TM Test 2

Job fairs are best for recruiting ________.

Active job seekers

Spillover effects are a direct and intentional consequence of a firm's recruitment practices.

False, are not direct and intentional consequence

Succession management means identifying specific back-up candidates for specific senior management positions.

False, it is not identifying back-up candidates

Liking one's job but not liking the company one works for reflects poor person-group fit.

False, it is not poor person group fit

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.

False, it is not supplementary fit

More and richer information is usually available about external rather than internal job candidates.

False, it is not usually available about external

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

False, methods are not used

Passive job seekers can be easy to find as they are constantly on the lookout for a better opportunity.

False, they are hard to find

Creating a simulation that visitors to the company's website can play to experience what a particular job at that company is like is an example of ________.

Gamifcation

Filling lower-level positions from the local labor market and higher-level positions from the regional or national labor market is an example of ________.

Geographic Targeting

A successful executive, who is happy with her current position, does not look for information about other jobs, but might be tempted by a great opportunity is a(n) ________.

Passive job seeker

Presenting both positive and potentially negative aspects of a job to recruits is a ________.

Realistic Job Preview

The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is ________.

Succession Management

If an individual's goals, values, and work style clashes with the goals, values, and work style of his or her co-workers, which of the following is true?

The individual has low person-group fit.

Multisource assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance.

True, MS assessments involve the employee's supervisor and more

Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee.

True, Skill inventories are databases

Well-designed assessment tools in hiring can affect the revenue and bottom line of a company.

True, affects revenue and bottom line

Distributive fairness is the perceived fairness of the hiring or promotion outcome.

True, distributive fairness

Becoming an employer of choice may increase the number of unqualified or inappropriate applicants.

True, increases the number of applicants

For firms whose talent philosophy supports promotion from within, internal sourcing is the core of the staffing system.

True, internal sourcing is the core

Unresponsive recruiters result in negative spillover effects.

True, negative spillover effects

Applicant flow is the number and type of applicants coming from each recruiting source.

True, number and type of applicants

Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were fair.

True, relates to people's beliefs

Recruiters influence job seekers, depending on the degree to which they are seen as reliable signals, giving a realistic preview of what it would be like to work for that company.

True, reliable signals

When an employee quits because he/she is passed over for promotion, what has occurred?

a negative stakeholder reaction

An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader, discuss what they did, and describe the result. This is an example of which external assessment method?

behavioral interview

________ rely on trained psychologists to subjectively analyze a candidate's attributes, values, and styles in the context of a particular job.

clinical assessments

Job seekers often rate ________ as the most job-related selection procedure.

interviews

An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.

low interactional fairness

Assigning a new employee to regularly meet with a more senior, more experienced employee to further the career development of both employees is ________.

mentoring

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

person-job fit

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

situational interview

Which of the following raters is often the most controversial feature of a multisource assessment?

subordinates

The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance is ________.

succession management

When a restaurant hires a server who has similar competencies to the existing servers, this is an example of ________.

supplementary fit

Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"?

Because "high potential" pool implies the rest are of low potential.

Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?

Distributive Fairness

Which of the following refers to the training of employees to extend their capabilities and prepare them to assume other jobs and roles in the firm?

Employee Development

An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?

Employee referral source

An HR manager trying to recruit for a number of key positions in a firm asks the best talent to recommend the best employees they've worked with in the past or employees they feel would be good performers. This is an example of ________.

Employee referrals