Complete Test Bank With Answers
Sample Questions Posted Below
Chapter 05
External Recruitment
True / False Questions
| 1. |
The recruitment planning process should begin by defining the goals of a recruitment effort.
True False |
| 2. |
Goals for speed answer the question of which job seekers the organization needs to attract.
True False |
| 3. |
Organizations that need to fulfill a position quickly should try to implement techniques that identify a large pool of interested individuals who are ready to work immediately.
True False |
| 4. |
With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.
True False |
| 5. |
The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.
True False |
| 6. |
Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.
True False |
| 7. |
Targeted recruiting is a poor choice for diversity-conscious firms.
True False |
| 8. |
Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.
True False |
| 9. |
It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.
True False |
| 10. |
One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.
True False |
| 11. |
A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.
True False |
| 12. |
One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.
True False |
| 13. |
It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.
True False |
| 14. |
One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.
True False |
| 15. |
Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.
True False |
| 16. |
Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.
True False |
| 17. |
A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.
True False |
| 18. |
Applicants are most interested in working for companies that have good pay, lots of opportunities for growth and development, and interesting work.
True False |
| 19. |
Applicants tend not to pay much attention to organizational culture when considering which job to pursue.
True False |
| 20. |
Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.
True False |
| 21. |
Applicants have a strong preference for recruiters who are the same gender and race as they are.
True False |
| 22. |
Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.
True False |
| 23. |
Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.
True False |
| 24. |
Although delays in the recruiting process should not be ignored, in general, they don’t have much effect on applicant attraction to an organization.
True False |
| 25. |
The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.
True False |
| 26. |
Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.
True False |
| 27. |
Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
True False |
| 28. |
A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear.
True False |
| 29. |
Research suggests that realistic job previews lead to massive reductions in turnover.
True False |
| 30. |
The hope with realistic job previews is that job applicants will self-select into and out of the organization.
True False |
| 31. |
There is some evidence that realistic job previews might scare away the most promising job candidates.
True False |
| 32. |
Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.
True False |
| 33. |
Written or videotapes RJPs are more effective than verbal RJPs.
True False |
| 34. |
Realistic recruiting messages are less effective for those with considerable previous job experience.
True False |
| 35. |
Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.
True False |
| 36. |
An organization’s employment brand is completely different than its product market image.
True False |
| 37. |
A targeted recruiting message is designed to appeal to a particular audience.
True False |
| 38. |
A realistic job preview strategy is best for tight labor markets or higher-value jobs.
True False |
| 39. |
Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.
True False |
| 40. |
Advertising is an ideal method for providing rich information to job candidates.
True False |
| 41. |
Organizational websites have become one of the most important media through which organizations communicate with potential applicants.
True False |
| 42. |
The direct approach to recruiting, by contacting applicants through phone or personal e-mail, has higher levels of credibility and richness.
True False |
| 43. |
It doesn’t make a difference if recruiting information is seen as coming from the employees personally or from the organization’s recruiting offices.
True False |
| 44. |
Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.
True False |
| 45. |
In the strategy phase, the company develops a mix of individual, social, and organizational recruiting techniques for receiving applications.
True False |
| 46. |
Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.
True False |
| 47. |
Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.
True False |
| 48. |
One major problem with Internet-based recruiting is that there are too few applications for most jobs.
True False |
| 49. |
Niche employment websites are a popular method for finding recruits with a specific set of skills.
True False |
| 50. |
Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.
True False |
| 51. |
Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.
True False |
| 52. |
Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.
True False |
| 53. |
Executive search firms are usually extremely expensive.
True False |
| 54. |
In a small number of states, there are employment or job service options to help employers find candidates for jobs.
True False |
| 55. |
Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match.
True False |
| 56. |
If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.
True False |
| 57. |
There has not been any research on the effectiveness of various recruitment sources.
True False |
| 58. |
Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.
True False |
| 59. |
Only those who fill out paperwork for employment need be considered applicants, for legal purposes.
True False |
| 60. |
If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.
True False |
| 61. |
According to the OFCCP, to be considered an internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.
True False |
| 62. |
The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.
True False |
| 63. |
Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.
True False |
| 64. |
Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.
True False |
| 65. |
The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.
True False |
| 66. |
It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.
True False |
Multiple Choice Questions
| 67. |
Defining recruitment goals involves which of the following?
| A. |
finding out which strategies have been successful for prominent companies and implementing those |
| B. |
using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed |
| C. |
finding out what strategies are already in use and trying to keep consistency with past policy |
|
| 68. |
Why is it important to know the time frame for strategic recruiting?
| A. |
It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used |
| B. |
It is mostly useful for legal purposes |
| C. |
It helps to deflect internal criticism for HR managers worried about time pressure |
| D. |
Although defining the time frame for strategic recruiting is done fairly often, it isn’t actually all that informative or useful |
|
| 69. |
Which of the following is an advantage of using an external recruiting agency?
| A. |
it ensures consistency from opening to closing |
| B. |
it is useful for companies too small to have dedicated recruiters |
| C. |
it is very inexpensive |
|
| 70. |
Which of the following are advantages of centralized recruitment?
| A. |
duplications of effort are reduced |
| B. |
increased responsiveness to immediate needs |
| C. |
closer links to day-to-day operations |
| D. |
decreased costs in the centralized HR function |
|
| 71. |
Which of the following are components of a well-developed recruiting requisition?
| A. |
quantity of labor to be hired |
| B. |
affirmative action compliance methods |
| C. |
list of selection methods to be used |
|
| 72. |
Which of the following is not one of the major areas written into recruiting budgets?
| A. |
website development and administration |
| B. |
costs of signing bonuses |
| C. |
time spent making personal contacts and following up with candidates |
| D. |
bringing candidates onsite |
|
| 73. |
A recruiting requisition is _________________________.
| A. |
a formal document that authorizes the filling of a job opening |
| B. |
a flowchart that enumerates costs of each selection tool |
| C. |
a formal document that details the process to be followed to attract applicants to a job |
| D. |
a description of the costs and benefits of various methods of selection |
|
| 74. |
A recruitment guide is _________________________.
| A. |
a formal document that authorizes the filling of a job opening |
| B. |
a flowchart that enumerates costs of each selection tool |
| C. |
a document that details the process to be followed to attract applicants to a job |
| D. |
a description of the costs and benefits of various methods of selection |
|
| 75. |
What are the most important factors in applicant attraction and job choice?
| B. |
work and organization characteristics |
| C. |
recruiter characteristics |
|
| 76. |
Applicants typically prefer recruiters who are _________________.
| A. |
well-informed about the job |
| B. |
in an HR-related function |
|
| 77. |
Recruiter characteristics are _________________.
| A. |
important in every stage of the selection process |
| B. |
not at all related to employee interested in a company |
| C. |
not as important as the actual job characteristics |
| D. |
equally related to applicant attitudes and behaviors |
|
| 78. |
Recruiters should not ________________.
| A. |
be knowledgeable of the job rewards |
| B. |
be knowledgeable of job characteristics |
| C. |
show enthusiasm during recruiting interviews |
| D. |
try to avoid showing too much interest in candidates |
|
| 79. |
Research suggests that an ideal recruiter possesses _________________.
| A. |
strong interpersonal skills |
| B. |
knowledge about the organization, jobs, and career issues |
| C. |
enthusiasm about the organization and job candidates |
|
| 80. |
Which of the following statements is false?
| A. |
applicants are concerned about the fairness of recruiting processes |
| B. |
delay times in the recruiting process can reduce applicant interest |
| C. |
increasing expenditures on recruiting increases yields |
|
| 81. |
Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process?
| A. |
advertisements showing women and minorities in positions of leadership |
| B. |
advertisements showing a relatively homogeneous workforce |
| C. |
advertising in publications that aim for a general audience |
|
| 82. |
A realistic job preview is __________________________.
| A. |
a description of a job that integrates both positive and negative information |
| B. |
a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the job |
| C. |
a series of structured video exercises showing a job’s task characteristics |
| D. |
a largely negative recruiting approach |
|
| 83. |
Research suggests __________ realistic job previews lead to reduce turnover most?
|
| 84. |
What is the main reason for taking a realistic job preview approach to developing a job communication message?
| A. |
The approach aids applicants in self-selecting out of the organization. |
| B. |
The method enhances AA compliance. |
| C. |
The approach results in lower advertising costs. |
| D. |
The approach presents potential job applicants with the most attractive description of the job attributes. |
|
| 85. |
Which method of recruiting is most effective at reducing turnover?
|
| 86. |
Which method of recruiting is most effective for tight labor markets and highly valued jobs?
|
| 87. |
Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?
|
| 88. |
Which of the following statements regarding the development of recruiting strategies is false?
| A. |
recruiting information coming from employees is seen as especially credible |
| B. |
the most effective messages also allow employees to find more information and customize their experience |
| C. |
recruiting advertisements in publications with large circulations will usually be more expensive |
| D. |
organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal |
|
| 89. |
Which communication medium refers to the informal information regarding an organization’s reputation, employment practices, and policies?
| D. |
organizational websites |
|
| 90. |
Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants?
| D. |
organizational websites |
|
| 91. |
Which of the following are not components of a strong corporate recruiting website?
| A. |
exciting flash graphics presentations of opportunities |
| B. |
detailed information on career opportunities |
| D. |
self-assessment inventories |
|
| 92. |
Large employment websites have which potential disadvantage relative to niche websites?
| A. |
they are limited to simple advertising |
| B. |
comparatively few job seekers access them |
| C. |
they can result in a large number of applications from individuals who are either unqualified or not really interested in the job |
|
| 93. |
A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is _____________.
| B. |
personal search engines |
| C. |
self-assessment inventories |
|
| 94. |
Which of the following statements about using employee referrals are true?
| A. |
those recruited by employee referrals tend to be less committed |
| B. |
those recruited by referrals are more qualified and committed |
| C. |
referral programs may be effective, but few are hired in this way |
| D. |
over 80% of organizations provide incentives for referrals |
|
| 95. |
Which of the following statements is false?
| A. |
many employment sites now offer the ability to create and approve job requisitions online |
| B. |
employment sites sometimes cross-list jobs with local newspapers |
| C. |
at any given time there are millions of résumés available on employment websites |
| D. |
none of these statements is false |
|
| 96. |
College placement offices are used because ____________.
| A. |
they reach individuals with diverse levels of skills for all job types |
| B. |
it really doesn’t matter which college you recruit from because they’re all the same |
| C. |
because it’s fast and easy to establish relationships with campus recruiting offices |
| D. |
campus recruiting efforts are seen as more credible than websites or bulletin boards |
|
| 97. |
The more broadly transmitted the organization’s search methods, the more likely that a ____________ will be attracted to apply.
| A. |
a highly eager group of applicants |
| B. |
relatively homogeneous population of individuals |
| C. |
uniformly high quality of individuals |
| D. |
large number of individuals |
|
| 98. |
A high cost method of search may be worth the cost to the organization if ____________.
| A. |
the job is not crucial to the organization’s success |
| B. |
KSAOs are in short supply |
| C. |
only a small number of individuals are needed |
|
| 99. |
Evidence suggests that, overall, ___________ are likely to attract employees who have a better understanding of the organization and its culture.
| A. |
referrals and job trials |
|
| 100. |
Which of the following is not a good way to manage the recruiting process for optimal legal defense?
| A. |
require a formal application from all who seek to be considered |
| B. |
require that the applicant indicate the precise position applied for |
| C. |
keep applications on hold or on file for future consideration |
| D. |
keep track of applicants who drop out of the process |
|
| 101. |
Which of the following is not required for someone to be considered an internet application?
| A. |
the individual submits an expression of an interest in employment |
| B. |
the employer considers the individual for employment in a particular position |
| C. |
the individual possesses the basic qualifications for the position |
| D. |
evidence of a visit to the physical employment site |
|
| 102. |
Employers need to keep track of which of the following for adverse impact calculations?
| A. |
demographic profiles of all who visit organizational websites |
| B. |
all expressions of interest submitted through the internet |
| C. |
only applications backed up by paper files |
|
| 103. |
Which of the following statements is true regarding the OFCCP’s regulation of affirmative action plans?
| A. |
organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success |
| B. |
language specifically encouraging women and minorities to apply is banned |
| C. |
ratios of applicants by race and gender categories must be adhered to strictly |
|
| 104. |
OFCCP suggested actions for the recruitment process include ______________.
| A. |
encourage white male employees to refer job applicants |
| B. |
carefully select and train all personnel included in staffing |
| C. |
eliminate the use of job descriptions |
|
| 105. |
What is the legal status of video résumés and social networking recruiting?
| A. |
they are considered a very low risk recruiting tool |
| B. |
they can lead to lawsuits related to “lookism” |
| C. |
they have been banned outright in most states |
| D. |
they reveal protected class characteristics that may form the basis of a lawsuit |
|
| 106. |
Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting?
| A. |
that a misrepresentation occurred |
| B. |
that the plaintiff relied on the information to make a decision |
| C. |
that the plaintiff had perfect knowledge regarding the misrepresentation |
| D. |
that the plaintiff was injured because of reliance on the information |
|
| 107. |
Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC?
| A. |
“Applicants must be enthusiastic and willing to take risks.” |
| B. |
“Applicants should be recent college graduates.” |
| C. |
“Applicants should be healthy and athletic.” |
| D. |
“Applicants should be gentlemen of outstanding character.” |
|
Chapter 05 External Recruitment Answer Key
True / False Questions
| 1. |
The recruitment planning process should begin by defining the goals of a recruitment effort.
TRUE |
| 2. |
Goals for speed answer the question of which job seekers the organization needs to attract.
FALSE |
| 3. |
Organizations that need to fulfill a position quickly should try to implement techniques that identify a large pool of interested individuals who are ready to work immediately.
TRUE |
| 4. |
With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.
TRUE |
| 5. |
The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.
FALSE |
| 6. |
Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.
TRUE |
| 7. |
Targeted recruiting is a poor choice for diversity-conscious firms.
FALSE |
| 8. |
Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.
TRUE |
| 9. |
It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.
FALSE |
| 10. |
One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.
TRUE |
| 11. |
A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.
TRUE |
| 12. |
One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.
FALSE |
| 13. |
It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.
FALSE |
| 14. |
One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.
TRUE |
| 15. |
Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.
FALSE |
| 16. |
Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.
TRUE |
| 17. |
A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.
FALSE |
| 18. |
Applicants are most interested in working for companies that have good pay, lots of opportunities for growth and development, and interesting work.
TRUE |
| 19. |
Applicants tend not to pay much attention to organizational culture when considering which job to pursue.
FALSE |
| 20. |
Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.
FALSE |
| 21. |
Applicants have a strong preference for recruiters who are the same gender and race as they are.
FALSE |
| 22. |
Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.
TRUE |
| 23. |
Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.
TRUE |
| 24. |
Although delays in the recruiting process should not be ignored, in general, they don’t have much effect on applicant attraction to an organization.
FALSE |
| 25. |
The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.
FALSE |
| 26. |
Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.
FALSE |
| 27. |
Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
TRUE |
| 28. |
A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear.
TRUE |
| 29. |
Research suggests that realistic job previews lead to massive reductions in turnover.
FALSE |
| 30. |
The hope with realistic job previews is that job applicants will self-select into and out of the organization.
TRUE |
| 31. |
There is some evidence that realistic job previews might scare away the most promising job candidates.
TRUE |
| 32. |
Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.
FALSE |
| 33. |
Written or videotapes RJPs are more effective than verbal RJPs.
FALSE |
| 34. |
Realistic recruiting messages are less effective for those with considerable previous job experience.
TRUE |
| 35. |
Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.
TRUE |
| 36. |
An organization’s employment brand is completely different than its product market image.
FALSE |
| 37. |
A targeted recruiting message is designed to appeal to a particular audience.
TRUE |
| 38. |
A realistic job preview strategy is best for tight labor markets or higher-value jobs.
FALSE |
| 39. |
Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.
TRUE |
| 40. |
Advertising is an ideal method for providing rich information to job candidates.
FALSE |
| 41. |
Organizational websites have become one of the most important media through which organizations communicate with potential applicants.
TRUE |
| 42. |
The direct approach to recruiting, by contacting applicants through phone or personal e-mail, has higher levels of credibility and richness.
TRUE |
| 43. |
It doesn’t make a difference if recruiting information is seen as coming from the employees personally or from the organization’s recruiting offices.
FALSE |
| 44. |
Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.
TRUE |
| 45. |
In the strategy phase, the company develops a mix of individual, social, and organizational recruiting techniques for receiving applications.
TRUE |
| 46. |
Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.
FALSE |
| 47. |
Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.
TRUE |
| 48. |
One major problem with Internet-based recruiting is that there are too few applications for most jobs.
FALSE |
| 49. |
Niche employment websites are a popular method for finding recruits with a specific set of skills.
TRUE |
| 50. |
Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.
TRUE |
| 51. |
Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.
FALSE |
| 52. |
Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.
FALSE |
| 53. |
Executive search firms are usually extremely expensive.
TRUE |
| 54. |
In a small number of states, there are employment or job service options to help employers find candidates for jobs.
FALSE |
| 55. |
Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match.
TRUE |
| 56. |
If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.
TRUE |
| 57. |
There has not been any research on the effectiveness of various recruitment sources.
FALSE |
| 58. |
Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.
TRUE |
| 59. |
Only those who fill out paperwork for employment need be considered applicants, for legal purposes.
FALSE |
| 60. |
If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.
TRUE |
| 61. |
According to the OFCCP, to be considered an internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.
TRUE |
| 62. |
The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.
FALSE |
| 63. |
Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.
TRUE |
| 64. |
Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.
FALSE |
| 65. |
The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.
TRUE |
| 66. |
It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.
TRUE |
Multiple Choice Questions
| 67. |
Defining recruitment goals involves which of the following?
| A. |
finding out which strategies have been successful for prominent companies and implementing those |
| B. |
using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed |
| C. |
finding out what strategies are already in use and trying to keep consistency with past policy |
|
| 68. |
Why is it important to know the time frame for strategic recruiting?
| A. |
It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used |
| B. |
It is mostly useful for legal purposes |
| C. |
It helps to deflect internal criticism for HR managers worried about time pressure |
| D. |
Although defining the time frame for strategic recruiting is done fairly often, it isn’t actually all that informative or useful |
|
| 69. |
Which of the following is an advantage of using an external recruiting agency?
| A. |
it ensures consistency from opening to closing |
| B. |
it is useful for companies too small to have dedicated recruiters |
| C. |
it is very inexpensive |
|
| 70. |
Which of the following are advantages of centralized recruitment?
| A. |
duplications of effort are reduced |
| B. |
increased responsiveness to immediate needs |
| C. |
closer links to day-to-day operations |
| D. |
decreased costs in the centralized HR function |
|
| 71. |
Which of the following are components of a well-developed recruiting requisition?
| A. |
quantity of labor to be hired |
| B. |
affirmative action compliance methods |
| C. |
list of selection methods to be used |
|
| 72. |
Which of the following is not one of the major areas written into recruiting budgets?
| A. |
website development and administration |
| B. |
costs of signing bonuses |
| C. |
time spent making personal contacts and following up with candidates |
| D. |
bringing candidates onsite |
|
| 73. |
A recruiting requisition is _________________________.
| A. |
a formal document that authorizes the filling of a job opening |
| B. |
a flowchart that enumerates costs of each selection tool |
| C. |
a formal document that details the process to be followed to attract applicants to a job |
| D. |
a description of the costs and benefits of various methods of selection |
|
| 74. |
A recruitment guide is _________________________.
| A. |
a formal document that authorizes the filling of a job opening |
| B. |
a flowchart that enumerates costs of each selection tool |
| C. |
a document that details the process to be followed to attract applicants to a job |
| D. |
a description of the costs and benefits of various methods of selection |
|
| 75. |
What are the most important factors in applicant attraction and job choice?
| B. |
work and organization characteristics |
| C. |
recruiter characteristics |
|
| 76. |
Applicants typically prefer recruiters who are _________________.
| A. |
well-informed about the job |
| B. |
in an HR-related function |
|
| 77. |
Recruiter characteristics are _________________.
| A. |
important in every stage of the selection process |
| B. |
not at all related to employee interested in a company |
| C. |
not as important as the actual job characteristics |
| D. |
equally related to applicant attitudes and behaviors |
|
| 78. |
Recruiters should not ________________.
| A. |
be knowledgeable of the job rewards |
| B. |
be knowledgeable of job characteristics |
| C. |
show enthusiasm during recruiting interviews |
| D. |
try to avoid showing too much interest in candidates |
|
| 79. |
Research suggests that an ideal recruiter possesses _________________.
| A. |
strong interpersonal skills |
| B. |
knowledge about the organization, jobs, and career issues |
| C. |
enthusiasm about the organization and job candidates |
|
| 80. |
Which of the following statements is false?
| A. |
applicants are concerned about the fairness of recruiting processes |
| B. |
delay times in the recruiting process can reduce applicant interest |
| C. |
increasing expenditures on recruiting increases yields |
|
| 81. |
Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process?
| A. |
advertisements showing women and minorities in positions of leadership |
| B. |
advertisements showing a relatively homogeneous workforce |
| C. |
advertising in publications that aim for a general audience |
|
| 82. |
A realistic job preview is __________________________.
| A. |
a description of a job that integrates both positive and negative information |
| B. |
a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the job |
| C. |
a series of structured video exercises showing a job’s task characteristics |
| D. |
a largely negative recruiting approach |
|
| 83. |
Research suggests __________ realistic job previews lead to reduce turnover most?
|
| 84. |
What is the main reason for taking a realistic job preview approach to developing a job communication message?
| A. |
The approach aids applicants in self-selecting out of the organization. |
| B. |
The method enhances AA compliance. |
| C. |
The approach results in lower advertising costs. |
| D. |
The approach presents potential job applicants with the most attractive description of the job attributes. |
|
| 85. |
Which method of recruiting is most effective at reducing turnover?
|
| 86. |
Which method of recruiting is most effective for tight labor markets and highly valued jobs?
|
| 87. |
Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?
|
| 88. |
Which of the following statements regarding the development of recruiting strategies is false?
| A. |
recruiting information coming from employees is seen as especially credible |
| B. |
the most effective messages also allow employees to find more information and customize their experience |
| C. |
recruiting advertisements in publications with large circulations will usually be more expensive |
| D. |
organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal |
|
| 89. |
Which communication medium refers to the informal information regarding an organization’s reputation, employment practices, and policies?
| D. |
organizational websites |
|
| 90. |
Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants?
| D. |
organizational websites |
|
| 91. |
Which of the following are not components of a strong corporate recruiting website?
| A. |
exciting flash graphics presentations of opportunities |
| B. |
detailed information on career opportunities |
| D. |
self-assessment inventories |
|
| 92. |
Large employment websites have which potential disadvantage relative to niche websites?
| A. |
they are limited to simple advertising |
| B. |
comparatively few job seekers access them |
| C. |
they can result in a large number of applications from individuals who are either unqualified or not really interested in the job |
|
| 93. |
A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is _____________.
| B. |
personal search engines |
| C. |
self-assessment inventories |
|
| 94. |
Which of the following statements about using employee referrals are true?
| A. |
those recruited by employee referrals tend to be less committed |
| B. |
those recruited by referrals are more qualified and committed |
| C. |
referral programs may be effective, but few are hired in this way |
| D. |
over 80% of organizations provide incentives for referrals |
|
| 95. |
Which of the following statements is false?
| A. |
many employment sites now offer the ability to create and approve job requisitions online |
| B. |
employment sites sometimes cross-list jobs with local newspapers |
| C. |
at any given time there are millions of résumés available on employment websites |
| D. |
none of these statements is false |
|
| 96. |
College placement offices are used because ____________.
| A. |
they reach individuals with diverse levels of skills for all job types |
| B. |
it really doesn’t matter which college you recruit from because they’re all the same |
| C. |
because it’s fast and easy to establish relationships with campus recruiting offices |
| D. |
campus recruiting efforts are seen as more credible than websites or bulletin boards |
|
| 97. |
The more broadly transmitted the organization’s search methods, the more likely that a ____________ will be attracted to apply.
| A. |
a highly eager group of applicants |
| B. |
relatively homogeneous population of individuals |
| C. |
uniformly high quality of individuals |
| D. |
large number of individuals |
|
| 98. |
A high cost method of search may be worth the cost to the organization if ____________.
| A. |
the job is not crucial to the organization’s success |
| B. |
KSAOs are in short supply |
| C. |
only a small number of individuals are needed |
|
| 99. |
Evidence suggests that, overall, ___________ are likely to attract employees who have a better understanding of the organization and its culture.
| A. |
referrals and job trials |
|
| 100. |
Which of the following is not a good way to manage the recruiting process for optimal legal defense?
| A. |
require a formal application from all who seek to be considered |
| B. |
require that the applicant indicate the precise position applied for |
| C. |
keep applications on hold or on file for future consideration |
| D. |
keep track of applicants who drop out of the process |
|
| 101. |
Which of the following is not required for someone to be considered an internet application?
| A. |
the individual submits an expression of an interest in employment |
| B. |
the employer considers the individual for employment in a particular position |
| C. |
the individual possesses the basic qualifications for the position |
| D. |
evidence of a visit to the physical employment site |
|
| 102. |
Employers need to keep track of which of the following for adverse impact calculations?
| A. |
demographic profiles of all who visit organizational websites |
| B. |
all expressions of interest submitted through the internet |
| C. |
only applications backed up by paper files |
|
| 103. |
Which of the following statements is true regarding the OFCCP’s regulation of affirmative action plans?
| A. |
organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success |
| B. |
language specifically encouraging women and minorities to apply is banned |
| C. |
ratios of applicants by race and gender categories must be adhered to strictly |
|
| 104. |
OFCCP suggested actions for the recruitment process include ______________.
| A. |
encourage white male employees to refer job applicants |
| B. |
carefully select and train all personnel included in staffing |
| C. |
eliminate the use of job descriptions |
|
| 105. |
What is the legal status of video résumés and social networking recruiting?
| A. |
they are considered a very low risk recruiting tool |
| B. |
they can lead to lawsuits related to “lookism” |
| C. |
they have been banned outright in most states |
| D. |
they reveal protected class characteristics that may form the basis of a lawsuit |
|
| 106. |
Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting?
| A. |
that a misrepresentation occurred |
| B. |
that the plaintiff relied on the information to make a decision |
| C. |
that the plaintiff had perfect knowledge regarding the misrepresentation |
| D. |
that the plaintiff was injured because of reliance on the information |
|
| 107. |
Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC?
| A. |
“Applicants must be enthusiastic and willing to take risks.” |
| B. |
“Applicants should be recent college graduates.” |
| C. |
“Applicants should be healthy and athletic.” |
| D. |
“Applicants should be gentlemen of outstanding character.” |
|
Related
There are no reviews yet.