Ch. 5 - Questions

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."

"Applicants must be enthusiastic and willing to take risks."

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

It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used

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

KSAOs are in short supply

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.

The approach aids applicants in self-selecting out of the organization.

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

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

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

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

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

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 B. advertisements showing a relatively homogeneous workforce C. advertising in publications that aim for a general audience D. none of these

advertisements showing women and minorities in positions of leadership

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

advertising

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

all expressions of interest submitted through the internet

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

all of these

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

all of these

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

all of these

Which method of recruiting is most effective for tight labor markets and highly valued jobs? A. realistic B. targeted C. considerate D. branded

branded

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

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

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

carefully select and train all personnel included in staffing

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

costs of signing bonuses

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

duplications of effort are reduced

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

evidence of a visit to the physical employment site

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

exciting flash graphics presentations of opportunities

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

increasing expenditures on recruiting increases yields

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

it is useful for companies too small to have dedicated recruiters

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

keep applications on hold or on file for future consideration

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

large number of individuals

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

none of these statements is false

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

not as important as the actual job characteristics

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

organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success

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

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

Which method of recruiting is most effective at reducing turnover? A. realistic B. targeted C. considerate D. branded

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 B. websites C. newspaper advertising D. employment agencies

referrals and job trials

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

targeted

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

that the plaintiff had perfect knowledge regarding the misrepresentation

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

they can result in a large number of applications from individuals who are either unqualified or not really interested in the job

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

they reveal protected class characteristics that may form the basis of a lawsuit

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

those recruited by referrals are more qualified and committed

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

try to avoid showing too much interest in candidates

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

using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed

Research suggests __________ realistic job previews lead to reduce turnover most? A. verbal B. videotaped C. written D. computerized

verbal

Applicants typically prefer recruiters who are _________________. A. well-informed about the job B. in an HR-related function C. the same gender D. brusque

well-informed about the job

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

word of mouth

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

work and organization characteristics