Question 1

Allowing job candidates to learn about potential negative aspects of a job before accepting a job offer may increase job commitment because the employee knowingly accepted the offer; this is known as __________.
A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Accepted Answer

Commitment to choice refers to the idea that when individuals make a decision with full awareness of the potential downsides, they are more likely to remain committed to that decision because they accepted it with full knowledge of the circumstances.

Question 2

__________ is a symbolic picture of all the information connected to a company or a product,including its image.
A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Accepted Answer

A brand is a symbolic picture of all the information connected to a company or a product, including its image. It represents the company's identity and helps to differentiate it from its competitors. Employer image and employer brand refer more specifically to a company's reputation as an employer, while organizational image can encompass a wider range of factors beyond branding.

Question 3

__________ is the general impression of an organization based on both feelings and facts.
A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Accepted Answer

Organizational image is the general impression of an organization based on both feelings and facts. "Employer image" and "employer brand" specifically refer to an organization's reputation as an employer, while "brand" refers to the overall image and perception of a company or product.

Question 4

One study found that job seekers from collectivist cultures placed greater importance on a __________ than did job seekers from more individualistic cultures.
A) employer image
B) brand
C) employer brand
D) organizational image

Accepted Answer

The answer of One study found that job seekers from...

Question 5

The number of new hires in key jobs whose jobs are terminated or who are asked to leave is known as __________.
A) training success
B) job performance
C) the failure rate
D) voluntary turnover

Accepted Answer

The number of new hires in key jobs whose jobs are terminated or who are asked to leave is known as the failure rate. A high failure rate could indicate a problem with the hiring process or training program.

Question 6

The most effective __________ job preview design for reducing turnover might be a post-hire design.
A) convincing
B) marginal
C) realistic
D) representative

Accepted Answer

Post-hire job previews are those that are provided to employees after they have been hired and have started working. These previews are more realistic and accurate as they provide actual information about the job and the work environment. In contrast, pre-hire job previews may not be as effective in reducing turnover as they may not accurately reflect the realities of the job, leading to false expectations and disappointment among new hires. Of the options provided, only C, realistic, is suitable for describing a post-hire job preview design.

Question 7

Exposure to a greater amount of positive organizational information enhances a company's __________ and increases the likelihood that undergraduates will pursue jobs with that company.
A) product image
B) brand
C) employer brand
D) organizational image

Accepted Answer

The answer of Exposure to a greater amount of positive...

Question 8

Organizations create their __________ and often try to link it with their business strategies.
A) brand
B) employer image
C) employer brand
D) organizational image

Accepted Answer

The answer of Organizations create their __________ and often try...

Question 9

Research suggests that __________ materials should be informative,address a range of job or organizational characteristics,and provide specific information about those characteristics.
A) recruiting
B) engagement
C) job analysis
D) job searching

Accepted Answer

Recruiting materials should be informative and provide specific information about the job or organizational characteristics to attract potential candidates. This can include details about the job responsibilities, qualifications, company culture, and benefits package. Job analysis and job searching are related to the hiring process but are not directly related to creating effective recruiting materials. Engagement is important for retaining employees, but is not the focus of recruiting materials.

Question 10

__________ is the summary of what an employer offers to employees.
A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Accepted Answer

An employer brand is a summary of what an employer offers to employees, including the organization's values, culture, benefits, and reputation as an employer. It represents the company's identity as an employer and is used to attract and retain top talent. A brand, employer image, and organizational image are related concepts but not exactly the same as an employer brand.

Question 11

A positive _________ enhances an organization's attractiveness to job seekers.
A) employer image
B) brand
C) employer brand
D) organizational image

Accepted Answer

The answer of A positive _________ enhances an organization's attractiveness...

Question 12

The recruiter gives all the pros and cons about the job to a potential job candidate.This is an example of a __________ job preview.
A) realistic
B) convincing
C) marginal
D) representative

Accepted Answer

A realistic job preview provides potential employees with an accurate depiction of the job, including both positive and negative aspects. The recruiter giving pros and cons is an example of a realistic job preview, which helps ensure that the candidate has a realistic understanding of the job before accepting an offer. Convincing and representative previews do not necessarily provide objective information about the job, and a marginal preview may not provide enough information to make an informed decision.

Question 13

Because __________ job previews are relatively inexpensive to develop and communicate,they may be useful for reducing turnover rates when departing employees say the jobs were not what they expected when they accepted the job offers.
A) convincing
B) marginal
C) realistic
D) representative

Accepted Answer

Realistic job previews provide an accurate picture of a job's duties, requirements, and work environment. Since they accurately depict the job, employees who receive a realistic job preview are less likely to leave because the job was different from what they expected. Realistic previews are cost-effective and can be used to reduce employee turnover rates.

Question 14

Crafting a(n) __________ can increase an organization's appeal to potential recruits.
A) brand
B) employer image
C) employer brand
D) organizational image

Accepted Answer

The answer of Crafting a(n) __________ can increase an organization's...

Question 15

__________ is an organization's reputation as an employer.
A) Employer image
B) Brand
C) Employer brand
D) Organizational image

Accepted Answer

The answer of __________ is an organization's reputation as an...

Question 16

One goal of a __________ job preview is not to deter candidates by focusing on factors that might be perceived negatively but to provide accurate information about the job and organization.
A) convincing
B) marginal
C) realistic
D) representative

Accepted Answer

A realistic job preview provides accurate and honest information about the job and organization, including both positive and negative aspects. The goal is not to convince candidates to apply or to present only the best aspects of the job, but rather to provide a clear and realistic understanding of the role and the organization. Marginal and convincing job previews may focus too much on either the negatives or positives, respectively, and a representative job preview may not accurately capture the realities of the job.

Question 17

A function of the realistic job preview that serves to provide a more balanced picture of the job and organization and allows applicants to drop out if the opportunity is not a good match for them is referred to as __________.
A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Accepted Answer

The function described in the question is self-selection, which allows applicants to make an informed decision about whether or not to apply for the job. Option B (vaccination) is not applicable in this context, option C (commitment to choice) and option D (commitment to evaluation) do not accurately describe the function in question.

Question 18

The number of employees who voluntarily quit within their first year is referred to as ________.
A) training success
B) job performance
C) the failure rate
D) voluntary turnover

Accepted Answer

Voluntary turnover refers to employees leaving a company of their own accord. When this occurs within their first year, it is referred to as early turnover or first-year turnover. This is an important metric for HR to track and address because it can indicate problems with recruiting, onboarding, or company culture.

Question 19

A function of the realistic job preview that serves to provide expectations and allow development of coping mechanisms to prepare the employee to deal with unpleasant features of the job is called __________.
A) self-selection
B) vaccination
C) commitment to choice
D) commitment to evaluation

Accepted Answer

The function described in the question is that of a "vaccination" provided by the realistic job preview. This means that the employee is exposed to the unpleasant features of the job beforehand, allowing them to develop coping mechanisms and be mentally prepared for the challenges they will face. Self-selection, commitment to choice, and commitment to evaluation are not related to this specific function of the realistic job preview.

Question 20

One goal of a __________ job preview is to present realistic,balanced information that allows candidates to assess their fit with the position.
A) convincing
B) marginal
C) realistic
D) representative

Accepted Answer

The question is asking for a job preview that presents realistic and balanced information to help candidates assess their fit with the position. Choice C, realistic, is the most appropriate answer as it directly addresses this goal. Choices A and D both have elements of the goal, but are not as specific or comprehensive as choice C. Choice B, marginal, is not relevant to the question as it does not describe a job preview that provides useful information for candidates.

Quiz 5: Sourcing and Recruiting

Allowing job candidates to learn about potential negative aspects of a job before accepting a job offer may increase job commitment because the employee knowingly accepted the offer; this is known as __________.

__________ is a symbolic picture of all the information connected to a company or a product,including its image.

__________ is the general impression of an organization based on both feelings and facts.

One study found that job seekers from collectivist cultures placed greater importance on a __________ than did job seekers from more individualistic cultures.

The number of new hires in key jobs whose jobs are terminated or who are asked to leave is known as __________.

The most effective __________ job preview design for reducing turnover might be a post-hire design.

Exposure to a greater amount of positive organizational information enhances a company's __________ and increases the likelihood that undergraduates will pursue jobs with that company.

Organizations create their __________ and often try to link it with their business strategies.

Research suggests that __________ materials should be informative,address a range of job or organizational characteristics,and provide specific information about those characteristics.

__________ is the summary of what an employer offers to employees.

A positive _________ enhances an organization's attractiveness to job seekers.

The recruiter gives all the pros and cons about the job to a potential job candidate.This is an example of a __________ job preview.

Because __________ job previews are relatively inexpensive to develop and communicate,they may be useful for reducing turnover rates when departing employees say the jobs were not what they expected when they accepted the job offers.

Crafting a(n) __________ can increase an organization's appeal to potential recruits.

__________ is an organization's reputation as an employer.

One goal of a __________ job preview is not to deter candidates by focusing on factors that might be perceived negatively but to provide accurate information about the job and organization.

A function of the realistic job preview that serves to provide a more balanced picture of the job and organization and allows applicants to drop out if the opportunity is not a good match for them is referred to as __________.

The number of employees who voluntarily quit within their first year is referred to as ________.

A function of the realistic job preview that serves to provide expectations and allow development of coping mechanisms to prepare the employee to deal with unpleasant features of the job is called __________.

One goal of a __________ job preview is to present realistic,balanced information that allows candidates to assess their fit with the position.