Question 1

What are early-retirement programs? What is a phased-retirement program and what are its benefits?

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The answer of What are early-retirement programs? What is a...

Question 2

Outline two personnel policies that are especially relevant to recruitment.

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Question 3

Outsourcing poses many challenges.Provide suggestions for employers to overcome these challenges.

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The answer of Outsourcing poses many challenges.Provide suggestions for employers...

Question 4

In terms of external sources of recruitment,who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?

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The answer of In terms of external sources of recruitment,who...

Question 5

What is the primary reason organizations downsize? How do they meet this objective?

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The answer of What is the primary reason organizations downsize?...

Question 6

What are internal sources of recruitment? What are the advantages and disadvantages of using this source?

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Question 7

An applicant who applies for a vacancy without prompting from the organization is referred to as a(n):
A) direct applicant.
B) natural applicant.
C) internal applicant.
D) neutral applicant.
E) referred applicant.

Accepted Answer

Realistic job previews provide background information about jobs' positive and negative qualities.

Question 8

What is the second step in human resource planning? Explain the significance of this step.

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Question 9

What are the challenges associated with temporary workers and contract workers?

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Question 10

What is forecasting? Describe one method each for forecasting labor demand and supply.
The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses is referred to as forecasting.An organization might use trend analysis to predict labor demand,constructing and applying statistical models that predict labor demand for the next year,given relatively objective statistics from the previous year.These statistics are called leading indicators -objective measures that accurately predict future labor demand.Analyzing transitional matrix is a statistical procedure that can be used for analyzing labor supply.This is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.It answers two questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?"

Accepted Answer

The answer of What is forecasting? Describe one method each...

Question 11

Realistic job previews:
A) are proven to "inoculate" employees against the negative features of a job.
B) have a weak and inconsistent effect on turnover.
C) exaggerate the positive qualities of vacancies and downplay their negative qualities.
D) lead to unmet job expectations and high employee turnover.
E) are the most effective at helping organizations minimize turnover among new employees.

Accepted Answer

Realistic job previews provide candidates with a balanced view of the job, including both positive and negative aspects. While they can help set accurate expectations, their effect on turnover is generally weak and inconsistent.

Question 12

_____ are people who apply for a vacancy because someone in the organization prompted them to do so.
A) Direct applicants
B) Natural applicants
C) Neutral applicants
D) Referrals
E) Internal applicants

Accepted Answer

Referrals are people who apply for a vacancy because someone in the organization prompted them to do so. They are often recommended by current employees who think they would be a good fit for the position.

Question 13

In the context of evaluating the quality of a recruitment source,yield ratios express the:
A) output yielded by a new hire in relation to the cost of recruiting the new hire.
B) the dollar costs incurred per hire.
C) percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
D) quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.
E) the percentage of applicants who complete one year in the organization after recruitment.

Accepted Answer

Yield ratios express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. They help evaluate the effectiveness of a recruitment source in attracting and screening potential candidates. Yield ratios are used to identify any bottlenecks in the recruitment process and improve the overall efficiency of the process. The other options listed are not related to yield ratios.

Question 14

Executive search firms:
A) find new jobs almost exclusively for high-level, unemployed executives.
B) help organizations in on-campus recruiting.
C) help only entry-level and inexperienced employees to find jobs.
D) are agencies administered by the federal government or governmental organizations.
E) serve as a buffer, providing confidentiality between the employer and the recruit.

Accepted Answer

Executive search firms serve as a buffer between the employer and the recruit, providing confidentiality during the recruitment process. They typically work to recruit high-level executives for organizations, often those who are currently employed and not actively seeking new positions. They do not exclusively help entry-level or inexperienced employees, nor are they administered by the federal government or governmental organizations.

Question 15

To compute _____,find the cost of using a particular recruitment source for a particular type of vacancy.Then divide that cost by the number of people hired to fill that type of vacancy.
A) cost per hire
B) yield ratio
C) return on investment
D) total cost of hiring
E) hiring conversion rate

Accepted Answer

Cost per hire is the most appropriate choice as it involves calculating the cost of using a specific recruitment source for a specific type of vacancy and then dividing it by the number of people hired. This provides insight into the effectiveness and efficiency of the recruitment source, allowing for informed decision-making in future hiring processes. Yield ratio is a measure of the number of qualified candidates who progress to the next stage of the recruitment process and is unrelated to the cost of the recruitment source. Return on investment (ROI) is a measure of the financial return generated by an investment, and while hiring is an investment, it is not necessarily focused on financial returns. Total cost of hiring and hiring conversion rate are not accurate measures for the given scenario.

Question 16

The most important source of recruits for entry-level professional and managerial vacancies is:
A) on-campus interviewing.
B) public employment agencies.
C) advertisements in newspapers and magazines.
D) private employment agencies.
E) employee referrals.

Accepted Answer

On-campus interviewing is a crucial method for organizations to recruit new graduates for entry-level professional and managerial positions, as it allows employers direct access to a large pool of potential candidates who are actively seeking their first professional roles.

Question 17

Which of the following statements is true regarding referrals?
A) Referrals fall under the category of internal source of recruitment.
B) The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C) The use of referrals tends to promote nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.

Accepted Answer

The answer of Which of the following statements is true...

Question 18

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application.This process is termed:
A) nepotism.
B) employee referral.
C) self-selection.
D) internal recruitment.
E) employment at will.

Accepted Answer

The process described in the statement is self-selection, where the applicant has researched and determined that there is a good fit between themselves and the vacant position before submitting an application. Nepotism involves favoring relatives or friends in the hiring process, employee referral involves being referred to a job by someone within the organization, internal recruitment involves the hiring of current employees for new positions within the organization, and employment at will is a legal principle allowing employers to terminate employees for any reason at any time.

Question 19

_____ is the practice of hiring relatives.
A) Localism
B) Nepotism
C) Structuralism
D) Voluntarism
E) Abstractionism

Accepted Answer

Nepotism is the practice of favoritism towards relatives in hiring or promoting them, regardless of their qualifications or abilities. It is often considered unethical and can result in a lack of diversity and potential conflicts of interest in the workplace.

Question 20

Sharon wants to apply for a job vacancy.She calls the recruiter who had advertised this vacancy to know more about the job.The recruiter gives some background information to Sharon about the positive and negative qualities of the job.Which of the following terms refers to the job information given by the recruiter?
A) Vacancy Analysis
B) Substantive Job Criticism
C) Pragmatic job survey
D) Realistic Job Preview
E) Role Examination

Accepted Answer

The job information given by the recruiter is a type of Realistic Job Preview (RJP) that provides both positive and negative aspects of the job to the potential candidate. RJPs help the candidate to make an informed decision about whether to apply for the job or not.

Quiz 5: Planning for and Recruiting Human Resources

What are early-retirement programs? What is a phased-retirement program and what are its benefits?

Outline two personnel policies that are especially relevant to recruitment.

Outsourcing poses many challenges.Provide suggestions for employers to overcome these challenges.

In terms of external sources of recruitment,who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?

What is the primary reason organizations downsize? How do they meet this objective?

What are internal sources of recruitment? What are the advantages and disadvantages of using this source?

An applicant who applies for a vacancy without prompting from the organization is referred to as a(n) :

What is the second step in human resource planning? Explain the significance of this step.

What are the challenges associated with temporary workers and contract workers?

Realistic job previews:

_____ are people who apply for a vacancy because someone in the organization prompted them to do so.

In the context of evaluating the quality of a recruitment source,yield ratios express the:

Executive search firms:

To compute _____,find the cost of using a particular recruitment source for a particular type of vacancy.Then divide that cost by the number of people hired to fill that type of vacancy.

The most important source of recruits for entry-level professional and managerial vacancies is:

Which of the following statements is true regarding referrals?

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application.This process is termed:

_____ is the practice of hiring relatives.