Deck 5: Sourcing and Recruiting

Question 1

Recruiting refers to activities that affect either the number or the type of people willing to apply for and accept job offers.

Answer 1

True

Question 2

To maximize recruiting goals,it is best to be familiar with a variety of sourcing techniques.

Answer 2

True

Question 3

Asking employees,particularly top performers,to recommend people they feel would be good performers is not generally suggested and can generate low-quality leads.

Answer 3

False

Question 4

Sourcing strategies vary depending on whether or not targeted recruits are actively looking for a job.

Question 5

Sourcing is identifying qualified individuals and labor markets from which to recruit them.

Question 6

Once a job analysis has identified the type of person best suited for a position,sourcing involves finding the sources of potential applicants who will best meet the firm's staffing goal.

Question 7

External hires are always better at leading change,are less expensive,and usually take a shorter period of time to hire compared to internal hires.

Question 8

It is important to note that metrics and feedback are not very helpful in aligning recruiters' goals and behaviors with organizational goals.

Question 9

One popular model of applicant attraction suggests that job applicants are not interested in the types of rewards offered when they are researching the requirements of job openings.

Question 10

Recruiting is the set of practices and decisions that affect either the number or the types of individuals willing to apply for and accept job offers.

Question 11

Careers sites are not very cost effective and cannot communicate a lot of information about a company's business,values,and job requirements.

Question 12

Research has yet to investigate how organizations can and do make systematic and effective applicant sourcing decisions.

Question 13

Analytic recruiting metrics track recruiting processes and outcomes that influence the organization's performance,competitive advantage,or strategic execution.

Question 14

The goal of succession management is to keep the firm's talent pipeline full in order to ensure a supply of qualified people,especially for key jobs.

Question 15

The most important recruiter characteristics are that they be knowledgeable about the job opening and the company,able to communicate this to the applicant,and able to effectively persuade people to apply for and accept job offers.

Question 16

Effective recruiting sources help a company meet its staffing goals for a position.

Question 17

Professional employees,including lawyers,scientists,and managers are usually recruited in the same manner as mechanics,machine operators,or cashiers.

Question 18

When unhappy job candidates tell their friends about a bad recruiting experience,the negative spillover effects can reduce the organization's performance and its ability to recruit candidates effectively in the future.

Question 19

Employee referral programs tend to be relatively fast and inexpensive,although some organizations reward employees quite generously for making successful referrals.

Question 20

Sourcing and recruiting are two names for the same activity.

Question 21

Suzy spends time each morning identifying qualified individuals to recruit for her department.This is an example of __________.

A) sourcing
B) recruiting
C) referring
D) resourcing

Question 22

Brands are often represented by symbols such as logos,slogans,and designs.

Question 23

Someone who is not actively looking for a new job but could be tempted by the right opportunity is known as a(n) __________.

A) active job seeker
B) semi-passive job seeker
C) passive job seeker
D) passive-aggressive job seeker

Question 24

__________ are often of high quality but are difficult to attract through conventional recruiting methods.

A) Active job seekers
B) Semi-passive job seekers
C) Passive job seekers
D) Passive-aggressive job seekers

Question 25

Many firms,particularly those with a philosophy of promoting from within,first try to fill positions using __________ sources.

A) internal recruiting
B) external recruiting
C) outsource recruiting
D) organizational recruiting

Question 26

__________ systems are used to communicate information about internal job openings to employees.

A) Succession management
B) Talent inventory
C) Internal job posting
D) Internal management

Question 27

Relying exclusively on __________ to fill higher level positions can limit new insights available to the organization.

A) internal sourcing
B) external sourcing
C) outsource sourcing
D) organizational sourcing

Question 28

Sam is sending out resumes and talking to everyone he meets about his job hunting techniques.This is an example of a(n)__________.

A) active job seeker
B) semi-passive job seeker
C) passive job seeker
D) passive-aggressive job seeker

Question 29

If a manufacturing company learns that its best employees tend to like NASCAR,and so the company sponsors a recruiting tent at NASCAR events,then this would be an example of __________.

A) internal sourcing
B) creative sourcing
C) external sourcing
D) talent sourcing

Question 30

Because recruiters often rely on referrals,recruiters who are more ethical will also be more trusted and will receive more leads.

Question 31

Locating talent currently working for the company that would be a good fit with another position is called __________.

A) internal recruiting
B) external recruiting
C) outsource recruiting
D) organizational recruiting

Question 32

Because most applicants have a limited amount of information early in the job search process,their decisions to apply or not apply for different opportunities are largely based on general impressions of organizational attractiveness.

Question 33

Which type of recruiting source targets people outside the organization?

A) Internal recruiting
B) External recruiting
C) Outsource recruiting
D) Organizational recruiting

Question 34

Poaching talent from competitors and misleading recruits about the nature of the job or about their chances of getting a job offer are common ethical issues.

Question 35

Activities that affect either the number or type of people willing to apply for and accept job offers is referred to as __________.

A) sourcing
B) recruiting
C) resourcing
D) referring

Question 36

Someone at least somewhat interested in finding a new job,but who inconsistently looks for one,is known as a(n) __________.

A) active job seeker
B) semi-passive job seeker
C) passive job seeker
D) passive-aggressive job seeker

Question 37

Sometimes a(n) __________ sourcing campaign is only useful for a few months or is copied by competitors and stops being a competitive advantage.

A) internal
B) creative
C) external
D) talent

Question 38

Each quarter Lisa's company asks her to name three people in her department who would make good managers in the future.This is an example of __________.

A) succession management
B) talent management
C) internal management
D) internal inventory

Question 39

The manual or computerized record of employees' relevant characteristics,experiences,and competencies is called __________.

A) succession management
B) talent inventory
C) internal management
D) internal inventory

Question 40

High-quality passive candidates are often more reluctant to pursue job opportunities with recruiters they do not trust.

Question 41

Legal immigrants must acquire a(n) __________ from the Immigration and Naturalization Service to become eligible for employment.

A) red card
B) employment card
C) green card
D) job card

Question 42

The set of practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is known as __________.

A) recruiting
B) hiring
C) job analysis
D) job searching

Question 43

The __________ is usually the first person with whom potential applicants have contact.

A) recruiter
B) employer
C) receptionist
D) manager

Question 44

__________ recruiting metrics track recruiting processes and outcomes that influence the organization's performance,competitive advantage,or strategic execution.

A) Tactical
B) Premeditated
C) Efficiency-oriented
D) Strategic

Question 45

__________ are able to answer broader questions about the organization's policies and careers and identify other positions in the organization for which recruits might be a good fit.

A) Managers
B) Employers
C) Receptionists
D) Recruiters

Question 46

At early phases of the hiring process,a potential applicant who is "turned off" by a _________ might decide not to apply at all.

A) recruiter
B) employer
C) receptionist
D) manager

Question 47

Melissa is usually the first person to have contact with each potential job candidate,and she is critical to the hiring process.Melissa's job title is most likely __________.

A) employer
B) receptionist
C) recruiter
D) manager

Question 48

_________ are the positive or negative unintended consequences of recruiting activities.

A) Recruiting errors
B) Recruitment referrals
C) Recruitment spillover effects
D) Job search spillover effects

Question 49

__________ recruiting metrics include hiring speed,number of applicants,number of hires,and the average cost per hire.

A) Tactical
B) Premeditated
C) Efficiency-oriented
D) Strategic

Question 50

__________ sometimes take place on the Internet,with multiple employers posting banner advertisements in a common area.

A) Job markets
B) Job fairs
C) Talent markets
D) Business fairs

Question 51

One study showed that in over one-third of cases,the __________ was the primary reason a business or engineering graduate chose a particular company.

A) recruiter
B) employer
C) receptionist
D) manager

Question 52

__________ should be selected and trained to be knowledgeable about the job opening,effectively communicate this information,be perceived by applicants as trustworthy,and positively reflect what it is like to work for the company.

A) Job seekers
B) Employers
C) Receptionists
D) Recruiters

Question 53

__________ is how well new hires perform in training.

A) Training success
B) Job performance
C) Failure rate
D) Voluntary turnover

Question 54

__________ is watching people working in similar jobs for other companies to evaluate their potential fit with your organization.

A) Outsourcing
B) Offshoring
C) Observation
D) Subcontracting

Question 55

A place where multiple employers and recruits meet to discuss employment opportunities is referred to as a __________.

A) job market
B) job fair
C) talent market
D) business fair

Question 56

ABC company is moving its call center department to India.This is an example of _________.

A) outsourcing
B) offshoring
C) observation
D) subcontracting

Question 57

One important __________ outcome is leaving applicants with a positive feeling about the organization even if they are not hired.

A) recruiting
B) hiring
C) job analysis
D) job searching

Question 58

An independent company that specializes in the recruitment of particular types of talent is referred to as a(n) __________ firm.

A) sourcing
B) recruiting
C) observation
D) search

Question 59

How well new hires perform their job six to twelve months after hire is referred to as __________.

A) training success
B) job performance
C) failure rate
D) voluntary turnover

Question 60

__________ is proactively searching the Internet to locate semi-passive and passive job seekers with the characteristics and qualifications needed for a position.

A) Internet data mining
B) Creative data sourcing
C) External data sourcing
D) Talent data mining

Question 61

Allowing job candidates to learn about potential negative aspects of a job before accepting a job offer may increase job commitment because the employee knowingly accepted the offer; this is known as __________.

A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Question 62

__________ is a symbolic picture of all the information connected to a company or a product,including its image.

A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Question 63

__________ is the general impression of an organization based on both feelings and facts.

A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Question 64

One study found that job seekers from collectivist cultures placed greater importance on a __________ than did job seekers from more individualistic cultures.

A) employer image
B) brand
C) employer brand
D) organizational image

Question 65

The number of new hires in key jobs whose jobs are terminated or who are asked to leave is known as __________.

A) training success
B) job performance
C) the failure rate
D) voluntary turnover

Question 66

The most effective __________ job preview design for reducing turnover might be a post-hire design.

A) convincing
B) marginal
C) realistic
D) representative

Question 67

Exposure to a greater amount of positive organizational information enhances a company's __________ and increases the likelihood that undergraduates will pursue jobs with that company.

A) product image
B) brand
C) employer brand
D) organizational image

Question 68

Organizations create their __________ and often try to link it with their business strategies.

A) brand
B) employer image
C) employer brand
D) organizational image

Question 69

Research suggests that __________ materials should be informative,address a range of job or organizational characteristics,and provide specific information about those characteristics.

A) recruiting
B) engagement
C) job analysis
D) job searching

Question 70

__________ is the summary of what an employer offers to employees.

A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Question 71

A positive _________ enhances an organization's attractiveness to job seekers.

A) employer image
B) brand
C) employer brand
D) organizational image

Question 72

The recruiter gives all the pros and cons about the job to a potential job candidate.This is an example of a __________ job preview.

A) realistic
B) convincing
C) marginal
D) representative

Question 73

Because __________ job previews are relatively inexpensive to develop and communicate,they may be useful for reducing turnover rates when departing employees say the jobs were not what they expected when they accepted the job offers.

A) convincing
B) marginal
C) realistic
D) representative

Question 74

Crafting a(n) __________ can increase an organization's appeal to potential recruits.

A) brand
B) employer image
C) employer brand
D) organizational image

Question 75

__________ is an organization's reputation as an employer.

A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Question 76

One goal of a __________ job preview is not to deter candidates by focusing on factors that might be perceived negatively but to provide accurate information about the job and organization.

A) convincing
B) marginal
C) realistic
D) representative

Question 77

A function of the realistic job preview that serves to provide a more balanced picture of the job and organization and allows applicants to drop out if the opportunity is not a good match for them is referred to as __________.

A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Question 78

The number of employees who voluntarily quit within their first year is referred to as ________.

A) training success
B) job performance
C) the failure rate
D) voluntary turnover

Question 79

A function of the realistic job preview that serves to provide expectations and allow development of coping mechanisms to prepare the employee to deal with unpleasant features of the job is called __________.

A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Question 80

One goal of a __________ job preview is to present realistic,balanced information that allows candidates to assess their fit with the position.

A) convincing
B) marginal
C) realistic
D) representative