Question 1

Cost of advertising is not a constraint in an organization's effort to recruit from outside.

Accepted Answer

Cost of advertising can be a constraint for some organizations while recruiting from outside. Small businesses or start-ups may have limited budgets for advertising, which can limit their ability to recruit from outside. Therefore, cost can be a constraint in an organization's effort to recruit from outside.

Question 2

Typically,an employer at any given time will find it necessary to utilize several recruitment sources.

Accepted Answer

It is common for employers to utilize multiple recruitment sources in order to reach a wider pool of candidates and increase the chances of finding the best match for the job. These sources may include job boards, social media, employee referrals, recruiting agencies, and more.

Question 3

Many employers receive unsolicited applications and résumés from individuals who many not be good prospects for employment.

Accepted Answer

Many employers receive unsolicited applications and résumés from individuals who do not fit their job requirements or have the necessary qualifications, making them not good prospects for employment.

Question 4

Well-written advertisements highlight the major assets of the position while showing the responsiveness of the organization to the job and career needs of the applicant.

Accepted Answer

Well-written advertisements should indeed focus on the major advantages of the position and demonstrate how the organization will support the applicant's career growth and development. This can attract more qualified candidates to apply and improve the overall recruitment process.

Question 5

For technical and managerial positions,colleges and universities are generally the primary source of recruitment.

Accepted Answer

Colleges and universities often have career services departments that connect students and recent graduates with potential employers for technical and managerial positions. Therefore, they are a primary source of recruitment for these types of positions.

Question 6

Private employment agencies usually focus on clerical,technical,and junior-middle management positions.

Accepted Answer

Private employment agencies typically specialize in recruiting for clerical, technical, and junior-middle management positions, although some may also offer services for executive level positions or specialized industries.

Question 7

Labour market refers to the area from which applicants are to be recruited.

Accepted Answer

Labour market refers to the pool of available job seekers from which employers can recruit potential employees for their respective organizations.

Question 8

The fee that executive search firms charge ranges from 10% to 30% of the annual salary for the position to be filled.

Accepted Answer

The answer of The fee that executive search firms charge...

Question 9

It is better to avoid using employee referrals as a source of applicants,since the quality of employee-referred applicants is normally below standard.

Accepted Answer

This statement is not entirely accurate as employee referrals can often lead to high-quality applicants who are a good fit for the company culture. However, relying solely on employee referrals can lead to a lack of diversity in the applicant pool and may overlook qualified candidates who do not have personal connections within the company. It is important to consider a variety of recruitment sources to attract a wide range of talented candidates.

Question 10

Private employment agencies have to charge an employer a 10% to 15% placement fee.

Accepted Answer

Private employment agencies' fees can vary widely and are not strictly required to charge an employer a 10% to 15% placement fee; the actual percentage can be higher or lower depending on the agency, the industry, and the specifics of the service provided.

Question 11

Executive search firms seek out candidates with qualifications that match the requirements of the positions their client firm is seeking to fill.

Accepted Answer

This statement is true as it is the main purpose of executive search firms to find suitable candidates for their client firms based on specific job requirements.

Question 12

During periods of high unemployment,it may be necessary to advertise more heavily to attract job applicants.

Accepted Answer

During periods of high unemployment, there are typically more job seekers in the market, reducing the need for employers to advertise heavily to attract applicants.

Question 13

Educational institutions are typically a source of young applicants with formal training but relatively little full-time work experience.

Accepted Answer

Educational institutions usually provide formal education to students, but they may not necessarily have had full-time work experience before applying for a job.

Question 14

One advantage of external recruitment is that the individual may bring unique skills that the company needs now.

Accepted Answer

External recruitment allows companies to expand their pool of potential candidates beyond their current employees, which can bring in new skills and perspectives to the company. Therefore, the statement is true.

Question 15

A disadvantage to external recruitment is that the process does not identify many qualified candidates for the job.

Accepted Answer

External recruitment can widen the pool of potential candidates and attract a diverse range of experiences and perspectives. Therefore, it is more likely to increase the number of qualified candidates for the job.

Question 16

Although external recruitment is usually organized and coordinated by the HR department,the line manager frequently gives suggestions about the advertisement and where to recruit.

Accepted Answer

Although the HR department is responsible for organizing and coordinating external recruitment, the line manager often provides input and suggestions on where to advertise and recruit.

Question 17

It is a common belief that individuals who contact a prospective employer on their own initiative will be better employees than those recruited through college placement services or newspaper advertisements.

Accepted Answer

This belief is subjective and not universally true. The quality of an employee depends on their skills, work ethic, and fit with the company culture, not necessarily on the method through which they were recruited.

Question 18

The boundaries of a labour market will vary with the type of job to be filled and the amount of compensation to be paid for the job.

Accepted Answer

The boundaries of a labour market depend on various factors such as job type, job compensation, location, industry, skills required, etc. Hence, the statement is true.

Question 19

Since high calibre executives are in short supply,a significant number of large corporations in Canada use search firms to fill their top positions.

Accepted Answer

The statement says that large corporations in Canada use search firms to fill their top positions because high calibre executives are in short supply, indicating that there is a need for external assistance in finding suitable candidates.

Question 20

The extensive use of the Internet as a job search tactic makes it the most significant influence of technology on recruitment.

Accepted Answer

The statement is true. The internet has revolutionized the job search process and made it easier for job seekers to find job opportunities and for recruiters to find potential candidates. Therefore, it is the most significant influence of technology on recruitment.

Quiz 4: Human Resource Planning, recruitment, and Selection