Question 1

During an interview, a manager should be careful not to ask the applicant about his or her family or other non-job-related questions.

Accepted Answer

Asking about family or other personal matters can be considered discriminatory and irrelevant to the job at hand. It's important to stick to questions that are directly related to the qualifications and abilities needed for the position.

Question 2

Automated software already exists that will review information provided by an applicant and e-mail a report to a manager with a recommendation as to whether the applicant should be interviewed.

Accepted Answer

Automated software that can review applicant information and provide a recommendation to a manager does exist.

Question 3

Rob is the human resource manager for a medium-sized corporation. He understands the value of hiring from within to fill positions whenever possible. This means that Rob relies extensively on promotions, transfers, and recommendations from current employees to find qualified employees.

Accepted Answer

The statement clearly states that Rob values hiring from within and relies on internal sources to fill positions, so the answer is True.

Question 4

Trial periods are an effective method of reducing the firm's turnover costs.

Accepted Answer

The answer of Trial periods are an effective method of...

Question 5

As the HR manager at a small business, John handles most of his firm's recruiting efforts. Because John recruits for a small business he has a distinct advantage over larger competitor firms when it comes to finding the right people to fill his firm's needs.

Accepted Answer

Small businesses often face challenges in recruiting due to limited resources and brand recognition compared to larger firms, which can offer more competitive salaries and benefits.

Question 6

Staff members from the human resource department seldom take part in initial screening interviews, but often participate in the follow-up interviews of top job candidates.

Accepted Answer

Human resource department staff members frequently take part in initial screening interviews to assess candidates' qualifications and fit for the position, and they may also be involved in follow-up interviews.

Question 7

Services now exist that allow firms to perform quick background checks of potential employees.

Accepted Answer

Services such as background check companies and online databases now offer firms the ability to quickly check potential employees' criminal records, education and employment history, credit score, and driving records, among other things.

Question 8

Temporary help services, job fairs and the Internet are external sources for recruitment.

Accepted Answer

Temporary help services, job fairs and the Internet are all examples of external sources for recruitment as they involve reaching out to people who may not already be familiar with the organization and its job openings.

Question 9

Charlie plans to hire three outside sales professionals for his small nonprofit organization that operates out of a suburb of Chicago. The new recruits know that after a three-month period, only one will remain. He is using a method of recruitment called part-time, temporary employment.

Accepted Answer

The recruitment method described is not part-time temporary employment, but rather a competitive hiring process with a probationary period.

Question 10

The What's Hoppin' Co. is about to diversify into an entirely new market. This move will create the need for several new positions in the production and marketing departments. However, the production technologies and the marketing environment in this new market are very different than in What's Hoppin's traditional market. The company is likely to rely on external sources to fill many of the positions created by its diversification.

Accepted Answer

The passage suggests that the new market requires different production technologies and marketing strategies than What's Hoppin's traditional market, which implies that the company may need to seek external sources to fill the new positions created by the diversification. Therefore, the statement is true.

Question 11

Job applications can ask about educational background and past job experience.

Accepted Answer

Job applications commonly ask about educational background and past job experience to assess a candidate's qualifications for the position.

Question 12

The cost of recruiting, processing, and training a new entry-level employee is significant, and sometimes exceeds the annual salary earned by the employee.

Accepted Answer

It is true that the cost of recruiting, processing, and training a new entry-level employee can sometimes exceed their annual salary. This is why it is important for companies to invest in employee retention strategies.

Question 13

It is not uncommon for companies today to test their employees and job applicants for drug use.

Accepted Answer

Many companies today have drug-free workplace policies and may require drug testing as part of their employment process.

Question 14

Selection is the process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization.

Accepted Answer

Selection is the process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization.

Question 15

Advertisements in trade journals, private and public employment agencies, college placement offices, and trade associations are internal sources for recruitment.

Accepted Answer

These are examples of external sources for recruitment, as they involve reaching out beyond the organization's current workforce to attract candidates.

Question 16

Because current legal guidelines limit the types of questions that can be asked, completed job application forms contain very little useful information about job candidates.

Accepted Answer

Job application forms are designed to collect a variety of useful information about candidates, including their education, work experience, skills, and references, while adhering to legal guidelines.

Question 17

The amount most businesses spend on selecting and training workers is relatively low.

Accepted Answer

Research suggests that many businesses invest heavily in selecting and training workers, recognizing the importance of building a skilled and reliable workforce.

Question 18

According to the Spotlight on Small Business box, small businesses have an advantage over large businesses when it comes to recruiting good talent for two reasons: they can afford to pay better; and they already have great employees who recruit for them.

Accepted Answer

The Spotlight on Small Business box actually states "small businesses typically have a harder time than larger companies in recruiting a strong team due to their limited resources and lack of brand recognition."

Question 19

Employment tests should focus on general job skills rather than skills that are related directly to the job.

Accepted Answer

Employment tests should focus on skills that are directly related to the job. This ensures that applicants have the necessary knowledge and abilities to perform the duties required for the specific position. Testing for general job skills may not accurately predict an applicant's potential success in the role.

Question 20

Most firms today are checking the backgrounds of job applicants more carefully than they did in the past.

Accepted Answer

This is generally true as firms have become more concerned about potential liability issues and want to ensure they hire qualified and trustworthy employees. Additionally, technology has made background checks easier and more accessible for employers.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees

During an interview, a manager should be careful not to ask the applicant about his or her family or other non-job-related questions.

Automated software already exists that will review information provided by an applicant and e-mail a report to a manager with a recommendation as to whether the applicant should be interviewed.

Rob is the human resource manager for a medium-sized corporation. He understands the value of hiring from within to fill positions whenever possible. This means that Rob relies extensively on promotions, transfers, and recommendations from current employees to find qualified employees.

Trial periods are an effective method of reducing the firm's turnover costs.

As the HR manager at a small business, John handles most of his firm's recruiting efforts. Because John recruits for a small business he has a distinct advantage over larger competitor firms when it comes to finding the right people to fill his firm's needs.

Staff members from the human resource department seldom take part in initial screening interviews, but often participate in the follow-up interviews of top job candidates.

Services now exist that allow firms to perform quick background checks of potential employees.

Temporary help services, job fairs and the Internet are external sources for recruitment.

Charlie plans to hire three outside sales professionals for his small nonprofit organization that operates out of a suburb of Chicago. The new recruits know that after a three-month period, only one will remain. He is using a method of recruitment called part-time, temporary employment.

Job applications can ask about educational background and past job experience.

The cost of recruiting, processing, and training a new entry-level employee is significant, and sometimes exceeds the annual salary earned by the employee.

It is not uncommon for companies today to test their employees and job applicants for drug use.

Selection is the process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization.

Advertisements in trade journals, private and public employment agencies, college placement offices, and trade associations are internal sources for recruitment.

Because current legal guidelines limit the types of questions that can be asked, completed job application forms contain very little useful information about job candidates.

The amount most businesses spend on selecting and training workers is relatively low.

According to the Spotlight on Small Business box, small businesses have an advantage over large businesses when it comes to recruiting good talent for two reasons: they can afford to pay better; and they already have great employees who recruit for them.

Employment tests should focus on general job skills rather than skills that are related directly to the job.

Most firms today are checking the backgrounds of job applicants more carefully than they did in the past.