MGT 320 Chapter 5

The best source of finding candidates is often​ ________. A. current employees B. radio ads C. a recruiter D. newspaper ads E. social media

A. Current Employees

One drawback of online recruiting is​ ________. A. employers may be deluged with resumes B. it​ doesn't provide quality candidates C. it generates less response D. response to job ads is slower than traditional advertising E. it costs more than traditional advertising

A. Employees may be deluged with resumes

Diversity training and education will help to​ ________. A. Encourage employees to value cultural differences B. Remove all differences between employees C. Desensitize employees to culture differences D. Mandate the cultural values that every employee must accept E. Create a more hostile work environment

A. Encourage employees to value cultural differences

A passive job candidate is one who​ ________. A. is not actively looking for a new job B. ​doesn't want their current employer to know they are searching jobs C. ​doesn't have much confidence D. is actively looking for a new job E. ​doesn't know how to use online job boards

A. Is not actively looking for a new job

The application form can tell the​ employer________. A. how truthful the applicant will be B. about the​ applicant's stability based on his or her previous work record C. if the applicant will pass the medical exam D. whether the applicant is a diversity candidate E. whether the applicant will request an employment contract

B. About the applicant's stability based on his or her previous work record

Workforce planning embraces​ _________. A. all new employees B. all future positions C. all current employees D. all current positions E. all candidates

B. All Future Positions

Temporary employees are examples of​ ________. A. contingency planning B. alternative staffing C. outside staffing D. short term planning E. succession planning

B. Alternative Staffing

Having outside vendors supply services that the​ company's own employees previously did in house is called​ ________. A. offshoring B. outsourcing C. recruiting D. staffing E. consulting

B. Outsourcing

​________ is the tool used for making forecasts based on the historical ratio between a causal factor and the number of employees required. A. Scatter plot B. Ratio analysis C. Business process reengineering D. HR scorecard E. Trend analysis

B. Ratio Analysis

Recruiting is largely shifting from online job boards to​ ________. A. radio ads B. social networking sites C. personal contact D. word of mouth E. newspaper ads

B. Social Networking Sites

State run employment service agencies are supported by​ _______. A. Congress B. the U.S. Department of Labor C. the Supreme Court D. the Equal Employment Opportunity Commission E. the National Labor Relations Board

B. The U.S. Department of Labor

Employees of temporary staffing firms working in an​ employer's workplace are considered employees of​ ________. A. the state B. the temporary staffing firm C. both the temporary staffing firm and the company D. neither the temporary staffing firm nor the company E. the company

C. Both the temporary staffing firm and the company

ABC Industries has decided to run a print ad for production employees. The best publication would be the​ _______. A. New York Times B. USA Today C. local newspaper D. Wall Street Journal E. Economist

C. Local Newspaper

Having outside vendors or employees abroad supply services that the​ company's own employee previously did in house is called​ _______. A. recruiting B. consulting C. offshoring D. outsourcing E. staffing

C. Offshoring

Customer Service Representatives for ABC Industries work​ remotely, often from​ home, using information technology. These employees are referred to as​ ________. A. contingent employees B. union employees C. telecommuters D. Temporary employees E. interns

C. Telecommuters

Forecasting workforce demands starts with estimating​ ________. A. the amount of training required B. how much overtime will be required C. what the demand will be for your products and services D. the best production schedule E. the amount budgeted for labor.

C. What the demand will be for your products and services

One advantage of online recruiting is​ ________. A. it may exclude certain groups of candidates B. it​ doesn't provide quality candidates C. employers are often deluged with resumes D. it costs much less than traditional recruiting E. it is not dependable

D. It costs much less than traditional recruiting

The basic rule of​ ________ is to understand the special needs and create a set of policies and practices that creates a more hospitable environment in which they can work. A. recruiting a homogenous workforce B. succession planning C. contingency planning D. recruiting a diverse workforce E. strategic planning

D. Recruiting a diverse workforce

The next step after completing the job analyses and deciding which jobs need to be filled is​ ________. A. making an offer to a candidate B. what skills are necessary to perform the job C. determining the budget for the jobs D. recruiting and selecting employees for the jobs E. determining the personal​ qualities, traits,​ skills, and background that are required for successful job performance

D. Recruiting and Selecting Employees for the jobs

​________ helps management anticipate staffing and skills​ shortages, and thereby facilitate workforce​ planning, recruitment and training plans. A. HR scorecards B. Ratio analysis C. Trend analysis D. Skills inventory systems E. Scatter plots

D. Skills Inventory Systems

During job​ interviews, recruiters for ABC Industries stress its environmental and socially responsible values. These recruiters are participating in​ ________ A. unionizing B. negotiating C. selling D. coercing E. branding

E. Branding

An online ad should provide a way for potential applicants to​ _______. A. skip the phone interview and electronically schedule an​ in-person interview B. contact the CEO directly C. know how much the job will pay D. identify the person currently performing the job E. gauge if the job is a good fit

E. Gauge if the job is a good fit

Effective promotion from within requires​ ________. A. using a recruiter B. the seniority of the workforce C. the education level of the workforce D. ensuring only qualified applicants apply E. providing career oriented appraisals

E. Providing Career Oriented Appraisals

To gauge staffing​ issues, managers use​ ________. A. alternative staffing B. a scatter plot C. position replacement cards D. succession planning E. the recruiting yield pyramid

E. The Recruiting Yield Pyramid

​________ is the process of deciding what positions the firm will have to​ fill, and how to fill them. A. Job Analysis B. Compliance planning C. Training plan D. Job Specification E. Workforce planning

E. Workforce Planning