11

Which of the following reasons makes the recruiting job more challenging?

Accepted Answer

Policies that demand promotions from within limit the pool of candidates, making it more challenging to find suitable external candidates for the job. The other options do not necessarily make recruiting more challenging. A scientific job specification can actually make it easier to match candidates to the job requirements. Reverse discrimination may be necessary to create a balanced workforce, but it does not inherently make recruiting more challenging. Having many qualified candidates can be a good problem to have, but it may require more paperwork and a more rigorous selection process.

Question 12

Promotions and transfers are __________ sources available to human resource managers in their recruiting efforts.

Accepted Answer

Promotions and transfers are internal sources of recruitment available to human resource managers. This means that the company can fill vacant positions or create new positions by promoting or transferring existing employees within the organization.

Question 13

_________ is the set of activities for obtaining the right number of people at the right time in order to select those who best meet the needs of the organization.

Accepted Answer

Recruitment is the set of activities involved in finding and attracting suitable candidates for job vacancies. It involves the process of identifying, attracting, screening, shortlisting, and selecting the right candidates for the right job. Pre-selection, networking, and preemptive hiring are not the same as recruitment.

Question 14

By doing a quick, one-minute search, an HR specialist determined who in her company knew programming language C++. The specialist used the company's database to retrieve the information; however, this information should also be part of the HR planning process, as found in _______________.

Accepted Answer

The human resource inventory should include information on the skills and qualifications of employees within a company, including programming languages they may know. This information can then be used in HR planning processes. Specific job descriptions may outline necessary skills for a particular role, but may not provide a comprehensive inventory of skills within the organization. Future labor supply assessments and company training portfolios may also be useful in HR planning, but do not directly address the issue of identifying C++ programmers within the company.

Question 15

According to the Spotlight on Small Business box, which of the following strategies can be used to attract qualified employees to work for a small business?

Accepted Answer

"Test-drive an employee" refers to offering potential employees a trial period or temporary position to assess their fit and skills before making a permanent offer, which can be an effective strategy for small businesses to attract qualified candidates.

Question 16

Advertisements, public and private employment agencies, and college placement bureaus are all ________ sources that human resource managers can use in the recruiting efforts.

Accepted Answer

External sources refer to sources outside the organization, and all three options (advertisements, public and private employment agencies, and college placement bureaus) are examples of external sources. Secondary sources refer to sources that provide information about potential job candidates (such as references or background checks), passive sources refer to potential candidates who are not actively looking for a job, and back-up sources refer to potential candidates who are retained as a contingency plan.

Question 17

CareerBuilder and Monster are examples of:

Accepted Answer

CareerBuilder and Monster are both online job search engines that employers can use to post job openings and search for potential candidates.

Question 18

It is sometimes advantageous to hire from within because it __________.

Accepted Answer

Hiring from within helps maintain employee morale because it gives workers a chance to move up within the organization and rewards them for good work.

Question 19

Ben is an HR manager at Claymont Communications. Which of the following tasks would he perform as a part of the human resource planning process?

Accepted Answer

Human resource planning involves forecasting future human resource requirements, which includes determining the number of employees needed, the skills and qualifications required, and the timing of hiring. Appraising performance, establishing budgets, and interviewing potential workers are tasks related to other aspects of HR management.

Question 20

As a human resources professional for a large company, David is involved with the ___________ process. His goal is to find the right number of qualified people at the right time. He will screen a qualified pool of candidates and send these individuals forward to others in the firm who will make the final selection decision.

Accepted Answer

David is involved with the process of recruiting, which involves sourcing, screening, and selecting qualified candidates for job vacancies in the company. The other options, human resource allocating, organizing, and job orienteering, do not accurately describe David's role in the hiring process.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees