chapter6
As outlined in the text, sources of nonpermanent staff are: A) older workers. B) contract workers and temporary help agencies. C) temporary help agencies, contract workers, and employee leasing. D) younger workers. E) temporary help agencies.
C
Online recruiting must be consistent with the company's overall: A) marketing strategy. B) sales strategy. C) operations strategy. D) finance strategy. E) business development strategy.
A
Open houses are: A) the choice when there are many jobs for candidates. B) the most popular recruitment method. C) common in government organizations. D) not used today. E) none of the above
A
The four-point guide should be used to construct an ad. The guide is called: A) PA. B) AIDA. C) IDA. D) DA. E) none of the above.
B
Advantages associated with the use of headhunters include all of the following EXCEPT: A) their skill in reaching individuals who are not actively looking to change jobs. B) their wide number of business contacts. C) they typically know the marketplace. D) their skill in reaching individuals who are employed. E) their skill in recruiting employees of all levels.
E
You are a recruiter in a telecommunication company. In recruiting for the position of Business Division Sales Manager which of the following would be the advantage of the employee referral method? A) It would assist in managing diversity in the firm. B) It usually leads to higher quality candidates. C) It generally attracts a greater pool of applicants than other methods. D) It represents a low recruiting cost. E) It does not allow inbreeding.
D
Benefits associated with internship, co-op, and field placement programs include all of the following EXCEPT: A) current knowledge and enthusiasm. B) low recruitment costs. C) less likelihood of leaving shortly after hire if employed by the firm. D) the ability of employers to assess the skills and abilities of potential employees. E) experienced talent
E
Corporate Web sites can help the company create a pool of candidates who have: A) already expressed interest in the organization. B) already been prescreened. C) replied to a specific ad in print. D) already worked with the company. E) already filled out an application form.
A
Employers may use a recruiting yield pyramid for each recruitment method to determine the: A) number of applicants that must be attracted to hire the required number of new employees. B) projected turnover rate. C) number of applicants failing the recruiting and selecting process. D) number of applicants rejected. E) amount of lead time needed to hire the required number of new employees.
A
To achieve optimum results from an ad, the ad should: A) create desire for the job. B) name whom to call. C) tell people where to apply. D) appear in the classified ads. E) none of the above.
A
An effective way of spreading the word about job opportunities to current employees is: A) preparing a job specification. B) job posting. C) placing a classified advertisement in the newspaper. D) radio advertising. E) preparing a job description.
B
Identifying which job requirements should be filled internally and which externally is most closely associated with: A) a human resources requisition form. B) HR planning. C) building a pool of candidates. D) choosing the appropriate recruitment method(s). E) determining the job requirements.
B
Which of the following is an advantage of using advertising as a recruitment method? A) advertising allows job seekers to respond very quickly B) advertising reduces costs associated with recruitment C) advertising saves time in the process D) there is no advantage E) advertising allows employers to reach a diverse group of job applicants
E
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of an internal job posting include: A) every qualified employee does not have a chance for transfer or promotion. B) it is rare that it is a difficult decision about which candidate to select; even if there are two or more equally qualified candidates. C) it does not reduce the likelihood of special deals and favouritism. D) unsuccessful job candidates are rarely demotivated, understanding feedback may not be communicated in a timely manner. E) the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates.
E
For most employers, completion of an application form is the last step in the recruitment process.
T
HRDC helps individuals find jobs at no cost to the candidate but the employer must pay a fee.
T
Perhaps the biggest drawback associated with employee referrals is the: A) potential for systemic discrimination. B) potential for morale problems. C) costs involved in providing cash awards. D) dissatisfaction of employees whose referral is not hired. E) unrealistic expectations newly-hired employees have about the firm.
A
Significant benefits to hiring and retaining older employees include: A) their strong work ethic. B) the opportunity to invest in retraining. C) their knowledge of history-how things were done. D) the opportunity to develop flexible work options. E) none of the above.
A
Situations in which an employer may use an employment agency for candidate recruitment include all of the following EXCEPT: A) a perceived need to attract a more homogeneous pool of applicants. B) the need to fill an open position quickly. C) lack of an internal HR department. D) difficulty in generating a pool of qualified job candidates for this type of position in the past. E) the organization does not have an HR department.
A
Summer internship programs: A) frequently offer permanent positions following graduation if interns have excellent performance. B) are expensive to assess students. C) produce win-win results, but students benefit more. D) hire college and/or university students to complete summer projects before they graduate. E) have one objective only: to allow students to obtain business experience.
A
When job openings arise unexpectedly these openings are identified by: A) manager request. B) human resources planning. C) building a pool of candidates. D) choosing the appropriate recruitment source(s) and method(s). E) determining the job requirements.
A
Which of the following is a limitation of recruiting from within the organization? A) If positions are vacated unexpectedly, there may be no qualified internal candidates. B) In firms with a promote-from-within policy, positions are rarely filled externally. C) Most entry-level jobs are filled with current employees. D) If there is a job posting policy, external candidates can only be considered if there are no qualified internal candidates. E) All of the above are limitations of recruiting from within.
A
Which of the following is true about recruiting members from Generation Y according to recent research? A) They value creativity, diversity, and social responsibility. B) They value job security and diversity. C) Work/life balance is their greatest priority in choosing an employer. D) They value job security. E) They value creativity and social responsibility.
A
Which of the following statements about headhunters is true? A) They often specialize in a particular type of talent. B) The percentage of positions filled by such firms is generally quite large. C) Their code of ethics prohibits them from contacting individuals who are currently employed. D) They are paid a fee by the job seeker. E) They are used for jobs in the $30,000 plus pay range.
A
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of filling the position with inside candidates includes all of the following EXCEPT: A) less orientation is required B) inbreeding. C) difficulty for a newly-chosen leader to gain acceptance. D) less innovative approaches to decision-making E) a waste of time if all internal candidates must be interviewed.
A
You are a recruiter in a telecommunications company and are hiring for the position of Human Resources Clerk. The position requires some formal training but little work experience. Which of the following recruitment methods is likely to be most effective in generating a pool of qualified candidates at low cost? A) educational institutions B) newspaper advertisements C) human resource centres D) professional journal advertisements E) employment agencies
A
Best practices for career Web sites include: A) embellishing business prospects. B) having a direct link from the homepage to the career page. C) using an ASP. D) including a unique application for each functional area. E) using print along with the Web site.
B
Constraints affecting the recruitment process arise from: A) inducements offered by competitors. B) emerging labour shortages, inducements offered by competitors, and employment equity plans. C) there are no constraints. D) employment equity plans and emerging labour shortages. E) emerging labour shortages and inducements offered by competitors.
B
Corporate career Web sites: A) provide details about the human resource planning. B) provide a platform that promotes the corporate brand. C) educate the applicant about the industry. D) provide links to company advertisements. E) capture data about the organization.
B
Job fair events would not allow: A) computer technology can be used; some job fairs are held on-line. B) in-depth assessment of candidates. C) recruiters to share job opportunities in an informal, relaxed setting. D) top prospects to be invited to visit the firm at a later date. E) recruiters to share information about the organization.
B
To achieve optimum results from an advertisement, the four-point guide known as AIDA should be used. This stands for: A) attention, interest, desire, action. B) approach, introspection, desire, activity. C) alert, interest, desire, appraisal. D) attention, illumination, development, assessment. E) attention, interest, development, action.
B
To be effective, promotion from within requires using each of the following tools EXCEPT: A) job posting. B) newspaper advertisements. C) human resources records. D) skills inventories. E) interviewing.
B
Renu, a recruiter at a sportswear retailer, has developed a job application form on which applicant responses have been weighted, based on their statistical relationship to measures of job success. The form she developed is known as a: A) biographical information blank. B) weighted application blank. C) statistical application form. D) selection test. E) weighted application form.
B TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
For executive-level positions, firms normally rely on: A) online recruitment. B) employment agencies. C) professional search firms. D) employee referrals. E) newspaper ads.
C
With the overabundance of applicants now found on most online job boards, employers now use: A) application service providers. B) Monster.ca. C) their own corporate websites to recruit. D) workopolis.ca. E) print advertising.
C
Yield ratio is: A) applicants who perform well in the hiring process. B) the percentage of applicants that will not proceed to the next stage of the process. C) the percentage of applicants that proceed to the next stage of the process. D) applicants who perform poorly in the hiring process. E) applicants that do not continue in the hiring process.
C
You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following is most helpful as a supplement to job postings to ensure that qualified internal candidates are identified and considered when vacancies arise? A) a telephone hot-line B) a succession plan C) skills inventories D) replacement summaries E) a replacement chart
C
ASP firms provide: A) resume writing workshops. B) a long list of candidates for interviews. C) a short list of candidates for interviews. D) standardized application forms. E) sample resumes.
D
Blind ads: A) are favoured by job seekers. B) are always used if the position is still staffed. C) are the same as want ads. D) allow for confidentiality for the hiring firm. E) do not allow a job seeker to unknowingly send a resume to the firm at which they are currently employed.
D
Employers may use time-lapse data for each recruitment method to determine the: A) number of applicants rejected. B) projected turnover rate. C) number of applicants failing the recruiting and selecting process. D) amount of lead time needed to hire the required number of new employees. E) number of applicants that must be attracted to hire the required number of new employees.
D
Information typically found in a job posting includes all of the following EXCEPT: A) posting date. B) job title. C) pay range. D) the name of the previous incumbent. E) qualifications required.
D
Nepotism is a problem most closely associated with: A) walk-ins. B) human resource centres. C) write-ins. D) employee referrals. E) educational institutions.
D
Popularity of Internet job boards among job seekers is high due to: A) the technological requirements of the Internet. B) the types of job postings available. C) they are not popular. D) the number of job postings available on one site. E) the features of the job boards.
D
The first step in employer branding includes: A) developing the employee value proposition. B) HR planning. C) building a pool of candidates. D) defining the target audience in terms of where to find them and what they would want from an employer. E) defining the target audience in terms of where to find them.
D
The types of positions commonly filled through union hiring halls include all of the following EXCEPT: A) plumbers. B) welders. C) carpenters. D) security guards. E) pipe fitters.
D
To seek out middle- to senior-level professional and managerial employees, firms often retain: A) a talent scout. B) a professional or trade association. C) a professional agency. D) an executive search firm. E) an employment agency.
D
Which of the following is considered an inexpensive recruitment method? A) educational institutions B) employee referrals C) write-ins D) walk-ins and write-ins E) walk-ins
D
Which of the following statements about recruitment is true? A) The HR department staff members have line authority for recruitment. B) Recruitment is the process of searching for and selecting the most appropriate individual to staff job requirements. C) In large organizations, in which recruiting is done on an almost continuous basis, there are specialists, known as employment managers, whose job it is to find and attract capable applicants. D) The recruitment process begins with the identification of a position that requires staffing, and is completed when resumes and/or completed application forms are received from an adequate number of applicants. E) The recruitment process begins with the identification of a position that requires staffing, and is completed when a short list of candidates has been compiled.
D
Online job boards are: A) secure and confidential. B) fast, convenient and easy, when the job boards used are large. C) fast, but not easy. D) slow but easy to use. E) fast, convenient and easy.
E
Skills inventories are: A) always used instead of job postings. B) only computerized. C) used for employee training. D) not useful unless there is a unique job being applied for. E) often used as a supplement to job postings.
E
The biggest constraint on recruiting activity at this time is the: A) environmental factors. B) recruiter preferences. C) the recruitment budget. D) organizational plans. E) emerging labour shortage.
E
influence the attractiveness of the job to potential applicants. A) Human resources plans B) Recruitment budgets C) Promote-from-within policies D) Employment status policies E) Compensation policies
E
A detailed application form requesting biographical data found to be predictive of success on the job is known as a weighted application blank.
F
A disadvantage of using social networking sites as a recruitment method is the cost involved.
F
If there are illegal questions on an application form, an unsuccessful candidate may challenge the legality of the entire process. The burden of proof is on the job candidate.
F
Most of the recruitment methods outlined in the text can be used to attract designated group members even though the employer's commitment to equity and diversity is unclear.
F
Having a recruit-from-within policy may mean that no external candidates can be considered until the posting period is over, even if it is well known that there are no qualified internal candidates.
T
In many firms with a policy of promoting from within, potential external candidates are also considered.
T
Individuals working as temps who are seeking full-time employment are often highly motivated, knowing that many employers choose full-time employees from the ranks of their top-performing temps.
T
Many firms, recognizing the benefits of a multigenerational work force, are taking steps to recruit both older and younger workers.
T
One advantage of employee referrals is that, because there are no advertising fees involved, paying bonuses represents a low recruiting cost.
T
Recent research has found a strong correlation between successful recruiting and shareholder value.
T
Recruitment is the process of searching out and hiring qualified job applicants.
T
Recruits can be hired through union hiring halls, particularly in construction. The roster of members only work for one organization at a time.
T
Relying on employee referrals can result in systemic discrimination.
T
All of the following statements about contract workers are true EXCEPT: A) Contract workers tend to have high employer commitment. B) Many professionals with specialized skills become contract workers. C) Some contractors are individuals who have been unable to obtain full-time work. D) Some have consciously made a decision to work for themselves. E) Some have found themselves out of a full-time job due to cutbacks.
A
An engineering consulting company operating across Canada has launched an initiative to recruit engineers from England. Which of the constraints on the recruitment process is this most likely primarily designed to address? A) the labour shortage for certain occupations in Canada B) employment status policies C) employment equity plans D) compensation policies E) inducements offered by competitors
A
External recruitment often results in: A) cost savings due to less extensive training. B) rivalry and competition among employees. C) higher costs due to extensive training. D) the generation of a homogeneous pool of applicants. E) problems in meeting employment equity goals.
A
Nepotism: A) is a preference for hiring relatives of current employees. B) can cause morale problems associated with hiring for executive positions. C) is a preference for hiring past colleagues of current employees; this is associated with employee referrals. D) is a disadvantage as associated with hiring on an on-line job board. E) is associated with recruiting at schools.
A
An examination of human resources records may reveal all of the following EXCEPT: A) persons with the potential to move into the vacant position if given some additional training. B) occupational segregation. C) underemployment. D) employees who are working in jobs below their education or skill levels. E) people who already have the requisite KSAs.
B
One problem with Internet job boards is: A) it is difficult to post resumes online. B) they are vulnerable to privacy breaches. C) there are no problems. D) fake job postings lead to resumes copied onto competing job boards. E) job seekers cannot search multiple job boards with one query.
B
Active job seekers: A) are known as "passive" job seekers. B) have the best access to the career Web sites. C) are not the only type of individuals to visit the career Web site. D) must have an accessible, prominently positioned link on the homepage leading directly to the career section to make it easier for them to pursue job opportunities. E) are the individuals that visit the career Web sites.
C
All of the following statements about temporary help agencies are true EXCEPT: A) If a temp performs unsatisfactorily, a substitute can generally be sent within one business day. B) Temps cost much less than permanent employees. C) Temps are generally well paid. D) Firms may use temporary employees to handle special projects for which there are no current employees with time and/or expertise. E) Temporary agencies provide supplemental workers.
C
Human resource centres are used primarily to help: A) supervisory employees. B) union employees. C) unemployed individuals. D) skilled tradespersons. E) technical employees.
C
Online recruitment: A) reduces hiring speed because of technological complexities. B) reduces the use of the Intranet and Internet technology. C) does increase hiring speed, and therefore reduces the costs of vacant positions. D) reduces hiring speed but does reduce the costs of vacant positions. E) increases hiring speed, and therefore increases the costs of vacant positions.
C
The CFLC is responsible for: A) allowing employers to interview for personnel at more than 300 military units. B) requiring civilian employers to give reservists time off for training. C) promoting the hiring of reservists by civilian employers. D) developing a database of job postings for skilled personnel at no charge. E) conducting reserve force training that develops military skills.
C
Passive job seekers are: A) managerial employees. B) happily employed in their present job. C) professional employees. D) manufacturing employees. E) looking for a new job.
B
Recruiters must try to meet the prevailing standards while dealing with: A) organizational policies. B) inducements of competitors. C) environmental factors. D) recruiter preferences. E) the job specifications.
B
Application forms can legally ask for information pertaining to citizenship.
T
A potential pitfall to using Executive Search Firms includes all of the following EXCEPT: A) they may present unpromising candidates to a client. B) they tend to focus only on persons currently looking for new positions. C) the time that must be spent explaining in detail the type of candidate required. D) they can be more interested in persuading the employer to hire any candidate. E) they tend to be more salespeople than they are professionals.
A
Advantages of job posting include all of the following EXCEPT: A) employment equity goals are more likely to be met. B) the organization's commitment to career growth and development is demonstrated. C) the organization's policies and guidelines regarding promotions and transfers are communicated. D) every qualified employee is provided with a chance for a transfer or promotion. E) the likelihood of special deals and favouritism is reduced.
A
The second step in employer branding includes: A) building a pool of candidates. B) defining the reasons why the organization is a unique place to work and would be an attractive employer to the desired audience. C) defining the target audience in terms of where to find them and what they would want from an employer. D) defining the reasons why the organization is a unique place to work. E) defining the target audience in terms of where to find them.
B
Time-lapse data: A) is not a useful tool in the recruitment process. B) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work. C) can not be used for every recruitment method. D) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work and has completed the orientation process. E) does not take into account the amount of lead time available.
B
You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following would not account for why you would recruit externally? A) The quality of the selection decision may be better. B) Creative problem-solving techniques may be acquired. C) Qualified employees have a chance for promotion. D) Rivalry and competition between employees may be eliminated. E) Employment equity goals and timetables may be met.
C
Which of the following is true of employer branding? A) It is the image of the organization as an employer held by persons external to the organization only. B) It is the image of the organization as an employer held by applicants for a position with the organization only. C) It is important only for persons who are eventually hired by the organization. D) It is the image of the organization as an employer held by persons external to the organization as well as current employees. E) It is the image of the organization as an employer held by current employees only.
D
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The advantages of filling the position with inside candidates includes: A) insiders are likely to have an innovative approach. B) insiders are less likely to require training and are more likely to have an innovative approach. C) there would be no advantages. D) managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave. E) managers are provided with a longer-term perspective when making business decisions.
D
Best practices for career Web sites include: A) allowing no third-party sources of information. B) focusing on easy navigation but not allowing fast download times. C) flashy design. D) presenting material in large blocks of text. E) trying to personalize each job seeker's experience.
E
Corporate Web sites: A) are allowing streamlining of data to use in the application. B) are using career Web sites to advertise products or services sold. C) improve recruitment through online screening tools for communicating with candidates, thereby saving time. D) create different types of applications and help recruiters manage relationships with candidates. E) are using career Web sites to position corporate brands to advertise career opportunities.
E
Determining the job requirements involves: A) reviewing the employment equity plan. B) perusing the human resources plan. C) relying on the human resources requisition form. D) relying on the supervisor's judgment. E) reviewing the job description and job specification and updating them, if necessary.
E
Employee leasing typically is: A) an arrangement that involves a company transferring specific employees to the payroll of an agency. B) an contract that involves an organization hiring individuals permanently. C) an arrangement that involves a company transferring specific employees to the payroll of a subsidiary of the organization. D) an arrangement to hire that involves an organization hiring individuals from designated groups. E) an arrangement that involves a company transferring specific employees to the payroll of a professional employer organization (PEO) in an explicit joint-employment relationship.
E
Firms use application service providers to power their career Web sites so that the company: A) can allow the HR department to focus on tactical recruitment efforts. B) can worry about administering recruiting software only. C) can reduce recruitment costs. D) can reduce recruitment costs. E) does not have to worry about maintaining or updating the recruiting software.
E
In a recent survey, local newspaper advertising was rated as "very useful" by 54 percent of respondents for which of the following categories of employees? A) professional employees B) technical employees C) executives D) managers/supervisors E) other salaried employees
E
You are a recruiter with a software development firm and are seeking to fill positions requiring specific computer programming knowledge and work experience. Which of the following recruitment sources or methods would be particularly useful to you? A) educational institutions B) a labour organization C) write-ins D) newspaper advertising E) professional and trade associations
E
A risk of using social networking sites as a recruitment method is that disgruntled former employees or customers may post negative comments on the site.
T
External recruitment is generally the major source of candidates.
T
Trends of particular significance today include a decrease in the availability of younger workers.
T