Chapter 5: Recruitment

A possible disadvantage of employee-referred candidates is A. new candidates tend to reflect the demographic features of the current workforce B. candidates referred by current employees often tend to work too hard to prove themselves C. employee-referred applicants' knowledge of the organization is usually unofficial D. good employees tend to refer other good people E. referred applicants may come with the required skill sets

A

Among the fundamental objectives of Human Resources and Skills Development Canada is A. improve the standard of living and the quality of life for all Canadians B. directly enforcing employment equity legislation C. permitting workers to find work in the own communities regardless of cost D. enforcing a safe, stable, fair, and productive work environment for all Canadians E. promoting international labour legislation

A

Applicant tracking systems, direct mail solicitations, and leased workers are considered __________ recruitment methods A. non-traditional B. ineffective C. inexpensive D. illegal E. unacceptable

A

Concentrating on employee referrals as a form of recruiting A. can lead to charges of direct or systemic discrimination B. can be a costly recruiting method C. will bring in employees that likely have different work habits to current employees D. can and generally does substantially increase workplace diversity E. generally provides a very poor quality of applicant

A

Environmental conditions that constrain the recruiting function include A. the unemployment rate B. organizational policies C. no recruiting competition from other employers D. recruiting costs E. recruiter habits

A

External recruiting offers possible advantages including A. the acquisition of new skills and knowledge B. generally lower recruiting costs C. extended training and orientation period D. an automatic fit between the new employee and the organization E. increased morale and motivation among current employees

A

In many cases one of the key jobs of the recruiter is A. to sell the company to eligible recruits B. to learn about eligible applicants and make the jobs fit them C. to encourage all applicants to apply, regardless of eligibility D. to guarantee employment for good applicants E. to develop job standards based upon the applicant pool

A

Internal recruiting can offer advantages such as A. more accurate prediction of the person's chance of success B. bringing in "new blood" C. usually creates a drop in employee morale by those who were passed over for promotion D. new ideas introduced into the organization E. removing undesirable employees

A

Once set, the recruiting function in an organization should A. be evaluated on an on-going basis B. be allowed to operate without constant evaluation C. be evaluated only when problems appear D. be evaluated no more than every two to three years in order not to confuse applicants E. never be specifically evaluated for reasons of employee morale

A

One advantage of the signature line on a job application form is A. it provides permission from the applicant for the employer to verify information B. verification that the applicant knows how to read the application form C. allows the applicant the opportunity to change information at a later date D. makes the application form "look professional" to external applicants E. required under various provincial human rights acts

A

Recruiters who wish to do the very best they can still may find their actions restricted by A. organizational policies B. a large pool of applicants C. job requirements that require few complicated skills D. top management support E. a large recruiting budget

A

Recruiting the best candidates today A. can be a means of developing a competitive advantage B. means increasing future recruiting and training expenses C. is too expensive to do most of the time D. is done usually without trouble or expense E. is illegal under employment equity legislation

A

Recruitment is defined as the process of A. finding and attracting capable individuals to apply for employment B. locating and hiring new employees C. interviewing and hiring D. attracting and outsourcing employees E. systematic layoffs

A

The Job Bank is an example of a(n) A. HRSDC program B. private internet site C. private employment agency D. government program run by MFO (Ministry of Fisheries and Oceans) to help Atlantic fishermen E. program that the federal government posts available public service jobs

A

The biggest difference(s) between a private employment agency and a professional search firm is A. that professional search firms tend to be more specialized B. that search firms tend to seek out non-specific unskilled recruits C. that professional search firms do not charge the employer/client a fee for service D. that private employment agencies are federally licensed E. professional search firms do not recruit from among the employees of other firms

A

A blind ad is A. one that a candidate must request from the employer B. a want ad without employer identity C. an ad that only announces an available job but gives no information whatsoever D. an ad that is not placed directly in the classified employment section of a newspaper E. an ad that has not been written by the human resource department

B

A human resource department has a legitimate reason for asking for the following on a job application A. place of birth B. address C. religion D. national origin E. marital status

B

A significant cost of a "bad hire" that is difficult to quantify in monetary terms is A. total advertising costs B. number of lost customers or resources C. recruiter's travel expenses D. time it takes to conduct reference checks E. applicant testing costs

B

Although among the most common of recruiting methods want ads can have drawbacks such as A. they tend not to attract many applications B. they lack a certain secrecy that may be required on occasion C. they can be relatively less expensive than other methods D. they involve using print media E. they can give a fair amount of detail if desired

B

Among possible outcome(s) with offering a buy-back to a departing employee is that A. overall employee morale generally rises within the organization B. other employees may expect similar raises C. it is illegal in most provinces D. it can result in the employee doing less E. it is considered a form of personal harassment in many provinces

B

Hiring from a large, diverse pool of candidates A. makes the selection choices more difficult B. can offer greater flexibility and capabilities C. is an expensive recruiting plan D. creates a lengthy recruiting process E. is administratively very difficult to do

B

In one sense the recruiter for an organization can be said to be like a A. trainer B. marketer C. operations manager D. systems analyst E. financial officer

B

One feature of employment advertising on television is A. it is inexpensive B. the target audience is usually too broad C. that like readers of classified ads, viewers are specifically watching for jobs D. it can often be offensive to viewers E. it usually contravenes the equity employment legislation

B

One of the newest and increasingly popular tools for both job seekers and recruiters is A. television B. the Internet C. job fairs D. video advertising E. word-of-mouth

B

Private employment agencies (usually) A. hire permanent employees for organizations B. advertise for, and provide to an employer, a stream of applicants C. cash federal employment insurance cheques at a discount for people D. gather and screen applicants for themselves E. are another name for human resource departments in private organizations

B

Recruitment can be done only A. during business hours B. after identification of job openings C. after applicants have expressed an interest D. following the selection process E. if the organization has a professional human resources department

B

The recruiting process A. is completed after new recruits are trained B. begins when new recruits are sought and ends when their applications are submitted C. begins with job analysis and ends when the new employee is hired D. involves identifying candidates from a pool of applicants E. begins by reviewing the applicants and ends with a job offer

B

After identifying job openings, the recruiter next A. publishes an ad in the employment section of the local newspaper B. hires the best applicant C. reviews job analysis information D. selects people to be interviewed E. determines what type of interview to conduct

C

Because the economic environment can change quickly, recruiters should monitor changing statistics and conditions which include all of the following except A. employment statistics B. leading economic indicators C. cash flow D. want ad index E. predicted sales levels vs actual sales levels

C

Generally, blind ads receive information from applicants via A. telephone B. internet C. a post office or newspaper mailbox D. direct mail to the organization's human resource department E. pony express

C

In the personnel/human resource profession the term "buy-back" refers to A. taking back pension benefits for cash B. allowing an employee to purchase their company car at the end of its lease C. convincing an employee who plans to resign to stay on by offering an increased wage or salary D. buying back the contracts of leased workers before the contract term has run out E. buying a retiring employees company stock options

C

Job application forms can ask for the following information except A. name B. home address C. age D. personal phone number E. past or current employment status

C

One advantage of blind ads includes A. less internal (to the organization) confidentiality B. encouraging applications from people who want to work for that organization C. reduction of telephone inquires D. good (and free) organizational public relations E. that they always attract only the best applicants

C

One very effective and virtually no-cost recruitment source for employers is A. newspaper advertising B. walk-ins C. HRSDC information and data bases D. private employment agencies E. job fairs

C

Organizational policies that can act as constraints on recruiting include all the below except A. compensation policies B. promotion policies C. job requirements D. employment status policies E. international hiring policies

C

Recruiting specialists are known as A. selectors B. employment resource specialists C. recruiters D. selection specialists E. interviewers

C

Retainer search firms tend to be more popular with corporate human resource managers than do contingency search firms mainly because A. retainer search firms are always less expensive B. retainer search firms tend to be more aggressive C. contingency search firms can be tempted to fill a position at any cost, regardless of fit D. retainer search firms are more prevalent in most urban areas E. contingency search firms are always two to three times more expensive than retainer firms

C

Some popular measures of the effectiveness of the recruiting function include the following except A. cost per hire B. quality of hires compared to costs and methods C. quality of job descriptions and standards D. offers to applicants ratio E. time taken to fill a position

C

The key to success in recruitment is A. getting people to apply for jobs regardless of fit B. getting a very large number of people to apply C. getting the right type of applicant D. getting a lot of applicants at least cost E. hiring the best person

C

Transit advertising involves A. want ads for bus and commuter train drivers B. ads placed in transit camps C. ads placed in buses, trains, and subways D. ads placed on surveyors' equipment E. ads that are displayed for less than a week

C

When applicants lack necessary skills and aptitudes to be successful, additional resources must be spent in all of the following areas except A. training and development B. employee relations practices C. operations management D. employee communication systems E. selection

C

HRSDC offers a variety of programs for both employers and prospective employees that include all of the following except A. income security B. social development C. skills employment D. workers compensation E. post secondary school loans and grants

D

In preparing a resume, all the following are fairly important except A. grammar and syntax B. using specific words C. personal goals D. previous addresses E. education

D

Internal factors that constrain the recruiting function include all the following except A. human resource plans B. organizational policies C. costs D. environmental conditions E. recruiter habits

D

Recruiters, like all people, tend to develop work habits; all the following are true of such habits except A. they can eliminate time-consuming deliberations that reach the same answers B. they can perpetuate past mistakes C. they can obscure more effective alternatives D. they can have a major impact on management-labour relations E. they often come from previous recruitment successes

D

Recruiting is becoming more challenging because of all of the following except A. aging population B. stiff competition for talent C. rising compensation costs D. technological advances E. rising aspiration levels among new entrants

D

Recruitment methods can include all the following except A. write-ins B. walk-ins C. employee referrals D. job description analysis E. billboards

D

Research into campus recruiting has indicated that all the following aspects of recruiters are important to students except A. well informed B. honest C. skilled at their job D. only play up the strengths of their organization, even if exaggeration E. respect the interviewee

D

Some observers believe that the growing popularity of professional search firms is due to all the below except A. search firms can be more objective B. there is a lower cost per recruit C. an overall higher success rate in recruiting the right person D. there is a higher cost per recruit E. they free up time for the human resource department in the hiring organization

D

Sources for finding potential recruits can include all of the following except A. labour organizations B. the Internet C. departing employees D. unemployment data bases E. educational institutions

D

The easiest positions to fill are A. executive management B. high tech employees C. skilled workers D. front line staff E. unskilled labour

D

When recruiting from within, benefits may include all the following except A. employee familiarization with the organization B. employee is a "known" quantity C. increased workforce motivation D. acquisition of skills current employees do not possess E. possible lower recruiting costs

D

where employment equity programs exist, their impact on the recruiting function is A. generally non-existent B. there but fairly minimal C. important only in that recruiters must be aware of them, though they have no direct impact D. a constraint that must absolutely be taken into account E. up to the recruiter

D

Advantages of a formal job application form can include all the following except A. information is directly comparable between applicants B. it is a sample of the applicants own work, unlike a professionally prepared résumé C. it collects the required information D. it can have a signature line attached to an authorization and an affirmation of truth of information E. a description of the job

E

Advantages of employee referrals as a form of recruiting may include all the following except A. current employees may know others with similar skills B. new recruits will likely know something about the organization C. people tend to refer friends who often have similar habits and attitudes D. such recruits often tend to work hard in order to not let down the one who referred them E. usually increases employee diversity

E

Constraints on recruiting can include all the following except A. employment equity programs B. government legislation C. internal policies D. recruiter habits E. access to a large, skilled applicant pool

E

Issuing an instruction to recruiters to "find the best and most experienced applicant you can" can have all the following problems except A. it can be expensive B. if a high degree of experience is not actually needed there could be charges of discrimination C. experienced people can become bored if the job doesn't really require them D. the definition of "most experienced" can be somewhat vague for many jobs E. contravenes human rights legislation

E

Key recruitment decisions in strategic human resource planning include all the following except A. gaining competitive advantage from human capital B. investing resources into recruitment C. developing the benefits of a diverse workforce D. focusing on employee development E. current sales and budget figures

E

Problem(s) with campus recruiting include all the following except A. wasted time interviewing unqualified applicants B. difficulties in assessing candidates with little or no experience C. applicants who give standardized answers to interview questions D. candidates with limited work history E. dealing with overly enthusiastic young people

E

Professional associations can be a poor source for recruiters because A. many such associations regard recruiting as an activity that is beneath them B. members of professional associations tend to be less informed about developments in their field C. publications of professional associations are legally forbidden to carry advertising of any typ D. such associations tend to represent people with relatively specific specialties E. they normally provide only one type of professional job recruit

E

Some of the more popular measures to determine the effectiveness of current recruiting procedures can include all the below except A. turnover record of hires B. performance rating of hires C. total number of applications received D. ratio of job offers accepted to the number of offers made E. job specification terms

E

To compete for good people, recruiters are often required to offer inducements to potential recruits; such inducements could include all the following except A. hiring-on bonus B. location life-style C. paid professional membership or educational fees D. free on-site parking E. employee outsourcing

E

Want ads generally do all the following except A. describe the job B. identify the employer C. give information on how to apply D. indicate required skills and abilities E. state the preferred sex of applicants

E