Deck 5: Recruiting Applicants

Question 1

Job openings above the entry level can generally be filled more quickly through internal recruitment.

Answer 1

True
Knowledge about the opening should be sufficient for both parties to speed up the process of announcing the job and evaluating the candidates.

Question 2

When using employee referral as a method of external recruitment, existing employees are generally not considered as good recruiters.

Answer 2

False
Employees tend to be good recruiters because they know a lot about both the job being filled and the individual, and can therefore accurately judge the "fit" between the two.

Question 3

Firms generally use external recruitment to fill jobs above the entry level.

Answer 3

False
Jobs above the entry level are usually filled with current employees through promotions. Firms generally try to take advantage of the motivation potential and cost savings associated with promotion from within.

Question 4

If a company can find ways to reduce recruitment cost, without lowering productivity, competitive advantage can be enhanced.

Question 5

Contingency employees generally do not need a considerable amount of orientation and training.

Question 6

Ensuring fairness is the key to implementing a successful internal recruitment system.

Question 7

When identifying job openings, the most efficient strategy is to wait until someone quits.

Question 8

An organization's recruitment practices have little influence on an organization's ability to comply with antidiscrimination laws.

Question 9

Job posting is the most commonly used approach to internal recruitment at the nonmanagerial level.

Question 10

Effective career development systems can help organizations ensure that there is always someone ready to fill a position when it becomes open.

Question 11

Contingency personnel perform work for a company but are not included on the organization's payroll.

Question 12

Computerized career progression systems help an organization fill vacancies more quickly.

Question 13

Unlike core workers, the number of contingency workers cannot be easily increased or decreased.

Question 14

Career development systems represent an alternative approach to filling job openings via external recruitment.

Question 15

Recruitment is a process used by an organization to locate and attract job applicants to fill positions.

Question 16

Contingency workers generally cost less than core personnel.

Question 17

Computerized career progression systems make it easier to assess a candidate's interpersonal skills, judgement, and integrity.

Question 18

Promotion from within will be more appropriate for an organization that needs to increase its percentage of employees within a particular underutilized group for jobs above the entry level.

Question 19

When the actual attributes of the job in question are neither clearly positive nor negative, a candidate's perception of job attractiveness is heavily influenced by the nature of information given by the firm, how it is given, and how well the applicant was treated.

Question 20

When applicants are told about the unpleasant aspects of the job, they are able to make a more informed choice about whether or not to accept the job offer.

Question 21

The use of a realistic job preview in the interview process usually reduces job retention rates.

Question 22

Public employment agencies are generally not a quick and efficient way to fill jobs.

Question 23

Employee referrals generally do a better job of enticing the most qualified applicants to apply for jobs compared to help-wanted advertisements.

Question 24

Expenses incurred during recruitment may include all the following EXCEPT:

A) agency or search-firm fees.
B) severance allowances.
C) recruiters' salaries.
D) advertising costs.

Question 25

A(n) ____ is a recruiting tool that provides applicants with both favorable and unfavorable information about the job.

A) screening interview
B) panel interview
C) orientation program
D) realistic job preview

Question 26

Compared to newspaper advertising, online recruiting is much faster and reaches a much larger audience.

Question 27

A recruiting method that produces the best pool of candidates quickly and cost efficiently can help maximize:

A) job acceptance decisions.
B) retention rates.
C) competitive advantage.
D) job satisfaction.

Question 28

In order to attain competitive advantage through its recruitment efforts, the HRM department must take action to:

A) enhance the likelihood that the best applicants will accept job offers.
B) achieve affirmative action goals.
C) sacrifice quality for quantity.
D) facilitate employee turnover.

Question 29

Help-wanted advertisements inhibit an employer's ability to reach a large audience in a relatively short period of time.

Question 30

____ should capture candidates' attention and stimulate their interest in applying for positions to ensure a sufficient number of qualified candidates.

A) Job offers
B) Job profiles
C) Job notifications
D) Job previews

Question 31

A candidate joining a company due to its geographic location is an example of ____ influencing the decision to accept a job offer.

A) attractiveness of company
B) attractiveness of job
C) job notifications
D) recruitment activities

Question 32

A candidate joining a company on the basis of information conveyed to the candidate is an example of ____ influencing the decision to accept a job offer.

A) attractiveness of company
B) attractiveness of job
C) job notifications
D) recruitment activities

Question 33

A candidate joining a company due to friendliness of coworkers is an example of ____ influencing the decision to accept a job offer.

A) attractiveness of company
B) attractiveness of job
C) job notifications
D) recruitment activities

Question 34

The final role of HR professionals in the recruitment process involves evaluating the effectiveness of the process.

Question 35

Employee referrals may serve as a barrier to EEO goals.

Question 36

Line managers rarely interact with job applicants.

Question 37

Applicants quickly become disenchanted with their jobs because of high expectations and may leave the organization if they are given ____ job previews.

A) realistic
B) unrealistic
C) practical
D) impractical

Question 38

Campus recruitment is generally less costly than using public employment agencies.

Question 39

Campus recruitment is generally used to fill specialized entry-level jobs in fields such as engineering, finance, and accounting.

Question 40

Recruitment costs per hire typically equal ____ of a new hire's annual salary.

A) one-tenth
B) one-fourth
C) one-third
D) one-half

Question 41

Utilizing a contingency personnel relieves a company of all HRM activities EXCEPT:

A) screening applicants.
B) insurance and benefit administration.
C) payroll administration.
D) discipline.

Question 42

Workers promoted into supervisory positions in the units in which they were already working have difficulty dealing with past coworkers. This is a potential problem associated with:

A) external recruitment.
B) internal recruitment.
C) subjective selection processes.
D) objective selection processes.

Question 43

The process of specifying ____ involves identifying specific requirements of a job such as the duties, reporting relationships, salary range for hiring, and competencies needed by a new worker.

A) job content
B) job context
C) job profiles
D) worker requirements

Question 44

What are employees who perform work for the company, but not included on the organization's payroll called?

A) Contingency personnel
B) Core personnel
C) Shift personnel
D) Emergency personnel

Question 45

The use of contingency personnel may be advantageous in all the following situations EXCEPT:

A) companies faced with stable demand for their products or services.
B) for certain types of hard-to-find expertise.
C) trying to staff new offices in geographic areas far from the main headquarters.
D) trying to staff positions to work on projects in which unusually high risk factors may jeopardize a company's existing workers' compensation rates.

Question 46

____ are employed by a supplier agency, and are loaned to the firm on a temporary basis for a fixed fee.

A) Contingency personnel
B) Core personnel
C) Shift personnel
D) Emergency personnel

Question 47

Advantages of internal recruitment over external recruitment include all the following except:

A) the qualifications of internal candidates are already well known to the employer.
B) internal recruitment is less expensive.
C) internal recruitment helps fill job openings more quickly.
D) internal candidates require more orientation and training.

Question 48

Which of the following is not an alternative to filling a vacant position?

A) Job standardization
B) Elimination of the job
C) Providing overtime opportunities to current workers
D) Hiring a new employee

Question 49

The number of ____ can be easily increased or decreased according to the rise and fall of business conditions.

A) contingency workers
B) core workers
C) dependent contractors
D) labor leasers

Question 50

Which of the following recruitment strategy can help a company comply with legal requirements by targeting members of certain underutilized groups?

A) Internal recruitment
B) External recruitment
C) Employee referrals
D) Supervisor referrals

Question 51

Which of the following involves promotional opportunities leading to reduced turnover, increased job satisfaction, and better job performance?

A) Subjective selection processes
B) Objective selection processes
C) Internal recruitment
D) External recruitment

Question 52

What is the process of incorporating the tasks of a vacant position into currently existing positions called?

A) Job overhaul
B) Job standardization
C) Job redesign
D) Job restoration

Question 53

An organization's recruiting efforts can facilitate EEO compliance by:

A) strictly enforcing nepotism policies.
B) using private search firms.
C) reaching out to members of protected groups.
D) emphasizing promotion from within.

Question 54

According to management experts, to promote procedural fairness in an internal recruiting system, organizations should do all the following EXCEPT:

A) communicate openly with applicants.
B) use subjective selection tools.
C) provide helpful feedback.
D) use objective selection methods.

Question 55

How do individuals secured through outsourcing differ from other contingency personnel?

A) Their contracts run longer.
B) They are paid more.
C) They are selected to perform entry-level jobs only.
D) They are selected to perform an entire function.

Question 56

Highly skilled workers who are supplied by an agency to work on long-term projects are referred to as:

A) labor leasers.
B) temporary employment agencies.
C) independent contractors.
D) temps.

Question 57

Which category of personnel are hired to work on a specific job for short period, usually two weeks or less?

A) Outsourcing
B) Temps
C) Independent contractors
D) Dependent contractors

Question 58

____ consist of employees hired in the traditional manner; that is, they are placed on the organization's payroll and are considered permanent employees.

A) Contingency personnel
B) Core personnel
C) Shift personnel
D) Emergency personnel

Question 59

Which of the following is not an advantage associated with a company using contingency personnel?

A) Cost savings
B) Relieves a company of many administrative tasks
C) Provides the company with more flexibility to meet fluctuations in demand
D) Contingency workers are more loyal and committed to the host organization

Question 60

Which of the following questions is not answered by an HR plan?

A) Are any newly budgeted positions opening soon?
B) Is a contract under negotiation that may result in the need for additional hires?
C) What type of individuals are required to fill the vacant positions?
D) What is the amount of expected turnover in the next several months?

Question 61

Which of the following internal recruiting method is used to identify a broad spectrum of suitable candidates quickly?

A) Computerized career progression systems
B) Job posting
C) Supervisor recommendations
D) Career development systems

Question 62

____ is the most commonly used approach to internal recruiting.

A) Employee referral
B) Supervisory referral
C) Job posting
D) Nepotism

Question 63

Which of the following is critical to effective implementation of a career development system?

A) A subjective selection process
B) An appeals procedure
C) An objective selection process
D) Adequate severance packages

Question 64

Which of the following approaches to internal recruitment is susceptible to bias and creates EEO problems for employers?

A) Computerized career progression systems
B) Supervisor selection
C) Job posting
D) Career development systems

Question 65

A critical issue in the implementation of a career development system is how to:

A) identify the most suitable candidates.
B) invite applications from the most suitable candidates.
C) train or groom the most suitable candidates.
D) interview the most suitable candidates.

Question 66

Public employment agencies provide applicants most frequently for:

A) executive positions.
B) technical jobs.
C) blue-collar jobs.
D) mid-management positions.

Question 67

From a recruitment perspective, interviews and other assessment procedures provide:

A) the candidates an opportunity to learn more about the employment opportunity.
B) the firm a chance to further assess the candidates' qualifications.
C) the firm a good method to discourage unqualified applicants.
D) the firm a chance to select the best applicant.

Question 68

Which of the following recruitment process invites internal job applicants by using a job vacancy notice that describes the job, salary, work schedule, and necessary worker qualifications?

A) Job posting
B) Campus recruiting
C) On-line recruiting
D) Help-wanted ads

Question 69

Applicants referred by ____ tend to perform better and remain with the company longer than applicants recruited by other means.

A) executive search firms
B) employees
C) public employment agencies
D) private employment agencies

Question 70

Which of the following is not a feature of private employment agencies?

A) The agency has the resources to fill a wide variety of jobs.
B) Candidates register with the agency voluntarily.
C) The agency charges a fee for its services.
D) The agency provides personnel for blue-collar jobs only.

Question 71

Which of the following modes of recruitment is most prevalent in firms that enjoy a reputation for being a good place to work in terms of compensation policies, working conditions, and employee relations?

A) Employee referrals
B) Supervisor recommendations
C) Applicant-initiated
D) Career development systems

Question 72

____ specialize in the recruitment of mid- and senior-level managers with salaries generally above $60,000.

A) Graduate school recruiting agencies
B) Public employment agencies
C) Specialist firms
D) Headhunters

Question 73

Which of the following modes of recruitment allow an employer to reach a large audience in a relatively short period of time?

A) Computerized career progression systems
B) Help-wanted ads
C) Campus recruiting
D) Private employment agencies

Question 74

Which of the following process allows all qualified employees to be considered when recruiting internally?

A) Job posting
B) Computerized career progression systems
C) Supervisor recommendations
D) Career development systems

Question 75

From a selection perspective, interviews and other assessment procedures give a firm the chance to further assess:

A) the candidates' qualifications.
B) the job qualifications.
C) worker requirements.
D) the selection processes.

Question 76

The appropriate media for placing help-wanted advertisements depends primarily on:

A) the number of applicants being sought.
B) the geographic recruitment area.
C) the number of positions to fill.
D) the time needed to fill certain jobs.

Question 77

Studies show that firms fill about ____ of their workforce through employee referrals.

A) 15 percent
B) 20 percent
C) 25 percent
D) 30 percent

Question 78

Which of the following is a disadvantage associated with the job posting system?

A) It increases the probability of the firm's qualified employees being considered for the job
B) It makes employees responsible for their own career development.
C) It allows employees to leave a bad work situation.
D) It prevents supervisors from hiring the individuals of their choice.

Question 79

A good way to discourage unqualified applicants is to clearly state the ____ in the vacancy notification.

A) job content
B) job qualifications
C) job context
D) job profiles

Question 80

Which of the following recruitment processes should be used to increase retention rates among a firm's top performers?

A) Computerized career progression systems
B) Employee referrals
C) Supervisor recommendations
D) Career development systems