Question 1

One of the indices used to measure the recruiting function is "quality of hires and costs" and that is based on the number of hires compared with the direct costs of recruiting (recruiter's salary,travel expenses,and job advertising costs).

Accepted Answer

The answer of One of the indices used to measure...

Question 2

Despite their perceived attractiveness as a source of potential applicants professional associations are never of much use to recruiters regardless of the job to be filled.

Accepted Answer

Professional associations can be a useful source of potential applicants for recruiters, as they can provide a pool of qualified individuals with relevant skills and experience. Membership in a professional association can also indicate a candidate's commitment to their profession and ongoing professional development, which may be attractive to recruiters. However, it is important to note that not all job openings may be a good fit for candidates from a particular association, and recruiters will still need to carefully assess each candidate's qualifications and fit for the specific role.

Question 3

Departing employees could be a source of job recruits if they could be persuaded to stay.

Accepted Answer

Departing employees who have had a positive experience with their employer may be open to being persuaded to stay or to consider returning to the company in the future. In this case, they could also potentially refer other candidates for job openings at the company.

Question 4

There are no circumstances under which a professional recruiter would look to a labour union as a source of potential applicants seeking jobs.

Accepted Answer

It is possible for a professional recruiter to seek potential applicants from a labour union, especially if the job opening requires specific skills or experience that are common among union members. However, this may not be a common practice and may depend on various factors such as the job market and the union's stance on job referrals.

Question 5

People who specialize in recruiting are called __________.

Accepted Answer

The answer of People who specialize in recruiting are called...

Question 6

In competitive recruitment environments,recruiters will often employ a single recruitment method and then track that method to see the number of applicants,the quality of applicants,and the number who eventually accept and perform the job well,and even retention rates.

Accepted Answer

The answer of In competitive recruitment environments,recruiters will often employ...

Question 7

After identifying an opening the recruiter should next review ___________________ information.

Accepted Answer

The answer of After identifying an opening the recruiter should...

Question 8

The costs of recruiting could outweigh the benefits.

Accepted Answer

While recruiting is necessary to fill vacant positions, the costs associated with the process (advertising, interviewing, screening, hiring, training) can be quite high and may not always result in finding the perfect candidate. In some cases, it could be more cost-effective to retain current employees or reassess the need for additional staff.

Question 9

Recruiting abroad can be much more time consuming with tasks such as acquiring employment visas.

Accepted Answer

This is true, as recruiting abroad involves additional legal and regulatory requirements, including obtaining employment visas and permits, which can be time-consuming and complex.

Question 10

Tracking over time how well certain recruitment sources have worked will help guide future recruitment efforts.

Accepted Answer

Tracking recruitment sources over time provides valuable data that can inform future recruitment strategies and improve overall recruitment success.

Question 11

The quality of an organization's human resources depends on the quality of _________.

Accepted Answer

The answer of The quality of an organization's human resources...

Question 12

The budget will determine the methods the recruiter can afford to use.For instance,television advertising may be too expensive to use for filling two positions in a small organization.

Accepted Answer

The statement is true, as the budget plays a crucial role in determining which recruitment methods can be used by a recruiter. Strategies that are too expensive may not be feasible for small organizations with limited resources.

Question 13

One of the better indices to measure the recruiting function is "offers-applicants ratio" and this compares the number of job offers extended with the total number of applicants received for each recruiting method.

Accepted Answer

The "offers-applicants ratio" is indeed a good index to measure the effectiveness of the recruiting function as it compares the number of job offers extended with the total number of applicants received for each recruiting method.

Question 14

Search firms often charge as much as 75% of a candidate's starting salary plus expenses for a successful hire.

Accepted Answer

Search firms typically charge between 20% to 35% of a candidate's starting salary, not as high as 75%.

Question 15

Studies have indicated that the age and title of a recruiter may be factors in creating a favourable impression in campus recruiting.

Accepted Answer

Studies have shown that younger and more junior recruiters tend to be perceived more positively by college students in campus recruiting compared to older and more senior recruiters. However, this may vary based on individual preferences and perceptions.

Question 16

Typically there is no method or reasoning to which recruitment method a recruiter will use at any given time.

Accepted Answer

There is often a method or reasoning behind the recruitment method chosen by a recruiter. Factors such as the position being filled, the company's hiring goals, and the job market can all influence the decision.

Question 17

One problem with campus recruiting is the difficulty of assessing applicants who usually possess little or no relevant experience.

Accepted Answer

Campus recruiting often involves hiring recent graduates or students who have yet to gain relevant work experience, which can make it challenging to assess their potential on the job.

Question 18

The process of finding and attracting capable individuals to apply for employment is called __________.

Accepted Answer

The answer of The process of finding and attracting capable...

Question 19

Human resource managers tend to prefer retainer search firms over contingency search firms.

Accepted Answer

Retainer search firms offer a more dedicated and comprehensive approach to executive searches, which is why many HR managers prefer them over contingency search firms. Retainer search firms typically have more resources and a deeper understanding of the client's needs, which allows them to find more qualified candidates for the job. They also tend to have a more personalized approach to the recruitment process and provide ongoing support throughout the search. Meanwhile, contingency search firms work on a commission basis and typically focus on filling positions quickly rather than finding the ideal candidate.

Question 20

It is not unusual for search firms to charge expenses plus 30% of the candidate's gross starting salary as their fees for a successful hire.

Accepted Answer

This is a common fee structure for search firms or recruiters. The expenses may vary but the 30% of gross starting salary is a standard commission charged by many firms for a successful placement.

Quiz 5: Recruitment