Question 1

What is a disadvantage of an internal job posting?

Accepted Answer

When there are multiple equally qualified internal candidates, it can be challenging to make a selection, potentially leading to dissatisfaction among employees.

Question 2

Job openings are identified through two main sources. One is through HR planning. What is the other source?

Accepted Answer

The other source for identifying job openings is a manager request. Sometimes, managers may identify the need for a new position based on their department's workload or growth. They usually communicate this need to HR, and then HR works on creating job descriptions, determining the job requirements, and building a pool of candidates.

Question 3

An HR manager must hire an engineer for a specialized position in the quality control group of a large airlines manufacturer. Which of the following would be most helpful as a supplement to an internal job posting to ensure that the right person was hired?

Accepted Answer

A skills inventory would be the most helpful supplement to an internal job posting for a specialized position in the quality control group. It would allow the HR manager to assess the skills and qualifications of potential candidates, ensuring that the right person is hired for the job. Replacement charts, biodata forms, online application forms, and succession plans would not provide the same level of insight into a candidate's skills and qualifications.

Question 4

Which of the following statements is most related to recruitment?

Accepted Answer

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

Question 5

Which of the following is true of employer branding?

Accepted Answer

Employer branding is the image of the organization as an employer and is relevant to both external stakeholders and current employees. It is important for external stakeholders (such as potential candidates, customers, and investors) to have a positive perception of the organization as an employer, as this can impact their decisions to engage with the organization. Additionally, a strong employer brand can help attract and retain talented employees, which can be a competitive advantage for the organization.

Question 6

What method would a company likely use to inform current employees about job opportunities?

Accepted Answer

Job postings are a common method for informing current employees about job opportunities within the company. This allows for internal candidates to apply and potentially advance their careers within the company. The other options listed are not typically used to inform current employees about job openings.

Question 7

Daniel completed an application form that did not request information about his age, gender, or race but focused on his background, experiences, and preferences such as willingness to travel. What type of application form did Daniel complete?

Accepted Answer

A biographical information blank is a type of application form that does not request information about age, gender, or race, but rather focuses on an applicant's background, experiences, and preferences. This type of form is designed to prevent discrimination and ensure that hiring decisions are based solely on an individual's qualifications and skills. The other options, such as historical career record, experience and skills timeline, work/life balance evaluation, and personality test, focus on different aspects of an individual's professional or personal history and are not as relevant to preventing discrimination in the hiring process.

Question 8

What is the second step in employer branding?

Accepted Answer

Developing the employee value proposition is the second step in employer branding, as it involves defining the unique benefits and opportunities the organization offers to its employees that set it apart from other employers.

Question 9

Constraints affecting the recruitment process arise from which of the following?

Accepted Answer

Organizational and compensation policies are constraints that affect the recruitment process.

Question 10

Why is there an increase in use of online application forms by employers?

Accepted Answer

The convenience and ubiquity of web browsers is the main reason for the increase in online application forms. They are readily accessible to a large number of people and can be completed quickly and easily. The other options are not the main reasons for this trend - HR staff may be declining, but that does not necessarily mean online tools are needed; there are no jurisdictions that make online applications a legal requirement; HR legislation may require fair hiring practices, but that does not specifically require online application forms; and while increasing the volume of applications may be a goal, it is not the main reason for the increase in online applications.

Question 11

What is the first step in employer branding?

Accepted Answer

Defining the target audience is the first step in employer branding. This involves identifying the ideal candidates that the company wants to attract and understanding their needs and preferences. This helps in creating a strong and targeted employer brand message that resonates with the target audience. Only after defining the target audience can the other steps such as developing the employee value proposition, HR planning, analyzing competitor brands, and building a pool of candidates be effectively executed.

Question 12

How are skills inventories used with respect to job postings?

Accepted Answer

Skills inventories are often used as a supplement to job postings to provide a more comprehensive view of an applicant's skills and qualifications. This can help employers better assess whether a candidate is a good fit for the job, and can also help applicants get a better sense of what skills and experience are required for the role. However, skills inventories are not typically used as a substitute for job postings, since job postings provide important information about the specific requirements and responsibilities of a job.

Question 13

Determining the job requirements involves

Accepted Answer

Reviewing the job description and job specification and updating them if necessary is the best way to determine job requirements as it involves a thorough understanding of the job duties and qualifications needed for a specific position. The other options listed may be useful in other aspects of human resources planning, but they are not directly related to determining job requirements.

Question 14

What often results when recruiting from outside the organization?

Accepted Answer

The answer of What often results when recruiting from outside...

Question 15

Which of the following arises as a constraint in the recruitment process since it influences the attractiveness of a job to potential applicants?

Accepted Answer

Compensation policies influence the attractiveness of a job to potential applicants. Candidates may be deterred from applying for a job if the compensation package is not competitive or does not meet their salary expectations. As a result, compensation policies can act as a constraint in the recruitment process.

Question 16

The biggest constraint on recruiting activity at this time is the

Accepted Answer

The emerging labour shortage is currently the biggest constraint on recruiting activity, as there are fewer potential candidates available for open positions. The other options may also pose challenges in recruiting, but they are not as significant as a labour shortage.

Question 17

Which of the following provides an efficient means of collecting verifiable historical data from candidates in a standardized format?

Accepted Answer

An online applicant tracking system that codes and logs data can efficiently collect and organize historical data from candidates in a standardized format. It can also help to eliminate bias in the selection process and provide a centralized location for all candidate information. Options A, B, C, and E do not necessarily provide standardized or verifiable historical data in a structured format.

Question 18

A logistics consulting company operating across Canada has had to launch an initiative to recruit engineers from abroad. Which constraints on the recruitment process most likely led to this?

Accepted Answer

The constraint on the recruitment process that most likely led to this initiative is a labor shortage. If there are not enough engineers available in the local labor market, the company may need to look overseas to find qualified candidates.

Question 19

Identifying job requirements and if they should be filled internally or externally is most closely associated with which of the following?

Accepted Answer

Identifying job requirements and determining if they should be filled internally or externally is part of HR planning. HR planning involves forecasting future staffing needs, identifying job requirements, and developing strategies to meet those requirements, including whether to hire from within the organization or seek external candidates. The other options listed are steps in the recruitment process, but do not specifically address the decision of whether to hire internally or externally.

Question 20

Which of the following do companies normally rely on when hiring externally for an executive-level position?

Accepted Answer

Companies normally rely on professional search firms when hiring externally for an executive-level position as they are specialized in finding and attracting qualified candidates for senior-level roles. Other options like online recruitment, employee referrals, employment agencies, and newspaper ads may be used for other positions but may not be as effective for executive-level roles.

Quiz 6: Recruitment