Lussier Test Bank 05 - chapter 5 test banks

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1. What is the main goal of the recruiting process? A. To hire the best candidate for the job B. To create a “reasonable pool” of candidates C. To hire someone to fill the position that needs t... o be filled D. To encourage people to apply for future positions with the company E. To find the maximum number of candidates so you can hire the best Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: MC 2. When recruiting, what is a good rule of thumb for the number of people recruiters should find for each opening? A. 25 or more B. 5 to 10 C. One D. 15 to 25 E. At least 3 Ans: D Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: The Recruiting Process Question Type: MC 3. The pool of candidates for an opening must be , otherwise the recruiting process does the company no good. A. pleasant B. likeable C. organized D. optimistic E. qualified Ans: E Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: The Recruiting Process Question Type: MC 4. A good rule of thumb is to find about job candidates for each open position in the organization. A. 7 to 10 B. 15 to 25 C. At least 50 D. At least 100 E. 200 Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: MC 5. applicants gives you a reasonable pool of applicants from whom you can choose one who will be a good fit for the job and the organization. A. 7 to 10 B. 15 to 25 C. 50 D. 100 E. 200 Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: MC 6. is the process of creating a reasonable pool of qualified candidates for a job opening. A. Recruiting B. Selecting C. Identifying D. Promoting E. Appraisal Ans: A Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: MC 7. A critical role for HR managers in the recruiting process is determining whether or not the job candidates are for the job which is open. A. eligible B. determined C. qualified D. certified E. appraised Ans: C Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: MC 8. Kyle advertised Acme Global’s need for carpenters in a local newspaper, hoping to create a reasonable pool of qualified candidates. Kyle’s actions represent . A. selection B. hiring C. recruiting D. appraising E. training Ans: C Learning Objective: 5-1 Cognitive Domain: Application Answer Location: The Recruiting Process Question Type: MC 9. External factors that influence recruiting usually fall into what two categories? A. The political environment and the social and legal environment B. The social and legal environment, and the labor market C. The labor market and the political environment D. Competitors and the labor market E. Supply and demand, and competitors Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 10. Especially when recruiting within the United States, the first and most important laws that recruiters must abide by are what? A. Union B. State C. Equal Employment Opportunity D. Noncompete agreements E. FERPA regulations Ans: C Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 11. There are a series of that affect HR managers’ ability to recruit individuals into the organization. A. personal pressures B. external forces C. tax credits D. data spreadsheets E. questions Ans: B Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 12. The national economy and the world economy affect the ability to new employees. A. recruit B. terminate C. socialize D. orient E. train Ans: A Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 13. Legal and regulatory changes had some effect on part-time and temporary workers instead of full-time employees. A. firing B. hiring C. paying D. reducing E. training Ans: B Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 14. The available labor market and the social/legal environment are forces that affect recruiting. A. internal B. external C. weak D. strong E. training Ans: B Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 15. Ahmad has identified the recruiting area for Acme Global’s new plant. There are many skilled laborers in the area who are looking for work. Ahmad believes that will make his job recruiting qualified applicants easier. Which external force acting on recruiting efforts is Ahmad examining? A. Competitors B. Supply and demand C. Cost per hire D. Social environment E. Governments Ans: B Learning Objective: 5-1 Cognitive Domain: Application Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 16. Kara has identified the recruiting area for Acme Global’s new plant. Acme will need many carpenters at its new facility, but there is another plant in the area hiring carpenters and offering them good wages. Kara believes that will make his job recruiting qualified applicants difficult. Which external force acting on recruiting efforts is Kara examining? A. Competitors B. Supply and demand C. Legal environment D. Time required to hire E. Governments Ans: A Learning Objective: 5-1 Cognitive Domain: Application Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 17. When recruiting in an identifiable geographic area, recruiters need to consider the in that area. A. political views of the area B. quality of the workforce C. unemployment rate D. government workforce E. population size of the area Ans: C Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 18. The availability of to fill vacant positions depends on the labor market. A. talent B. men C. women D. graduates E. None of the above Ans: A Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 19. The is the external pool of candidates from which we draw recruits for open positions. A. society B. labor market C. career fair D. social media site E. None of the above Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 20. If the unemployment rate is , it is to recruit applicants for open positions. A. high; harder B. high; easier C. low; harder D. low; easier E. None of the above Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 21. The in the area ties into the concept of supply and demand. A. unemployment rate B. graduation rate C. production rate D. longevity rate E. crime rate Ans: A Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 22. contend with us for the available talent in a particular field. A. Universities B. Allies C. Current employees D. Competitors E. Governments Ans: D Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 23. If there are not many competitors who need the same particular type of , the recruiting environment will be less difficult. A. analysis B. talent C. production D. work process E. products Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: MC 24. The affects the HR managers’ ability to recruit new people into organizations. A. gender demographic B. age demographic C. social media environment D. social environment E. government Ans: D Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: Social and Legal Environment Question Type: MC 25. Various limit the ways in which we can recruit people into our organization. A. laws B. people C. opportunities D. events E. departments Ans: A Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: Social and Legal Environment Question Type: MC 26. The must be well versed in the various laws, agreements, and regulations that limit an organization’s ability to recruit. A. union steward B. HR manager C. county commissioner D. retirement board E. CEO Ans: B Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: Social and Legal Environment Question Type: MC 27. Policies that must be set before beginning to recruit new employees include all of the following except: A. alternatives that will be used before or instead of recruiting. B. whether or not the company will attempt to recruit internally in all viable cases. C. whether or not the company will be willing to recruit older employees D. sources that will be utilized in the recruiting effort E. the geographic scope of the recruiting effort Ans: C Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: What Policies to Set Question Type: MC 28. Our organization’s should recruit externally. A. policies B. lawyers C. union D. alumni board E. wellness policy Ans: A Learning Objective: 5-3 Cognitive Domain: Knowledge will help determine when we should recruit internally and when we Answer Location: What Policies to Set Question Type: MC 29. Alternatives to recruiting new employees include all of the following except: A. using mandatory overtime B. bringing in temporary workers C. using family and friends of current employees D. retraining current employees to do different jobs E. outsourcing some work to other firms Ans: C Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Alternatives to Recruitment Question Type: MC 30. “When” to recruit is one of the A. first B. last C. easiest D. hardest E. only Ans: A Learning Objective: 5-2 Cognitive Domain: Comprehension considerations in the recruitment process. Answer Location: When to Recruit Question Type: MC 31. When identifying the effective labor market, you must determine if you can find the of candidates in that market. A. best and brightest B. right number and right type C. simplest and most eligible D. easiest and most useful E. None of the above Ans: B Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Reach of the Recruiting Effort Question Type: MC 32. Two common types of recruiting include promotions from within and employee referrals. A. external B. internal C. equitable D. social media E. None of the above Ans: B Learning Objective: 5-3 Cognitive Domain: Knowledge Answer Location: Internal Recruiting Question Type: MC 33. When an HR department fills jobs based on people they know or with current employees, is occurring. A. external recruiting B. internal recruiting C. open recruiting D. local recruiting E. active recruiting Ans: B Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: Internal Recruiting Question Type: MC 34. Which of the following is true of the use of internal recruitment sources? A. Research indicates that most organizational positions are filled internally B. Internal recruitment has a demoralizing effect on employees C. Internal recruiting may increase job satisfaction and organizational commitment D. Temporary employees are the most common source for internal recruitment E. Internal sources are most appropriate for specialized upper-level positions Ans: C Learning Objective: 5-3 Cognitive Domain: Knowledge Answer Location: Internal Recruiting Question Type: MC 35. For hard-to-recruit jobs, some firms pay a bonus to when the referred candidate is hired. A. new line manager B. the city C. the unemployment office D. the referring employee E. the employee Ans: D Learning Objective: 5-3 Cognitive Domain: Knowledge Answer Location: Internal Recruiting Question Type: MC 36. What is the biggest disadvantage of internal recruiting? A. The possibility of creating or perpetuating a strong resistance to change or the stifling of creativity and innovation B. The pool of applicants is significantly smaller C. An external candidate may have better qualifications for the job opening D. Internal employees may feel that they are entitled to the job whether or not they are qualified and capable E. An internal candidate may not have the same desire to perform as an external candidate Ans: A Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: Internal Recruiting Question Type: MC 37. Acme Global decided to start offering its employees a $1,000 bonus if they encourage a friend or family member to apply to the company. The employee does not get the bonus until the new hire has been working at Acme Global for one year. Acme Global’s new policy is properly referred to as . A. open recruitment B. targeted recruitment C. closed recruitment D. employee referrals E. None of the above Ans: D Learning Objective: 5-3 Cognitive Domain: Application Answer Location: Internal Recruiting Question Type: MC 38. State employment agencies: A. are expensive B. only provide referrals for people who don’t really want to work C. are a good source for employees, especially in bad economic times D. allow employers to try out unemployed workers for a short period of time E. generally only work with nonexempt workers Ans: C Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 39. What is the biggest advantage of external recruiting? A. Avoid creating or perpetuating resistance to change, allowing a foothold for innovative new ways of operating B. Increase organizational diversity C. The pool of applicants is significantly larger D. The possibility of finding individuals with more complex skill sets that are not available internally E. The company knows the recruit and the recruit knows the company Ans: A Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 40. What is a strength of local mass media as a recruiting source? A. Useful in short-term shortages B. Good for semiskilled or skilled line employees C. Targets specific recruits D. Self-selected recruits E. The company can target their recruiting much better than using other methods Ans: B Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 41. Which of the following is an advantage of internal recruiting? A. The pool of applicants is significantly smaller B. We can lower training costs for skilled positions by hiring someone with the requisite skills C. The pool of applicants is significantly larger D. We are more likely to find workers with specific technical skill sets E. The recruit will be able to learn more about the “big picture” of the company and become more valuable Ans: E Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: Internal Recruiting Question Type: MC 42. What is a disadvantage of external recruiting? A. An internal candidate may have better qualifications for the job opening B. The pool of applicants will vary based on the size of the labor market C. The pool of applicants is significantly smaller than in internal recruiting D. The candidate may look good on paper but have no organizational experience E. Success at one company doesn’t necessarily mean success at another company Ans: D Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 43. When the HR department engages individuals from outside of the firm in the labor market to apply for positions, recruiting is occurring. A. internal B. targeted C. active D. external E. open Ans: D Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 44. External recruiting includes all of the following except: A. referrals from current employees B. walk-ins C. educational institutions D. various forms of advertising media E. government employment agencies Ans: A Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 45. Colleges and universities are good places to recruit individuals with: A. lots of previous experience in their field B. low skill-levels C. good personal dress and grooming habits D. basic skill sets in a specialized field E. broad knowledge of all functional areas of business Ans: D Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: MC 46. Taylor is looking for workers with good basic skill sets. She does not need the applicants in her recruitment pool to have a lot of work experience. Her best external recruitment source would be . A. educational institutions B. specialized publications C. temporary agencies D. public agencies E. None of the above Ans: A Learning Objective: 5-3 Cognitive Domain: Application Answer Location: External Recruiting Question Type: MC 47. Colleen has a short-term labor shortage. She needs to hire some workers quickly and does not have time to screen them herself. Her best external recruitment source would be . A. walk-ins B. educational institutions C. temporary agencies D. the Internet E. None of the above Ans: C Learning Objective: 5-3 Cognitive Domain: Application Answer Location: External Recruiting Question Type: MC 48. Elyse needs to hire some semiskilled workers from the local area. She wants to keep the price of advertising low and not attract any applicants from out of state. Her best external recruitment source would be . A. specialized publications B. the Internet C. local mass media D. public agencies E. None of the above Ans: C Learning Objective: 5-3 Cognitive Domain: Application Answer Location: External Recruiting Question Type: MC 49. What is organizational image? A. The reputation of how difficult or easy an organization’s interview process is B. The same thing as the organizational culture C. The reputation of the company in the markets that the company gets its recruits from D. A part of the realistic job preview process E. The review and acceptance process of creating a vision and mission Ans: C Learning Objective: 5-4 Cognitive Domain: Knowledge Answer Location: Policy Constraints and Organizational Image Question Type: MC 50. Acme Corporation is hiring a translator. The job advertisement reads, in part, “In meetings, translate messages simultaneously into specified languages with a high degree of accuracy while dealing with difficult people who are frustrated by their lack of ability to communicate directly with others in the meeting.” This type of job advertisement would be considered a . A. high yield advertisement B. dispatch preview C. realistic job preview D. precise advertisement E. None of the above Ans: C Learning Objective: 5-4 Cognitive Domain: Application Answer Location: Job Characteristics and the Realistic Job Preview Question Type: MC 51. is a review of all of the tasks and requirements of the job, both good and bad. A. Realistic job preview (RJP)  B. Active listening C. Recruiting D. Yield ratio E. Labor market Ans: A Learning Objective: 5-4 Cognitive Domain: Knowledge Answer Location: Job Characteristics and the Realistic Job Preview Question Type: MC 52. Good, top-notch recruiters in a company need to have all of the following qualities except one. Which one? A. High employee engagement and job satisfaction B. Active listening skills including empathy C. Communication skills with both candidates and organizational managers D. Good personality-job fit E. Knowledge of executive-level pay structures Ans: E Learning Objective: 5-4 Cognitive Domain: Comprehension Answer Location: The Recruiter–Candidate Interaction Question Type: MC 53. Geneva is one of the best recruiters at Acme Global. What makes Geneva so successful is her ability to hear the words recruits are saying as well as understand the context of the conversations. Geneva is good at . A. realistic job previews B. active listening C. selection D. appraisal E. training Ans: B Learning Objective: 5-4 Cognitive Domain: Application Answer Location: The Recruiter-Candidate Interaction Question Type: MC 54. A job advertisement for a pizza delivery driver yielded 50 applications. Of those, 10 were disqualified because they did not have a driver’s license. The yield ratio on the advertisement was percent. A. 10 B. 20 C. 40 D. 80 E. 90 Ans: D Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Yield Ratio Question Type: MC 55. A job advertisement for a barista yielded 100 applications. Of those, 60 had the basic qualifications required for the job. The yield ratio on the advertisement was percent. A. 10 B. 20 C. 40 D. 60 E. 90 Ans: D Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Yield Ratio Question Type: MC 56. The HR department relies on the to determine how successful a recruiting advertisement was in finding qualified applicants. A. new hire performance ratio B. new hire satisfaction score C. cost per hire D. yield ratio E. recruitment success ratio Ans: D Learning Objective: 5-5 Cognitive Domain: Comprehension Answer Location: Yield Ratio Question Type: MC 57. In hiring his new assistant, Ryan calculates the by comparing how many applications he received to how many of the applicants were qualified. A. yield ratio B. cost per hire C. time required to hire D. new hire turnover E. None of the above Ans: A Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Yield Ratio Question Type: MC 58. If it cost a company $50,000 to recruit and hire 5 applicants, what was the cost per hire? A. $5,000 B. $50,000 C. $1,000 D. $250,000 E. $10,000 Ans: E Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Cost per Hire Question Type: MC 59. Nicole added up all her expenses for hiring six new logisticians, including advertising costs, relocation costs, and interview costs. She divided the total costs by six to get the . A. new hire performance B. cost per hire C. time required to hire D. yield ratio E. None of the above Ans: B Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Cost per Hire Question Type: MC 60. A company spent $10,000 in recruiting efforts, received 20 applications, and hired 10 people. What was the cost per hire? A. $100 B. $500 C. $1,000 D. $5,000 E. $10,000 Ans: C Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Cost per Hire Question Type: MC 61. It cost Acme Global $10,000 to hire five new Biofuels Processing Technicians. The cost per hire was . A. $10,000 B. $5,000 C. $2,000 D. $1,000 E. $2,500 Ans: C Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Cost per Hire Question Type: MC 62. Acme Global began advertising for a new energy auditor on May 1. The position was filled on Aug. 1. The time to hire was days. A. 31 B. 82 C. 92 D. 100 E. 26 Ans: C Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Time Required to Hire Question Type: MC 63. Austin placed an advertisement for a new assistant on November 1. He hired Paul on December 1. His was 30 days. A. new hire performance B. cost per hire C. new hire turnover D. time required to hire E. None of the above Ans: D Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Time Required to Hire Question Type: MC 64. The HR department calculates the when determining the time that it took for them to fill a position. A. yield ratio B. time to hire C. cost per hire D. return on Investment E. new hire ratio Ans: B Learning Objective: 5-5 Cognitive Domain: Comprehension Answer Location: Time Required to Hire Question Type: MC 65. What is the time to hire if the job opening was posted on October 1, the interview took place on October 10, the position was filled on October 15, and the new hire started work on October 20? A. 15 B. 10 C. 5 D. 20 E. 25 Ans: A Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Time Required to Hire Question Type: MC 66. If Acme Global hired 10 new employees last year and at the beginning of this year six were promoted and two left the company, what is the new hire turnover ratio? A. 60 percent B. 33 percent C. 80 percent D. 40 percent E. 20 percent Ans: E Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Turnover Question Type: MC 67. During the recession, Acme Global laid off 45 employees. During the recovery, Acme Global hired those 45 back along with five new recruits. Within six months, only 25 of those employees still worked for Acme Global, three of which are from the five new recruits. What is the new hire turnover ratio? A. 50 percent B. 40 percent C. 60 percent D. 20 percent E. 10 percent Ans: A Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Turnover Question Type: MC 68. Last year, Acme Global hired 25 customs brokers. At the end of the year, only 10 were still working for the organization. The organization’s new hire turnover was percent. A. 20 B. 40 C. 60 D. 80 E. 90 Ans: C Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Turnover Question Type: MC 69. Last year, Acme Global hired 25 petroleum engineers. At the end of the year, only 20 were still working for the organization. The organization’s was 20 percent. A. new hire performance B. time required to hire C. yield ratio D. new hire turnover E. None of the above Ans: D Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Turnover Question Type: MC 70. Joe was a new hire last year. His individual appraisal rating was a 2.0 on a 4-point scale. The average of all the new hires’ appraisals from last year was a 3.0 and the average of the organization’s appraisals was a 3.5. What was the overall new hire performance ratio? A. 86 percent B. 14 percent C. 33 percent D. 50 percent E. 42 percent Ans: B Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Performance Question Type: MC 71. Acme Global hired 20 new auditors last year. The average performance appraisal of the new auditors was 4.4 on a 5-point scale. The average for other auditors in the organization was 4.0. The new recruits’ performance is percent above average. A. 5 B. 10 C. 15 D. 20 E. 30 Ans: B Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Performance Question Type: MC 72. Patrick just completed the performance appraisals of three new statisticians. On the company’s 4- point grading scale, the average score for the three statisticians was 3.0. The average of all statisticians in the organization was 3.5. The new recruits’ was 14 percent below average. A. new hire performance B. time required to hire C. cost per hire D. new hire turnover E. None of the above Ans: A Learning Objective: 5-5 Cognitive Domain: Application Answer Location: New Hire Performance Question Type: MC True /False 73. The cost of recruiting, selecting, and training a new employee is usually more than 100% of that employee’s annual salary. Ans: True Learning Objective: 5-1 Cognitive Domain: Knowledge Answer Location: The Recruiting Process Question Type: TF 74. When examining companies, people usually research the social environment of the company the least. Ans: False Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: TF 75. We have to abide by all of the EEO laws currently in existence when recruiting for our organization. Ans: True Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: TF 76. The HR manager need only be well versed in state regulations that govern an organization’s ability to recruit. Ans: False Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: External Forces Acting on Recruiting Efforts Question Type: TF 77. Outsourcing is the only alternative to recruitment. Ans: False Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Alternatives to Recruitment Question Type: TF 78. We should always consider a viable and financially feasible way to solve internal labor shortages, including recruiting new employees, overtime, and outsourcing. Ans: True Learning Objective: 5-2 Cognitive Domain: Application Answer Location: Alternatives to Recruitment Question Type: TF 79. When considering using overtime, we must determine the effect on our current employees’ job satisfaction. Ans: True Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Alternatives to Recruitment Question Type: TF 80. It is not necessary to identify the effective labor market for your organization; any labor market arrangement will yield results. Ans: False Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Reach of the Recruiting Effort Question Type: TF 81. External recruiting involves filling job openings with current employees or people the employees know. Ans: False Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: Internal Recruiting Question Type: TF 82. One of the strengths of public agencies is that they heavily prescreen recruits. Ans: False Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Question Type: TF 83. A strength of walk-ins is that they are inexpensive and self-selected. Ans: False Learning Objective: 5-3 Cognitive Domain: Knowledge Answer Location: External Recruiting Question Type: TF 84. The law in the United States requires that all companies use realistic job previews when recruiting. Ans: False Learning Objective: 5-4 Cognitive Domain: Knowledge Answer Location: Job Characteristics and the Realistic Job Previews (RJP) Question Type: TF 85. The recruiter is one of the primary factors responsible for an applicant showing interest in an organization and its jobs. Ans: True Learning Objective: 5-4 Cognitive Domain: Comprehension Answer Location: The Recruiter–Candidate Interaction Question Type: TF 86. The yield ratio for evaluating recruiting methods is determined by dividing the number of qualified applicants by the number of applicants. Ans: True Learning Objective: 5-5 Cognitive Domain: Knowledge Answer Location: Yield Ratio Question Type: TF 87. The cost per hire for evaluating recruiting methods is determined by dividing the number of recruits that left within a specified time frame by the number of new hires. Ans: False Learning Objective: 5-5 Cognitive Domain: Knowledge Answer Location: Cost per Hire Question Type: TF Short Answer 88. What is recruiting? Ans: The process of creating a reasonable pool of qualified candidates for a job opening Learning Objective: 5-1 Cognitive Domain: Comprehension Answer Location: The Recruiting Process Question Type: SA 89. List some alternatives to recruiting. Ans: Overtime, outsourcing, temporary or contract workers. Learning Objective: 5-2 Cognitive Domain: Comprehension Answer Location: Alternatives to Recruitment Question Type: SA 90. Define internal recruiting. Ans: Internal Recruiting: Filling job openings with current employees or people the employees know. Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Sources Question Type: SA 91. What are the three types of private employment agencies? What are the differences between the three? Ans: General Employment Agencies: operate on a for-profit basis; either charge job seekers or employers for their service; usually do not specialize in any particular type of employee, but some may operate only in certain employment categories. Contingency Agencies: work with a more skilled set of clients; offer employees to the employer and are paid when the candidate is hired by the employer for the job. Retained Search Firms or Executive Recruiters (headhunters): paid to search for a specific type of employee and are paid regardless of their recruiting effort’s success; generally only used for high-level employee searches. Learning Objective: 5-3 Cognitive Domain: Comprehension Answer Location: External Recruiting Sources Question Type: SA 92. What is a realistic job preview? Please provide an example (preferably from personal experience). Ans: Definition: A review of all of the tasks and requirements of the job, both good and bad. Example: An office visit where you get to observe someone doing the job that you are being recruited for. Learning Objective: 5-4 Cognitive Domain: Comprehension Answer Location: Job Characteristics and the Realistic Job Preview (RJP) Question Type: SA 93. What is active listening and why is it important for recruiters when evaluating candidates? Ans: Definition: The intention and ability to listen to others, use the content and context of the communication, and respond appropriately. Importance: A recruiter’s success depends on wanting to listen to candidates and not only understand what they are saying but the context of what they are saying so that they can emphasize and visualize why they are providing this information. Learning Objective: 5-4 Cognitive Domain: Comprehension Answer Location: The Recruiter-Candidate Interaction Question Type: SA 94. Describe two of the measures used to measure the effectiveness of recruiting. Ans: Answers may include descriptions of yield ratio (calculation of how many people make it through the recruiting step to the next step in the hiring process); cost per hire, time required to hire, new hire turnover, and new hire performance. Learning Objective: 5-5 Cognitive Domain: Comprehension Answer Location: The Recruiter-Candidate Interaction Question Type: SA Essay 95. Identify and discuss the primary goal of the recruiting process Ans: Answers vary. Learning Objective: 5-1 Cognitive Domain: Application Answer Location: The Recruiting Process Question Type: ESS 96. Briefly discuss the main external forces acting on recruiting efforts. Ans: Answers vary. Learning Objective: 5-1 Cognitive Domain: Analysis Answer Location: External Forces Acting on Recruiting Efforts Question Type: ESS 97. Briefly discuss the five main organizational recruiting considerations. Ans: Answers vary. Learning Objective: 5-2 Cognitive Domain: Analysis Answer Location: Organizational Recruiting Considerations Question Type: ESS 98. Compare internal versus external recruiting. When would you want to use each option? What are some of the advantages and disadvantages of each? Ans: Answers vary. Learning Objective: 5-3 Cognitive Domain: Application Answer Location: Internal or External Recruiting? Question Type: ESS 99. Discuss the options for advertising of position openings in external recruiting. In what situations is each option likely to work best? Why? Ans: Answers vary. Learning Objective: 5-3 Cognitive Domain: Application Answer Location: External Recruiting Question Type: ESS 100. Briefly discuss the major challenges and constraints involved in the recruiting process. Ans: Answers vary. Learning Objective: 5-4 Cognitive Domain: Analysis Answer Location: Challenges and Constraints in Recruiting Question Type: ESS 101. Discuss the characteristics needed in a capable recruiter. Ans: Answers vary. Learning Objective: 5-4 Cognitive Domain: Analysis Answer Location: The Recruiter-Candidate Interaction Question Type: ESS 102. Review what both a realistic job preview and a high quality recruiter will bring to the recruiting efforts in a company. Why is the recruiter so important? Ans: Answers vary. Learning Objective: 5-4 Cognitive Domain: Application Answer Location: Job Characteristics and the Realistic Job Preview (RJP) Question Type: ESS 103. What are the major mechanisms by which we evaluate the success of recruiting efforts? List each one and briefly describe it. Ans: Answers vary. Learning Objective: 5-5 Cognitive Domain: Application Answer Location: Evaluation of Recruiting Programs Question Type: ESS [Show More]

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