Ch.1-6 Midterm

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.

Which of the following is an appropriate use of targeted recruiting?

A. Using non-traditional sources to enhance minority hiring.

A realistic job preview is _________________________.

A. a description of a job that integrates both positive and negative information

A recruiting requisition is ________________________.

A. a formal document that authorizes the filling of a job opening

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

Which of the following are advantages of centralized recruitment?

A. duplications of effort are reduced

Which of the following are not components of a strong corporate recruiting website?

A. exciting flash graphics presentations of opportunities

Which method of recruiting is most effective at reducing turnover?

A. realistic

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

The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called __________.

A. targeted recruitment

Research suggests __________ realistic job previews lead to reduce turnover most.

A. verbal

Applicants typically prefer recruiters who are ________________.

A. well-informed about the job

A high cost method of search may be worth the cost to the organization if ___________.

B. KSAOs are in short supply

Which of the following is not one of the major areas written into recruiting budgets?

B. costs of signing bonuses

Which of the following is an advantage of using an external recruiting agency?

B. it is useful for companies too small to have dedicated recruiters

44. Which situation most strongly calls for targeted recruitment?

B. specific skill sets are needed

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

B. targeted

Which of the following statements about using employee referrals is true?

B. those recruited by referrals are more qualified and committed

Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies?

B. word of mouth

A recruitment guide is ________________________.

C. a document that details the process to be followed to attract applicants to a job

Which of the following is an advantage of targeted recruiting?

C. a small set of qualified applicants is considered

Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants?

C. advertising

Which of the following statements is false?

C. increasing expenditures on recruiting increases yields

Recruiter characteristics are ________________.

C. not as important as the actual job characteristics

What are the two major strategies for recruiting?

C. open or targeted

43. Which situation most strongly calls for open recruitment?

C. pre-entry qualifications are not important

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 ____________.

D. all of the above (A. a job cart function, B. personal search engines, C. self-assessment inventories)

Which of the following are components of a well-developed recruiting requisition?

D. all of the above (A. quantity of labor to be hired, B. affirmative action compliance methods, C. list of selection methods to be used)

92. Research suggests that an ideal recruiter possesses ________________.

D. all of the above (A. strong interpersonal skills, B. knowledge about the organization, jobs, and career issues, C. enthusiasm about the organization and job candidates)

Research suggests that an ideal recruiter has ________________________.

D. all of the above, (A. strong interpersonal skills, B. knowledge about the organization, C. extensive knowledge about the job)

Which of the following is an advantage of open recruiting?

D. both a and b (A. it is seen as more fair, B. it ensures a diverse set of applicants)

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

D. branded

College placement offices are used because ___________.

D. campus recruiting efforts are seen as more credible than websites or bulletin boards

The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply.

D. large number of individuals

Which of the following statements is false?

D. none of these 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)

Which of the following statements regarding the development of recruiting strategies is false?

D. organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal

Recruiters should not _______________.

D. try to avoid showing too much interest in candidates

A realistic job preview strategy is best for tight labor markets or higher-value jobs.

FALSE

A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.

FALSE

Advertising is an ideal method for providing rich information to job candidates.

FALSE

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

An organization's employment brand is completely different than its product market image.

FALSE

Applicants have a strong preference for recruiters who are the same gender and race as they are.

FALSE

In a small number of states, there are employment or job service options to help employers find candidates for jobs.

FALSE

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

It is a bad idea to share too much information with applicants about the selection system during the later parts of the recruiting process because it's likely that applicants will just learn how to game the system.

FALSE

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

FALSE

It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.

FALSE

Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.

FALSE

Most recruiters receive a great deal of training.

FALSE

Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.

FALSE

One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.

FALSE

One major problem with Internet-based recruiting is that there are too few applications for most jobs.

FALSE

Only those who fill out paperwork for employment need be considered applicants, for legal purposes.

FALSE

Organizations with low turnover rates will probably prefer to use internal recruitment agencies.

FALSE

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

Research consistently shows that HR department employees make better recruiters than line managers.

FALSE

Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.

FALSE

Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.

FALSE

Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.

FALSE

Research suggests that realistic job previews lead to massive reductions in turnover.

FALSE

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

Targeted recruiting is a poor choice for diversity-conscious firms.

FALSE

The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.

FALSE

The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.

FALSE

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

There has not been any research on the effectiveness of various recruitment sources.

FALSE

Traditional recruiting methods like campus recruiting and job fairs are an ideal method for increasing the age diversity of the workforce.

FALSE

Written or videotaped RJPs are more effective than verbal RJPs.

FALSE

A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.

TRUE

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

A targeted recruiting message is designed to appeal to a particular audience.

TRUE

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

Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.

TRUE

Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.

TRUE

Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.

TRUE

Executive search firms are usually extremely expensive.

TRUE

If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.

TRUE

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

Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.

TRUE

Most organizational recruiting is done in-house.

TRUE

Niche employment websites are a popular method for finding recruits with a specific set of skills.

TRUE

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

One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.

TRUE

Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.

TRUE

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

Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants

TRUE

Realistic recruiting messages are less effective for those with considerable previous job experience.

TRUE

Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.

TRUE

Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.

TRUE

Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.

TRUE

Some organizations cooperate with one another during recruitment drives to minimize individual recruitment costs.

TRUE

Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.

TRUE

Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.

TRUE

The hope with realistic job previews is that job applicants will self-select into and out of the organization.

TRUE

The practice of not charging the business unit may result in the business unit users not being concerned about minimizing recruitment costs.

TRUE

There is some evidence that realistic job previews might scare away the most promising job candidates.

TRUE

With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.

TRUE

Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.

TRUE

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