Question 1

Which of the following would apply when a contingency approach to message selection is being employed?
A)Establish the job message based on labour market conditions,vacancy characteristics,and applicant characteristics.
B)Develop a standard "most effective" message and apply it in all cases for maximum effect.
C)Use the characteristics of the labour market as the sole guide in message development.
D)Use targeting as the principal method of message development.

Accepted Answer

A contingency approach to message selection involves tailoring the message to the specific situation or context. In the case of job messages, this would involve considering factors such as labour market conditions (e.g. level of competition for jobs), vacancy characteristics (e.g. job requirements), and applicant characteristics (e.g. skills and experience). This approach allows for greater flexibility and responsiveness to the unique needs and circumstances of each job recruitment situation. Option B is incorrect because a standard "most effective" message may not be applicable to all recruitment situations. Option C is incorrect because relying solely on labour market characteristics may not take into account other important factors. Option D is also incorrect because targeting may not be the only method used in message development.

Question 2

What is the main reason for taking a realistic job preview approach to developing a job communication message?
A)The approach aids applicants in self-directing in and out of the organization.
B)The method enhances employment standards compliance.
C)The approach results in lower advertising costs.
D)The approach presents potential job applicants with the most attractive description of the job attributes.

Accepted Answer

The main reason for taking a realistic job preview approach is to aid applicants in self-directing in and out of the organization. This approach provides a clear and honest picture of the job and organizational culture, which helps candidates determine if they are a good fit for the position and the company. It can lead to a higher retention rate and less turnover as well as save the company time and money in the long run.

Question 3

Which of the following statements about defining job applicants is not true?
A)Any person qualifying as an applicant is a potential human rights complainant.
B)The denominator of the selection rate ratio is the number of applicants.
C)Not every individual who makes an effort at application might be considered an applicant for legal purposes.
D)The numerator in a selection ratio is the number of turndowns

Accepted Answer

The answer of Which of the following statements about defining...

Question 4

Research suggests that an ideal recruiter possesses _________________.
A)strong interpersonal skills
B)knowledge about the organization,jobs,and career issues
C)enthusiasm about the organization and job candidates
D)all of the above

Accepted Answer

All of the above options are important for an ideal recruiter. Strong interpersonal skills are necessary to effectively communicate with job candidates and assess their fit for the organization. Knowledge about the organization, jobs, and career issues allows the recruiter to provide accurate information to candidates and make informed hiring decisions. Enthusiasm about the organization and candidates can help to create a positive hiring experience for both parties.

Question 5

All of the following are the most promising job opportunities in Canada today except:
A)HR professionals
B)Specialist physicians
C)Environmental specialists
D)Software engineers

Accepted Answer

While all of the job opportunities listed are promising, environmental specialists are not necessarily in the highest demand compared to the other options. The demand for HR professionals, specialist physicians, and software engineers is particularly high in Canada currently.

Question 6

The recruitment approach in which an organization identifies those segments of the labour market where qualified candidates are likely to be is called ___________.
A)targeted recruitment
B)job requirements matrix recruitment
C)geographic area recruitment
D)strategic recruitment

Accepted Answer

Targeted recruitment is the approach in which an organization identifies those segments of the labour market where qualified candidates are likely to be. This allows the organization to focus their recruitment efforts on those areas and increase the likelihood of finding suitable candidates for their open positions. Job requirements matrix recruitment involves creating a matrix of job requirements to guide the selection process, geographic area recruitment involves targeting candidates in specific geographic areas, and strategic recruitment involves aligning recruitment efforts with the organization's overall strategic goals. However, targeted recruitment specifically addresses the approach of identifying segments of the labour market.

Question 7

Employer strategies for addressing the shortage of high-technology employees include ____________.
A)provide signing bonuses
B)buy banner ads on the Internet
C)actively research potential job candidates
D)all of the above

Accepted Answer

All of the above strategies can be effective in addressing the shortage of high-technology employees. Providing signing bonuses can attract top talent and show that the company values their skills. Buying banner ads on the internet can help to increase visibility and attract a wider pool of candidates. Actively researching potential job candidates can help to identify those who have the necessary skills and experience for the job.

Question 8

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

Accepted Answer

The answer of What are the advantages of conveying a...

Question 9

Job growth,job opportunities,turnover rates are part of __________
A)labour markets
B)economic conditions
C)labour unions
D)environmental scans

Accepted Answer

The answer of Job growth,job opportunities,turnover rates are part of...

Question 10

To achieve the best combination among the three factors of cost,ability to provide an extensive message,and ability to control who receives the message,an organization would most likely deliver its message by means of _______________.
A)A classified ad
B)A brochure done by outside media professionals
C)A display ad
D)A brochure developed in-house

Accepted Answer

Developing a brochure in-house allows an organization to control the cost, ensure an extensive message is provided, and have control over who receives the message. This option eliminates the additional cost of using outside media professionals and allows for full control over the final product.

Question 11

The most critical aspect of an advertisement for enhancing applicant self-screening is _____________.
A)the medium where the ad is placed
B)the ad headline
C)the body of the ad
D)the ad's information on how to apply

Accepted Answer

The answer of The most critical aspect of an advertisement...

Question 12

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Accepted Answer

The answer of List and briefly describe each of the...

Question 13

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?
A)"Applicants must be enthusiastic and willing to take risks."
B)"Applicants should be recent college graduates."
C)"Applicants should be healthy and athletiC."
D)"Applicants should be gentlemen of outstanding character."

Accepted Answer

This statement focuses on personality traits and work attitude, which are generally acceptable criteria for job postings and do not typically raise human rights concerns.

Question 14

Which of the following recruitment messages is appropriate?
A)Use a targeted message when appealing to the broad labour market.
B)Use a realistic message when recruiting individuals with a lot of job experience.
C)Use a traditional message to avoid vagueness in portraying job attributes.
D)Use an attractive message when recruiting under tight labour market conditions.

Accepted Answer

When recruiting under tight labour market conditions, it is important to use an attractive message to stand out and attract potential candidates. Using a realistic message when recruiting individuals with a lot of job experience or a traditional message to avoid vagueness may not be as effective in such competitive circumstances. While using a targeted message when appealing to the broad labour market can be helpful, it is not as crucial as using an attractive message in a tight labour market.

Question 15

Examples of trigger words are ______________.
A)recent college graduate
B)professionally trained
C)dedicated
D)results oriented

Accepted Answer

The answer of Examples of trigger words are ______________.
A)recent college...

Question 16

In designing the communication message to be used in external recruiting,what kinds of information should be included?

Accepted Answer

The answer of In designing the communication message to be...

Question 17

List ten sources of applicants that organizations turn to when recruiting.For each source,identify needs specific to the source,as well as pros and cons of using the source for recruitment.

Accepted Answer

The answer of List ten sources of applicants that organizations...

Question 18

Which of the following actions on the part of a recruitment specialist is likely to reduce the effectiveness of the recruitment effort?
A)Stress recruiter warmth as well as job knowledge.
B)Minimize delay times between steps of the recruitment process.
C)Use human resource specialists as the primary recruiters.
D)Use screening devices perceived by the applicants as job-relateD.

Accepted Answer

Using human resource specialists as the primary recruiters may reduce the effectiveness of the recruitment effort because they may not have the specialized knowledge and expertise to adequately assess candidates for technical or specialized roles. It is often more effective to have recruiters with specific expertise in the field or industry being recruited for.

Question 19

Research suggests that the most effective recruitment sources include ___________.
A)newspaper ads
B)rehiring of former employees
C)employment agencies
D)none of the above

Accepted Answer

Research shows that rehiring former employees is one of the most effective recruitment sources. This is because former employees have experience with the company culture and values, and may require less training than new hires. Options A and C (newspaper ads and employment agencies) are not as effective as they used to be due to the rise of online recruitment sources. Therefore, option D is incorrect.

Question 20

Employment shortages,surpluses,employment arrangements demographic trends are part of _________
A)labour markets
B)economic conditions
C)labour unions
D)environmental scans

Accepted Answer

Employment shortages, surpluses, and employment arrangements are all indicators of the state of the labour market. Demographic trends also play a role in shaping the labour market, as they impact the supply and demand of labour. Therefore, the correct answer is labour markets (choice A). Economic conditions (choice B) may also influence the labour market, but they are a broad category that includes factors beyond just employment trends. Labour unions (choice C) are an important aspect of labour relations but do not encompass all the factors listed in the question. Environmental scans (choice D) refer to the process of gathering information about the external environment, including economic, social, and technological trends, so while they may help identify employment-related factors, they are not the best overall answer to this question.

Quiz 7: Measurement

Which of the following would apply when a contingency approach to message selection is being employed?

What is the main reason for taking a realistic job preview approach to developing a job communication message?

Which of the following statements about defining job applicants is not true?

Research suggests that an ideal recruiter possesses _________________.

All of the following are the most promising job opportunities in Canada today except:

The recruitment approach in which an organization identifies those segments of the labour market where qualified candidates are likely to be is called ___________.

Employer strategies for addressing the shortage of high-technology employees include ____________.

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

Job growth,job opportunities,turnover rates are part of __________

To achieve the best combination among the three factors of cost,ability to provide an extensive message,and ability to control who receives the message,an organization would most likely deliver its message by means of _______________.

The most critical aspect of an advertisement for enhancing applicant self-screening is _____________.

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?

Which of the following recruitment messages is appropriate?

Examples of trigger words are ______________.

In designing the communication message to be used in external recruiting,what kinds of information should be included?

List ten sources of applicants that organizations turn to when recruiting.For each source,identify needs specific to the source,as well as pros and cons of using the source for recruitment.

Which of the following actions on the part of a recruitment specialist is likely to reduce the effectiveness of the recruitment effort?

Research suggests that the most effective recruitment sources include ___________.

Employment shortages,surpluses,employment arrangements demographic trends are part of _________