Staffing Organizations 7th Edition By Heneman III - Test Bank
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Staffing Organizations 7th Edition By Heneman III - Test Bank

Staffing Organizations 7th Edition By Heneman III - Test Bank   Instant Download - Complete Test Bank With Answers     Sample Questions Are 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 …

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Staffing Organizations 7th Edition By Heneman III – Test Bank

 

Instant Download – Complete Test Bank With Answers

 

 

Sample Questions Are 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

 

D. all of these

 

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

 

D. all of these

 

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

 

D. all of these

 

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?

A. website design

 

B. work and organization characteristics

 

C. recruiter characteristics

 

D. recruitment processes

 

76. Applicants typically prefer recruiters who are _________________.

A. well-informed about the job

 

B. in an HR-related function

 

C. the same gender

 

D. brusque

 

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

 

D. all of these

 

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

 

D. none of these

 

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

 

D. none of these

 

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?

A. verbal

 

B. videotaped

 

C. written

 

D. computerized

 

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?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

86. Which method of recruiting is most effective for tight labor markets and highly valued jobs?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

87. Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

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?

A. recruitment brochures

 

B. word of mouth

 

C. advertising

 

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?

A. recruitment brochures

 

B. word of mouth

 

C. advertising

 

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

 

C. résumé builders

 

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

 

D. all of these

 

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 _____________.

A. a job cart function

 

B. personal search engines

 

C. self-assessment inventories

 

D. all of these

 

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

 

D. none of these

 

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

 

B. websites

 

C. newspaper advertising

 

D. employment agencies

 

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

 

D. none of these

 

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

 

D. none of these

 

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

 

D. none of these

 

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

 

D. all of these

 

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

 

D. all of these

 

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

 

D. all of these

 

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?

A. website design

 

B. work and organization characteristics

 

C. recruiter characteristics

 

D. recruitment processes

 

76. Applicants typically prefer recruiters who are _________________.

A. well-informed about the job

 

B. in an HR-related function

 

C. the same gender

 

D. brusque

 

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

 

D. all of these

 

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

 

D. none of these

 

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

 

D. none of these

 

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?

A. verbal

 

B. videotaped

 

C. written

 

D. computerized

 

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?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

86. Which method of recruiting is most effective for tight labor markets and highly valued jobs?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

87. Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?

A. realistic

 

B. targeted

 

C. considerate

 

D. branded

 

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?

A. recruitment brochures

 

B. word of mouth

 

C. advertising

 

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?

A. recruitment brochures

 

B. word of mouth

 

C. advertising

 

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

 

C. résumé builders

 

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

 

D. all of these

 

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 _____________.

A. a job cart function

 

B. personal search engines

 

C. self-assessment inventories

 

D. all of these

 

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

 

D. none of these

 

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

 

B. websites

 

C. newspaper advertising

 

D. employment agencies

 

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

 

D. none of these

 

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

 

D. none of these

 

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

 

D. none of these

 

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.”

 

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