Chapter 5 HR

Which segment of the labor force is growing the​ fastest? A. Ages 25-34 B. Ages 45-64 C. Ages 18-24 D. Ages 65-74 E. Ages 35-44

Ages 45-64

Temporary employees are an example of which of the​ following? A. Alternative staffing B. ​On-demand recruiting C. Succession planning D. Applicant tracking E. College recruiting

Alternative staffing

Which of the following is a mathematical process used to forecast whether current employees will be available to fill key​ positions? A. Succession planning B. Position replacement card C. Scatter plot D. Trend analysis E. Markov analysis

Markov analysis

What type of biodata would be best to predict employee tenure and​ performance? A. Noninvasive data such as length of time on the job or highest degree earned B. Noninvasive biodata such as birth order and salary goals C. Data on​ age, race, or sex D. Invasive data such as​ long-term goals and personality characteristics E. Invasive data such as marital status and family size

Noninvasive data such as length of time on the job or highest degree earned

Super​ Semiconductors, Inc. has contracted its customer service function to a company located in India. Which of the following best describes this​ move? A. Outsourcing B. Recruiting C. Alternative staffing D. Staffing E. Offshoring

Offshoring

Shorter work​ schedules, or​ "mini shifts," will help an employer to recruit which type of​ employee? A. Younger B. Older C. Single parent D. Minority E. Temporary

Older

Allowing for shorter work schedules is a good way to recruit which type of​ employee? A. Disabled workers B. Minority employees C. Single parents D. Female employees E. Older employees

Older employees

Which of the following issues is MOST important to consider before deciding to recruit an older​ workforce? A. Older employees are more trainable. B. Older workers are more reliable and have lower absentee rates. C. Older workers have a higher workdash-family imbalance. D. Older workers are less interested in advancement as they near retirement age. E. Older workers have higher absenteeism because of physical health problems.

Older workers are more reliable and have lower absentee rates.

An online ad should do which of the​ following? A. Require applicants to send resumes through email. B. Transfer newspaper ads to the Web. C. Use abbreviations. D. Keep job descriptions for internal use only. E. Provide a way for applicants to gauge if the job is a good fit.

Provide a way for applicants to gauge if the job is a good fit.

Which of the following helps a company to gauge which staffing issues need to be​ resolved? A. Ratio analysis B. Recruiting yield pyramid C. Position replacement card D. Trend analysis E. Skills inventory system

Ratio analysis

Which of the following is a tool that management can use to determine the qualifications of current employees so they can recruit and train​ accordingly? A. Scatter plots B. Ratio analysis C. Skills inventory system D. Recruiting yield pyramid E. Trend analysis

Skills inventory system

According to a recent​ Lloyd's of London risk​ index, what is the number 2 risk facing businesses​ today? A. Tax increases B. Loss of customers C. Increasing government regulation D. Budget constraints E. Talent and skill shortages

Talent and skill shortages

What tool can a manager use to attract a pool of internal​ candidates? A. Promoting current employees B. Social media sites such as LinkedIn C. Alternative staffing firms D. Customer referrals E. Job postings

Job postings

Super Semiconductors needs to identify the gaps between its current workforce and what it believes it will need in the future. To do​ this, Super Semiconductors should perform which of the​ following? A. Alternative staffing B. Workforce planning C. Succession planning D. Scatter plot E. Recruiting

Workforce planning

Employees of temporary staffing firms that work in an​ employer's company are typically considered employees of​ ______. A. the temporary staffing firm B. neither the temporary staffing firm nor the company C. the state employment office D. both the temporary staffing firm and the company E. the company where they are performing work

both the temporary staffing firm and the company

One way for a company to increase the overall effectiveness of its recruiting efforts is to focus on​ _______, which includes showing candidates why the company is a good place to work. Which of the following aids a company in increasing the effectiveness of its recruiting efforts by demonstrating to candidates why the company is a good place to​ work? A. branding B. forecasting C. workforce planning D. succession planning E. alternative staffing

branding

Finding applicants for the​ employer's open positions is known as​ _______. A. employee recruiting B. succession planning C. ​on-demand recruiting D. alternative staffing E. workforce planning

employee recruiting

A​ company's application forms must comply with​ _______. A. alternative staffing guidelines B. biodata C. mandatory arbitration clauses D. equal employment laws E. employee recruitment policies

equal employment laws

To build a good employment​ plan, managers need to use​ _______. Which of the following will enable managers to build a good employment​ plan? A. forecasts B. alternative staffing C. college recruiting D. application service providers E. recruiting yield pyramids

forecasts

Using​ _______ is a common and inexpensive way to find internal job candidates. A. social media sites B. job postings C. word of mouth D. recruiters E. print ads

job postings

Braxton's departmental goal for the year is to manufacture​ 10,000 more windows than last year. He knows that each of his seven current employees can build​ 1,000 windows each year. Braxton should use a​ _______ to determine how many additional employees he will need to hire to meet the goal. A. scatter plot B. skills inventory C. recruiting yield pyramid D. ratio analysis E. trend analysis

ratio analysis

Flextime programs that provide some schedule flexibility are generally promoted to help recruit​ _______ employees. A. older B. minority C. younger D. temporary E. single parent

single parent

The process of deciding what positions the company needs to fill and how to best fill them is known as​ _______. A. trend analysis B. recruiting C. workforce planning D. alternative staffing E. succession planning

workforce planning

Daniel is a recruiter for the Happy Bounce franchise. When he meets with potential​ recruits, he emphasizes that the company encourages its employees to participate in community service events and even allows paid time off for the employees to do so. What is Daniel attempting in this​ scenario? A. ​On-demand recruiting B. Succession planning C. Alternative staffing D. Branding E. Workforce planning

Branding

Which of the following should an employer NOT request on the application​ form? A. Membership in​ work-related societies or organizations B. Dates of graduation from high school​ and/or college C. Record of convictions D. Name and phone number of emergency contact E. Agreement to arbitrate

Dates of graduation from high school​ and/or college

Which of the following could be a potential drawback of hiring​ internally? A. Internal candidates often receive higher pay. B. New employees are more committed to the company than those promoted internally. C. The company will miss out on the talent of​ "stars" from other companies. D. Employees who are not hired become discontented. E. Current employees require more orientation.

Employees who are not hired become discontented.

Which of the following is a benefit of rehiring former​ employees? A. Former employees have a better attitude when they return. B. Background investigations or other employment tests were already done and​ don't have to be repeated. C. Department morale will increase when a former teammate returns. D. Former employees require less training. E. Former employees can bring a new skill set to the department.

Former employees require less training.

Which of the following strategies is the most effective way to recruit more​ women? A. Understand the barriers that prevent them from applying. B. Utilize local and state agencies that provide placement services for them. C. Have a plan driven by top management. D. Train supervisors to be more understanding of the problems they face. E. Allow for a shorter work schedule.

Have a plan driven by top management.

Which of the following is a potential disadvantage of hiring from​ within? A. Internal candidates may have similar perspectives. B. Internal candidates may require less orientation. C. Internal candidates may come in with higher salaries. D. Internal candidates may be more committed to the organization. E. Internal candidates may need less training.

Internal candidates may have similar perspectives.

Which of the following is an advantage of online​ recruiting? A. It generates fewer responses. B. It may exclude certain groups of candidates. C. It costs more. D. It generates quick responses. E. It brings in a deluge of resumes.

It generates quick responses.

Which is usually the first step in the prescreening​ process? A. The application form B. Advertising in the local newspaper C. The interview D. Internal recruiting E. The job posting

The application form

Amazing Industries needs to hire several production employees for its local plant. Which of the following would most likely be the best place for Amazing Industries to advertise for these​ employees? A. Chemical Engineering B. Trade and professional journals C. The local newspaper D. USA Today E. The Wall Street Journal

The local newspaper

On an application​ form, which of the following types of information can employers ask and still be in compliance with equal employment​ laws? A. Whether the applicant has a disability B. The​ applicant's gender C. The​ applicant's previous progress and growth D. Whether the applicant is a minority E. The​ applicant's age

The​ applicant's previous progress and growth

When asking about a​ candidate's membership in clubs or​ organizations, what type of information might be revealed that could affect the interview​ outcome? A. The​ candidate's response might indicate a philanthropic desire. B. The​ candidate's response might indicate a lack of focus or commitment to a group. C. The​ candidate's response about involvement in clubs and organizations might indicate their ability to get along well with others. D. The​ candidate's response might provide insight as to how closely the​ candidate's personal goals are aligned with their professional goals. E. The​ candidate's response might provide insight as to​ race, religion, or other protected groups under the EEOC.

The​ candidate's response might provide insight as to​ race, religion, or other protected groups under the EEOC.

Which of the following is a potential advantage of hiring​ internally? A. Internal hiring provides new perspectives. B. It is not necessary to formally respond to internal candidates that are not​ selected, saving time for managers. C. Internal promotions will​ "beef up" the​ company's succession planning system. D. The​ candidates' strengths and weaknesses are known. E. Managers spend time with​ employees, as they are often required to interview all internal candidates.

The​ candidates' strengths and weaknesses are known.

When hiring for a sales​ position, which of the following best explains why a firm would want to create the largest applicant pool possible for the​ opening? A. To be able to give the job to a friend B. To limit the number of older applicants C. To be able to screen for the best possible candidate D. To ensure no internal candidates are hired E. To ensure only minority candidates are hired

To be able to screen for the best possible candidate