Question 1

What is the most likely outcome of hiring someone from outside the organization?

Accepted Answer

Hiring someone from outside the organization can bring in fresh perspectives, new ideas, and ways to improve the organization. This can lead to revitalization and help the organization to grow and stay competitive.

Answer: D
 Hiring someone from outside the organization might limit your labour market, as you might miss out on promoting from within, which can demotivate current employees. Additionally, there may be a learning curve and adjustment period when a new hire comes in, which can slow down productivity.

Therefore, the best choice would be A or D, depending on the specific situation and goals of the organization.

Question 2

What is an important advantage of external recruitment, especially for higher level jobs?

Accepted Answer

External recruitment allows an organization to gain access to new knowledge, skills, and perspectives from individuals who have worked in other organizations. This is particularly important for higher level jobs where specialized knowledge and experience are required. Inbreeding and maintaining a rich culture may be secondary considerations. Lowering compensation costs is not an advantage of external recruitment.

Question 3

What is the primary purpose of the organizational practice of promoting from within?

Accepted Answer

Promoting from within primarily serves to reward employees for their past performance and contributions, thereby motivating them and enhancing employee retention.

Question 4

Learning in Development (LID)is a high-tech firm that specializes in applications for hand-held devices. It is looking for a cheap, fast, and effective way of recruiting new candidates. Which strategy would best suit LID?

Accepted Answer

Internet recruiting is a cost-effective and efficient way of reaching a large number of potential candidates quickly. As a high-tech firm, LID is likely to attract tech-savvy individuals who are comfortable searching and applying for jobs online. Moreover, posting job vacancies on job boards, social media, and other online platforms can help LID increase its visibility to potential candidates. Executive search firms may be too expensive for a small company like LID, while labour unions are not relevant in this case. Walk-in job applicants may not provide a large enough pool of applicants, and may not necessarily have the skills and qualifications required for the job.

Question 5

What is correlated with the recruitment success of the organization?

Accepted Answer

The accuracy and completeness of advertisements play a crucial role in attracting suitable candidates for the job opening. It sets the right expectations for the applicants and ensures that only the relevant candidates apply for the position, increasing the chances of recruitment success. The other options mentioned can also impact recruitment success but are not necessarily correlated with it.

Question 6

According to a recent survey, which of the following recruitment sources was identified as the most effective?

Accepted Answer

Employee referrals were identified as the most effective recruitment source in a recent survey.

Question 7

Organization W has had an opening in a key managerial role for three weeks, which is viewed as a long time. In situations like this in the past, Organization W has had to resort to hiring external to the organization, which is less preferable to the company, in order to fill the position in question. What is Organization W likely suffering from?

Accepted Answer

The fact that Organization W has had to resort to external hiring in the past suggests that they do not have a strong pipeline of internal candidates to fill key managerial roles. This indicates a weak talent bench, which is likely the root cause of the delay in filling the current opening.

Question 8

Which recruitment method is most likely to result in discrimination against members of protected groups?

Accepted Answer

Employee referrals can be biased towards members of certain groups, as employees tend to refer people who are similar to themselves. This can lead to discrimination against members of protected groups who may not have access to these referral networks.

Question 9

Which of the following is the most important disadvantage of using employee referrals for recruitment?

Accepted Answer

Employee referrals have the potential to perpetuate existing biases and result in discrimination as individuals tend to refer people who are similar to themselves. This can lead to a lack of diversity in the talent pool and negatively impact the company's culture and performance. The other options listed do not represent the most important disadvantage of using employee referrals.

Question 10

What does the value of a computerized record system (SAP and PeopleSoft)for locating qualified internal job candidates largely depend on?

Accepted Answer

The value of a computerized record system like SAP and PeopleSoft depends largely on the extent to which data in the system is kept up-to-date. Without current and accurate data, the system will not be able to effectively locate qualified internal job candidates. While the other factors listed (employee experience, user-friendliness, and availability to line personnel) may also have an impact on the system's value, they are not as directly related to its ability to locate qualified candidates.

Question 11

According to a recent study, which factor is most important to executives in determining what company to work for?

Accepted Answer

The article states that "values and culture" was ranked as the top factor by 46% of executives surveyed, followed by "talented workforce to work with" at 28%, "job security" at 18%, and "prestige of title" at 8%. Therefore, option D is the best choice.

Question 12

What is key to the success of any employee referral program?

Accepted Answer

Measuring results is key to the success of any employee referral program. Without proper tracking and analysis of the program's effectiveness, it's difficult to determine whether it's actually benefiting the company or not. By measuring metrics such as the number of referrals received, hires made, and retention rates of referred employees, companies can assess the ROI of their referral program and make necessary adjustments to improve its success. While paying employees for good referrals and increasing visibility and scope of the program can be beneficial, they are not as essential to success as measuring results.

Question 13

If an executive search firm found a successful candidate for the role of a senior executive where the annual salary is $200,000 per year, what would be the most likely fee charged by the search firm?

Accepted Answer

The most likely fee charged by the search firm would be 30-40% of the annual salary, which is $60,000-$80,000.

Question 14

What is the most likely outcome of recruiting from within?

Accepted Answer

Recruiting from within can lead to a lack of fresh ideas and perspectives, which can inhibit creativity.

Question 15

Which external recruiting source normally provides applicants who stay with the organization the longest?

Accepted Answer

Employee referrals have been shown to provide employees who have a higher retention rate and stay with the organization longer. This is because referred candidates have a better understanding of the company culture and can be vouched for by the referring employee.

Question 16

Which of the following occurs in a tight labour market?

Accepted Answer

In a tight labour market, there are more job openings and fewer job seekers, which means that the demand for labour exceeds the labour supply. This situation usually leads to higher wages and better working conditions as employers compete to attract workers. Options A, B and C are all characteristics of a slack labour market where there are more job seekers than available job openings.

Question 17

Which of the following is a factor in determining the choice of outside sources from which to recruit applicants?

Accepted Answer

The answer of Which of the following is a factor...

Question 18

What is the term for a tool used to examine current performance data and future potential within an organization?

Accepted Answer

A 9-box grid is a tool used to evaluate both current performance and future potential of employees within an organization.

Question 19

For each vacant position, how many résumés do HR staff and managers typically review?

Accepted Answer

HR staff and managers typically review between 20 to 100 résumés for each vacant position, as this range reflects the common volume of applications received for job openings.

Question 20

Which of the following is true with respect to the use of the Internet for recruiting?

Accepted Answer

Various studies and surveys have shown that the use of the Internet for job searching and recruiting has significantly increased in recent years. In fact, it is currently the most commonly used search tactic by job seekers. While it may not be the only method of recruitment, it is popular with both recruiters and job seekers due to its convenience, wide reach, and ability to target specific job fields and demographics.

Quiz 5: Branding the Talent Pool: Recruitment and Careers