Question 1

Which statement is true about referrals?
A) Referrals fall under the category of internal sources of recruitment.
B) The use of referrals tends to increase the likelihood of exposing an organization to different viewpoints.
C) The use of referrals can contribute to nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.

Accepted Answer

The answer of Which statement is true about referrals?
A) Referrals...

Question 2

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed
A) nepotism.
B) employee referral.
C) self-selection.
D) internal recruitment.
E) employment at will.

Accepted Answer

Self-selection refers to the process where candidates assess their own qualifications and suitability for a position before applying. It is likely that direct applicants have researched the organization and the position before submitting an application. Option A, nepotism, refers to the practice of favoritism towards relatives or friends in hiring, which is not applicable in this scenario. Option B, employee referral, refers to the practice of current employees recommending potential candidates for a position. Option D, internal recruitment, refers to the practice of filling vacant positions from within the organization. Option E, employment at will, refers to the principle that employment is voluntary and either party can terminate the employment relationship at any time.

Question 3

Sean works in the human resource department of a well-known and highly respected maker of athletic equipment. He suggests that the company expand its recruiting by placing job advertisements on popular websites for job seekers. However, his supervisor says this has become a poor use of the company's recruiting dollars. Which is the most likely reason for the supervisor's objection?
A) These types of websites are too difficult for most job hunters to use.
B) The company will be flooded with applications from individuals who are barely qualified.
C) Employers can't search these sites; only job seekers can conduct searches.
D) The company will get very few applications, because job hunters read the ads slowly.
E) Finding a match between job seekers and job vacancies is inefficient on these sites.

Accepted Answer

The supervisor likely objects because posting on popular job sites can result in receiving a large number of applications from candidates who may not meet the job qualifications, making it difficult to identify suitable candidates among the volume of applicants.

Question 4

Antoine is proud of his team of warm, knowledgeable, and ethical recruiters at Luvia Insurance. They are sure to give realistic job previews, and they keep up to date on the company's policies so they can provide applicants with accurate answers to a host of questions. However, it sometimes takes a while to fill positions. And over the past year, Antoine has observed that the number of applicants who accept offers has fallen. He follows up with several who turned down offers and learns that they took jobs elsewhere because they developed an unfavorable opinion of Luvia Insurance. Which situation most likely explains this problem?
A) The recruiters lack the characteristics associated with success.
B) Candidates are not getting timely feedback about their applications.
C) The job previews by the recruiters are not realistic.
D) The recruiters are not the most appealing race and sex.
E) The organization has begun recruiting with teams of recruiters.

Accepted Answer

Given the information, the most likely explanation for the problem is that candidates are not getting timely feedback about their applications. This aligns with the mention that it sometimes takes a while to fill positions, suggesting delays in the recruitment process could be contributing to candidates developing an unfavorable opinion of Luvia Insurance and accepting offers elsewhere.

Question 5

In the context of evaluating the quality of a recruitment source, yield ratios express the
A) output yielded by a new hire in relation to the cost of recruiting the new hire.
B) dollar costs incurred per hire in relation to the number of applicants interviewed.
C) percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
D) quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.
E) percentage of applicants who complete one year in the organization after recruitment.

Accepted Answer

Yield ratios express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. This can help evaluate the effectiveness of a particular recruitment source or stage of the process in attracting and selecting qualified candidates.

Question 6

Alice helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?
A) $40,000
B) $5,000
C) $1,000,000
D) $10,000
E) $200,000

Accepted Answer

The cost per hire is calculated by dividing the total cost of recruitment by the number of hires. In this case, $200,000 divided by 5 equals $40,000 per hire.

Question 7

Define forecasting. Describe one method each for forecasting labor demand and supply.

Accepted Answer

The answer of Define forecasting. Describe one method each for...

Question 8

Maxim is an HR manager at a large accounting firm. He hires and trains the firm's staff of recruiters. Maxim hires people with education in human resource management and a warm attitude that displays a positive interest in people. How else should he equip the recruiters so that they have success in this kind of work?
A) Maxim should give them a realistic job preview about the recruiters' position.
B) Maxim should select recruiters in an ideal age range.
C) Maxim should train the recruiters in how to perform candidates' jobs.
D) Maxim should equip recruiters with the kinds of information job applicants are seeking.
E) Maxim should tell recruiters to downplay any negative information about the firm.

Accepted Answer

The answer of Maxim is an HR manager at a...

Question 9

The most important source of recruits for entry-level professional and managerial vacancies is
A) on-campus interviewing.
B) public employment agencies.
C) advertisements in newspapers and magazines.
D) private employment agencies.
E) employee referrals.

Accepted Answer

On-campus interviewing is a crucial method for organizations to recruit new graduates for entry-level professional and managerial positions, as it allows employers direct access to a large pool of potential candidates who are actively seeking their first professional roles.

Question 10

Milo determines that his company spent $15,000 to hire three new programmers through employee referrals and another $75,000 to hire five new programmers through a private employment agency. Which statement is correct about these recruiting efforts?
A) The cost per hire for the employment agency was lower, at $9,375 per hire.
B) The cost per hire for the employment agency was lower, at $15,000 per hire.
C) The cost per hire for referrals was lower, at $15,000.
D) The cost per hire for referrals was lower, at $45,000.
E) The cost per hire for referrals was lower, at $5,000 per hire.

Accepted Answer

The cost per hire for referrals is calculated as $15,000 / 3 = $5,000 per hire. The cost per hire through the employment agency is $75,000 / 5 = $15,000 per hire, making the referrals the cheaper option.

Question 11

Which statement is true of executive search firms?
A) They find new jobs almost exclusively for high-level, unemployed executives.
B) They help organizations in on-campus recruiting.
C) They help only entry-level and inexperienced employees to find jobs.
D) They are agencies administered by the federal government or governmental organizations.
E) They serve as a buffer, providing confidentiality between an employer and a recruit.

Accepted Answer

Executive search firms serve as a buffer, providing confidentiality between an employer and a recruit. This allows both parties to avoid potential negative consequences if the employee's current employer finds out they are job hunting, and also allows for a more unbiased selection process. The other options listed are not true of executive search firms.

Question 12

A start-up software company hires Kiera as its first human resource manager. Whenever a new position needs to be filled, Kiera sits down with the supervisor to gather facts that will be included in a realistic job preview. Kiera knows that the impact of job previews on candidates is limited, but she believes the effort is important anyway. Which statement best explains Kiera's decision to provide realistic job previews?
A) The recruiter is less important than personnel policies for affecting a candidate's decision.
B) Realism in the recruiter's message is the most researched aspect of recruiting.
C) Kiera feels pressure to exaggerate the negative qualities of each job vacancy.
D) Employees are highly sensitive to negative information.
E) Giving realistic information is not expensive or difficult, so it is worth even a small benefit.

Accepted Answer

Kiera believes that providing realistic job previews is worth the effort because it is not expensive or difficult, and even if the impact on candidates is limited, it is still important to provide accurate information. This aligns with choice E, which states that giving realistic information is not expensive or difficult, and therefore worth the effort.

Question 13

Fernando, a human resource executive, is meeting with the executive team to discuss the need to fill a soon-to-be-vacant position for vice president of the company's Medical Devices Division. Normally, he posts vacancies on the company's website, but he encourages the team to allocate funds to hire an executive search firm (ESF) for filling this position. Which statement best supports Fernando's recommendation?
A) ESFs can more efficiently advertise the vacant position to a wide audience.
B) ESFs are government-run agencies, so they offer low-cost services.
C) ESFs provide confidentiality for employer and recruit, giving access to better candidates.
D) ESFs specialize in writing effective print ads that give readers enough information.
E) ESFs specialize in finding jobs for candidates who are currently unemployed.

Accepted Answer

Executive search firms provide a higher degree of confidentiality in the hiring process as they keep both the employer and the recruit's identity undisclosed until both parties are interested in advancing the recruitment process. This secrecy allows better candidates who might not apply to an open job posting due to their current role or reputation to consider this position without risk to their current position.

Question 14

Amber wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy to learn more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Amber. Which term refers to the job information given by the recruiter?
A) vacancy analysis
B) substantive job criticism
C) pragmatic job survey
D) realistic job preview
E) role examination

Accepted Answer

The term that refers to the job information given by the recruiter is a realistic job preview, which provides both positive and negative information to potential candidates to help them make an informed decision about the job. The other answer choices do not accurately describe this type of job information.

Question 15

Jim applies for a job at Texture Inc. because his friend Chris, who is a manager there, prompts him to do so. In this scenario, Jim is a(n)
A) direct applicant.
B) natural applicant.
C) neutral applicant.
D) referral.
E) executive search professional.

Accepted Answer

Jim is a referral because he applied for the job based on a recommendation from his friend who works at the company.

Question 16

Herbert, an HR manager at Maxtier Inc., hires 50 employees in five months. He used different sources of recruitment to recruit these employees. He wants to know which kind of source delivered the most new hires for the money. To answer that question, Herbert should determine the
A) hiring conversion rate.
B) prospective cost.
C) return on investment.
D) yield ratio.
E) cost per hire.

Accepted Answer

Cost per hire will help Herbert determine which recruitment source delivered the most new hires for the money by calculating the total cost associated with hiring divided by the number of hires.

Question 17

Evelyn, the HR manager at Freton Inc., recruits her cousin Gia as production manager in the company. This move results in resentment among several of the company's employees. By hiring her cousin, Evelyn has engaged in the practice of hiring relatives, or
A) localism.
B) nepotism.
C) structuralism.
D) voluntarism.
E) abstractionism.

Accepted Answer

Evelyn has engaged in nepotism, which is the practice of showing favoritism to relatives in hiring decisions.

Question 18

Jill is a recruiter for Kinnack Inc. When she interviews job candidates, she works hard to provide background information about the job's positive and negative qualities. She aims to be sure every detail is accurate, so that any employees hired will feel they got what they expected and will want to stay on with the company. Jill's behavior is an example of providing a
A) yield ratio.
B) realistic job preview.
C) core competency.
D) due-process policy.
E) job posting.

Accepted Answer

Jill providing background information about the job's positive and negative qualities to the job candidates is an example of providing a realistic job preview. This helps the candidates to make informed decisions about whether or not to accept the job offer, and ensures that any employees hired will feel they got what they expected and will want to stay on with the company.

Question 19

Maria is a recruiter with a bachelor's degree in business administration. She is well respected among her peers for her professional standards and understanding of the HR field. However, she has noticed that when she recruits engineers for her company, they sometimes seem unresponsive to her. The most likely reason for this is because Maria
A) is not warm enough to the applicants.
B) is perceived as less credible because she is an HR specialist.
C) does not give applicants enough information, leaving them with more questions than answers.
D) comes off as being too professional for someone in the HR field.
E) is not approaching the candidate with enough skepticism.

Accepted Answer

The most likely reason why engineers are unresponsive to Maria is that they may perceive HR specialists as less credible when it comes to technical positions such as engineering. They may prefer to communicate directly with technical hiring managers who they perceive as having more knowledge and experience in the engineering field.

Question 20

Janine, a trainer at Keller Inc., wants to find out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the
A) yield ratios.
B) cost per hire.
C) prospective costs.
D) returns on investment.
E) liquidity ratios.

Accepted Answer

Yield ratios compare the number of applicants that move from one stage of the recruitment process to another. In this case, Janine wants to compare the number of candidates who moved from the initial interview stage to the training selection stage, which can be determined using a yield ratio calculation.

Quiz 5: Planning for and Recruiting Human Resources

Which statement is true about referrals?

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed

In the context of evaluating the quality of a recruitment source, yield ratios express the

Alice helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

Define forecasting. Describe one method each for forecasting labor demand and supply.

The most important source of recruits for entry-level professional and managerial vacancies is

Milo determines that his company spent $15,000 to hire three new programmers through employee referrals and another $75,000 to hire five new programmers through a private employment agency. Which statement is correct about these recruiting efforts?

Which statement is true of executive search firms?

Amber wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy to learn more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Amber. Which term refers to the job information given by the recruiter?

Jim applies for a job at Texture Inc. because his friend Chris, who is a manager there, prompts him to do so. In this scenario, Jim is a(n)

Herbert, an HR manager at Maxtier Inc., hires 50 employees in five months. He used different sources of recruitment to recruit these employees. He wants to know which kind of source delivered the most new hires for the money. To answer that question, Herbert should determine the

Evelyn, the HR manager at Freton Inc., recruits her cousin Gia as production manager in the company. This move results in resentment among several of the company's employees. By hiring her cousin, Evelyn has engaged in the practice of hiring relatives, or

Janine, a trainer at Keller Inc., wants to find out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the