Question 1

Suzy spends time each morning identifying qualified individuals to recruit for her department.This is an example of __________.

Accepted Answer

Sourcing is the process of identifying potential job candidates through various channels, such as job boards, social media platforms, and employee referrals.

Question 2

Brands are often represented by symbols such as logos,slogans,and designs.

Accepted Answer

Brands commonly use logos, slogans, and designs as visual or verbal cues to represent their identity and communicate with consumers.

Question 3

Someone who is not actively looking for a new job but could be tempted by the right opportunity is known as a(n) __________.

Accepted Answer

A passive job seeker is someone who is not actively looking for a new job but could be tempted by the right opportunity. They may have a job currently, but are open to exploring other options if they are presented to them. The other choices are not applicable to this description.

Question 4

__________ are often of high quality but are difficult to attract through conventional recruiting methods.

Accepted Answer

Passive job seekers are those who are not actively seeking employment but could be convinced to consider a job opportunity if it aligns with their career goals and interests. They often have high quality skills and experience but are not visible in the job market. Therefore, conventional recruiting methods may not reach them, and recruiters need to use alternative strategies to attract them.

Question 5

Many firms,particularly those with a philosophy of promoting from within,first try to fill positions using __________ sources.

Accepted Answer

Internal recruiting is the practice of promoting or hiring employees from within the organization. This is typically the first source that is utilized when a position needs to be filled, especially in companies that prioritize promoting from within. Internal recruiting is cost-effective and can also boost employee morale, as employees see the organization’s investment in their career growth.

Question 6

__________ systems are used to communicate information about internal job openings to employees.

Accepted Answer

Internal job posting systems are specifically designed to communicate information about available job openings to the organization’s existing employees. This is important as it allows employees to progress in their careers and provides the organization with the opportunity to benefit from the skill sets and experience of its current staff.

Question 7

Relying exclusively on __________ to fill higher level positions can limit new insights available to the organization.

Accepted Answer

Relying exclusively on internal sourcing means promoting or hiring from within the organization, which can limit the introduction of new perspectives and ideas that external candidates might bring.

Question 8

Sam is sending out resumes and talking to everyone he meets about his job hunting techniques.This is an example of a(n)__________.

Accepted Answer

Sam is actively searching for a job by sending out resumes and networking with people. This makes him an active job seeker.

Question 9

If a manufacturing company learns that its best employees tend to like NASCAR,and so the company sponsors a recruiting tent at NASCAR events,then this would be an example of __________.

Accepted Answer

This would be an example of creative sourcing, as the company is using a non-traditional method to recruit employees based on their interests.

Question 10

Because recruiters often rely on referrals,recruiters who are more ethical will also be more trusted and will receive more leads.

Accepted Answer

Ethical recruiters are more likely to build trust with their clients and candidates, which leads to more referrals and leads. This can be beneficial for their business and reputation.

Question 11

Locating talent currently working for the company that would be a good fit with another position is called __________.

Accepted Answer

Internal recruiting refers to the process of identifying and hiring employees who are already working within the organization for a different position. This helps in retaining the employees by providing them with new growth opportunities within the company.

Question 12

Because most applicants have a limited amount of information early in the job search process,their decisions to apply or not apply for different opportunities are largely based on general impressions of organizational attractiveness.

Accepted Answer

This statement is true. Applicants typically have limited information about organizations when they first begin their job search, so they must rely on general impressions and perceptions to decide which companies they want to apply to.

Question 13

Which type of recruiting source targets people outside the organization?

Accepted Answer

External recruiting targets people outside the organization, while internal recruiting focuses on filling positions from within the company. Outsource recruiting involves hiring a third-party agency to handle the hiring process, and organizational recruiting is not a commonly used term in recruitment.

Question 14

Poaching talent from competitors and misleading recruits about the nature of the job or about their chances of getting a job offer are common ethical issues.

Accepted Answer

Poaching talent from competitors can be seen as unethical because it is perceived as unfair competition. Misleading recruits about the job or chances of getting an offer is also unethical as it can lead to disappointment, wasted time, and resources.

Question 15

Activities that affect either the number or type of people willing to apply for and accept job offers is referred to as __________.

Accepted Answer

The term "recruiting" refers to the activities that an organization undertakes to attract and hire new employees. This includes things like job postings, candidate screening, interviewing, and making job offers. Sourcing typically refers to the process of identifying and attracting potential candidates for a job, but does not necessarily include the full range of recruiting activities. Resourcing can refer to a broader set of activities related to managing an organization's workforce, including things like workforce planning, talent management, and employee development. Referring may be a part of recruiting or sourcing, but typically refers to the practice of encouraging current employees to refer qualified candidates for open positions.

Question 16

Someone at least somewhat interested in finding a new job,but who inconsistently looks for one,is known as a(n) __________.

Accepted Answer

The definition provided matches with the concept of a semi-passive job seeker, someone who is interested in finding a new job but does not consistently or actively search for one. The other options (A, C, D) do not correctly reflect this behavior.

Question 17

Sometimes a(n) __________ sourcing campaign is only useful for a few months or is copied by competitors and stops being a competitive advantage.

Accepted Answer

Creative sourcing campaigns can be highly effective in attracting attention and differentiating a company from its competitors. However, their novelty can wear off quickly or be imitated by competitors, diminishing their initial competitive advantage.

Question 18

Each quarter Lisa's company asks her to name three people in her department who would make good managers in the future.This is an example of __________.

Accepted Answer

This is an example of succession management, which involves identifying and developing potential future leaders or managers within a company to fill key positions when they become available.

Question 19

The manual or computerized record of employees' relevant characteristics,experiences,and competencies is called __________.

Accepted Answer

A record of employees' relevant characteristics, experiences, and competencies is called a talent inventory. Succession management refers to the process of identifying and developing internal staff to fill key positions, while internal management and internal inventory are not standard terms in HR.

Question 20

High-quality passive candidates are often more reluctant to pursue job opportunities with recruiters they do not trust.

Accepted Answer

High-quality passive candidates, who are not actively searching for jobs, are more selective and cautious about the recruiters they work with. They are more inclined to engage with recruiters they trust and perceive as credible, which can increase the likelihood that they will consider a job opportunity presented to them. Conversely, candidates are less likely to respond to recruiters they perceive as untrustworthy or less reputable.

Quiz 5: Sourcing and Recruiting