Question 1

Which of the following is the most common method organizations use for internal recruiting?

Accepted Answer

Job posting is the most common method of internal recruitment. It involves posting job vacancies on internal company websites, bulletin boards, and other communication channels accessible to current employees. This method is cost-effective and allows current employees to apply for job opportunities within the organization they are already familiar with.

Question 2

Which of the following is a disadvantage of internal recruiting?

Accepted Answer

Internal recruiting can sometimes lead to stagnation in an organization, as managers tend to promote individuals who are already familiar with the company and its culture, rather than taking a chance on external candidates who may bring new ideas and perspectives. This can lead to a lack of diversity and innovation within the organization.

Question 3

Which of the following would be considered an important organizational goal in recruiting efforts?

Accepted Answer

Optimizing the size of the pool of qualified applicants is an important goal in recruiting efforts because it increases the chances of finding the right candidate for the job. Attracting as many applicants as possible (A) may result in a large pool of unqualified candidates, making the selection process more difficult. Using customized job profiles for each applicant (B) and making the job opening sound as challenging as possible (E) may attract some candidates, but these are not necessarily important organizational goals in recruiting efforts. Explicitly differentiating among applicants (C) is important, but it is not a goal in itself, but rather a means to achieving the goal of finding the most qualified candidates.

Question 4

Which of the following would be considered an advantage of external recruitment?

Accepted Answer

External recruitment can bring new ideas and perspectives to the organization and can lead to innovative solutions. It can also enhance organizational vitality by bringing in new talent and keeping the organization competitive in the industry.

Question 5

Research indicates that unstructured interviews are the best predictors of subsequent job performance thanstructured interviews.

Accepted Answer

This statement is actually false. Research indicates that structured interviews, where all candidates are asked the same questions in the same order, are better predictors of subsequent job performance than unstructured interviews, which rely on a more free-flowing conversation between the interviewer and candidate. Structured interviews have been shown to reduce bias and increase reliability in the hiring process.

Question 6

Which of the following is NOT an advantage of internal recruiting?

Accepted Answer

Internal recruiting may not prevent the ripple effect in an organization, which is a term used to describe the movement of employees from one department or area to another, creating vacancies that need to be filled. While internal recruitment does create opportunities for advancement, it may also lead to vacancies that cannot be filled internally, resulting in the need to recruit externally. Therefore, there may still be some disruption caused by internal recruitment.

Question 7

The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.

Accepted Answer

This is a correct description of the projective technique, which is often used in psychological research and therapy to access individuals' unconscious thoughts and feelings. The abstract stimuli can include images, words, or incomplete sentences, and participants are encouraged to project their own meanings and interpretations onto them. This technique can be useful for gaining insight into individuals' personalities, motivations, and emotional states.

Question 8

Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization.Bob notices the description of an excellent job opportunity on the bulletin board of his organization and hence decides to apply for the position.What type of recruiting method was used?

Accepted Answer

The method used is job posting, as Bob found the job opportunity through a bulletin board within the organization.

Question 9

Headhunters are persons who are usually utilized for finding applicantsfor high-level management and executive positions.

Accepted Answer

This is an accurate definition of headhunters.

Question 10

All questions on an employment application must relate to an individual's ability to perform the job.

Accepted Answer

This is a requirement under the Equal Employment Opportunity Commission (EEOC) guidelines to avoid discrimination based on protected characteristics such as race, sex, religion, disability, etc. Questions that do not have a direct relation to job performance can be seen as biased or discriminatory.

Question 11

Education is the formal classroom training that an individual has received.

Accepted Answer

Education refers to the formal classroom or institutional training that an individual receives, which includes primary, secondary, tertiary, and vocational education.

Question 12

Word-of-mouth recruitinghas a reasonable chance of generating high-qualityapplicants whenemployees are satisfied with their organization.

Accepted Answer

This statement is true. When employees are satisfied with their organization, they are more likely to speak positively about it to their friends, family, and professional connections. This positive word-of-mouth can attract high-quality applicants who are interested in working for a company that has a good reputation among its employees.

Question 13

Public employment agenciesbecame a formal part of the recruiting process with the passageof the Social Security Act of 1935.

Accepted Answer

The Social Security Act of 1935 created the framework for public employment agencies to become a formal part of the recruiting process.

Question 14

Which of the following is a disadvantage of external recruitment?

Accepted Answer

External recruitment can decrease the motivation of existing employees who feel overlooked or undervalued when opportunities for advancement or new positions are filled from outside the organization.

Question 15

Job posting is an external recruiting mechanism.

Accepted Answer

The answer of Job posting is an external recruiting mechanism....

Question 16

Judd, a human resource manager, is asked to select a pool of qualified applicants from which his employer can choose the best suitable candidate.Judd is involved in which of the following activities?

Accepted Answer

Recruitment involves the process of identifying and attracting potential candidates for a job opening. As a human resource manager, Judd's role in selecting a pool of qualified applicants is part of the recruitment process.

Question 17

Which of the following is NOT a goal of the recruiting process?

Accepted Answer

The primary goal of the recruiting process is to attract qualified candidates rather than simply generating the largest possible pool of applicants. Quality over quantity ensures a more efficient and effective hiring process.

Question 18

Briana Foods Inc., a manufacturer and distributor of grocery products, uses online recruiting for sales personnel.On its Website, Briana says, "A sales representative is required to distribute, sell, and promote Briana products.He or she should be the primary link with retail customers and consumers, execute company promotions, meet inventory needs, and monitor the competition within their region.A representativespends most of the worktime communicating with the customer to create a win-win solution." Which of the following goals of recruiting is Briana trying to meet in the given scenario?

Accepted Answer

Briana Foods Inc. is providing an honest assessment of the job by clearly stating the duties and responsibilities of a sales representative. They are not exaggerating the job description or generating fine distinctions between applicants. The goal is to attract candidates who are qualified and interested in the job, while keeping the applicant pool at a reasonable size.

Question 19

Psychomotor ability tests measure mental skills.

Accepted Answer

Psychomotor ability tests measure physical or motor skills, not mental skills. These tests assess dexterity, coordination, reaction time, and other physical abilities.

Question 20

Many organizations prefer to use both internal and external recruiting strategies.

Accepted Answer

Many organizations prefer to use a combination of both internal and external recruiting strategies to attract the best candidates for job openings. Internal recruiting involves promoting or transferring existing employees to fill open positions, while external recruiting involves attracting outside candidates through job postings, career fairs, and other recruitment methods. Using both strategies can help organizations find the most qualified candidates while also creating opportunities for career growth and development for current employees.

Quiz 7: Recruiting, Selecting, Training, and Developing Employees