MAN4301 Ch. 6 Study

Peter Cullen & Associates uses a private employment agency to locate engineering staff. The company pays a fee to the employment agency every time it hires a candidate provided by the employment agency. In this scenario, Peter Cullen & Associates is using the services of _____.

A contingency firm

In which of the following situations would the use of temporary workers be most appropriate?

A tax preparation company that mostly handles individual clients and has few business clients

In the building trade, unions can best benefit employers by providing _____.

Apprenticeship Programs

Paul is the director of recruitment at Times Clockworks. After running a thorough study of their employees' backgrounds, Paul finds that Times Clockworks has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. Which of the following steps should Paul take to solve the problem most efficiently?

Begin advertising for job openings on the local Spanish radio station.

Which of the following would be the least important topic of training for a recruiter who will conduct interviews in a university campus?

Details of the jobs and job specifications.

. Which of the following statements is true of Internet recruiting?

If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company can be charged with an EEO discrimination complaint.

Which of the following is true of internal recruitment?

It can aid succession planning, future promotions, and career development.

Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly nineteen applicants with the minimum qualifications were found and al the candidates accepted the job offer. Which of the following is true about this scenario?

A salon shifts from Boston to New York and employs a new cashier through internet recruitment

Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly nineteen applicants with the minimum qualifications were found and all the candidates accepted the job offer. Which of the following is true about this scenario?

A selection process is not necessary in the given scenario

Which of the following candidates have the highest probability of being rejected by a U.S. organization that practices sound HR practices and recruits nontraditional diverse workers?

A young college-educated Danish woman without a visa.

Linda is the director of HR at Colette Value Inc., a large tax-preparation firm. The firm faces a dearth of tax preparers every year when the tax season approaches. Every December, Linda outsources a bulk of the recruiting process to an employment agency to recruit temporary employees before the tax season begins. However, she wants to do so without excessively limiting her final hiring decisions. Which of the following processes of recruitment should Linda carry out first hand?

Face-to-face interviews with finalists

True/False: Contingency firms charge a client a set fee whether or not the contracted search is successful.

False

True/False: Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.

False

True/False: General job fairs are primarily preferred by employers who are involved in continuous efforts to recruit.

False

True/False: Job boards can be used for internal recruitment but not for external recruitment.

False

True/False: Recruiting is essentially an administrative function rather than a part of strategic HR planning.

False

True/False: Rerecruiting former employees is a way of avoiding "inbreeding" while still using an internal recruiting source

False

True/False: The term "applicant population" refers to all individuals looking for a job in a particular geographic area.

False

True/False: Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism.

False

True/False: Yield ratio is a measure of the quality of job applicants.

False

True/False:A disadvantage of Internet recruiting is that it generates large numbers of passive job seekers who, typically, tend to be of low-quality.

False

Which of the following is a defining characteristic of regular staffing?

It uses workers who are traditional employees

Which of the following statements is true of job boards?

Job boards enable job seekers to submit resumes to many employers simultaneously.

The _____ includes all individuals available for selection, if all possible recruitment strategies are used.

Labor force population

Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.?

Plan to do more extensive external recruiting for technical and engineering positions

Which of the following is an advantage of internal recruitment?

Recruiting costs are comparatively lower

Which of the following is an example of external sources of recruitment?

Salon shifts from Boston to New York and employs a new cashier through internet recruitment

Which of the following statements is true about employees of employee leasing companies?

They are supplied by contract to employers.

True/False: A special labor market is suppliers and contractors for U.S. military forces.

True

True/False: Acceptance rate measures not just recruiting but selection issues as well.

True

True/False: An automated job posting system that automatically contacts internal candidates by company e-mail is an effective method for keeping good employees from looking outside the company for advancement.

True

True/False: An example of yield ratio is the proportion of applicants who accept an offer compared to the number of applicants who were interviewed at a job fair.

True

True/False: An organization with a strong union has a higher probability of having less flexibility than a nonunion company in deciding who will be hired and where a newly hired person will be placed.

True

True/False: Blogging creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.

True

True/False: Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market.

True

True/False: Internet recruiting generates high numbers of applicants and increases work for HR staff far beyond traditional recruiting methods.

True

True/False: Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.

True

True/False: Rules of the U.S. Internal Revenue Service and the U.S. Department of Labor determine which workers qualify as independent contractors.

True

True/False: The group of applicants that an organization has available to it when using a particular recruiting approach, such as Internet job boards, is the applicant population.

True

True/False: There are instances of companies that begin to attract students with capabilities while those students are in high school by encouraging them to participate in engineering internships during summers.

True

Which of the following is the best way in which recruiters can easily and accurately track responses to advertisements in various media?

Use different contact names, email addresses, or phone number codes in each ad.

If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts.

Which of the following statements is true about good recruiting efforts?

Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting team.

Which of the following statements is true about recruiting diversity?

The _____ pool consists of all persons who are actually evaluated for selection.

applicant

Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically provides direct access to the _____.

applicant population

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the Web site of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

applicant population

One advantage of leasing companies for employees is that _____.

employees can receive better benefits than a small company can offer

A passive job seeker is one who _____.

has a good job and is not actively looking to change jobs.

Angela is a self-employed graphic artist. She is usually hired by companies for special projects that lasts from a week to six months. Angela can be best described as a(n) _____.

independent contractor

John's Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective for John's Medical to advertise _____.

on the Web site of the oncology nurse practitioner professional organization

A(n) ____ typically takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee.

professional employer organizatio

Job fairs are primarily useful for _____.

rapid hiring of large numbers of people

There are two kinds of executive search firms; _____ firms charge a fee regardless of the success of the search.

retainer

The percent of applicants hired divided by the total number of applicants offered jobs is termed as _____.

the acceptance rate

The major saving in time generated by Internet recruiting compared with traditional recruiting is _____.

the time taken for communication between the applicants and the employer

A quantitative measure of a recruitment process outsourcing firm is _____.

time to fill

A _____ is a comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.

yield ratio