Chapter 6 HRM

10) ________ influence the attractiveness of the job to potential applicants. A) Human resources plans B) Recruitment budgets C) Promote-from-within policies D) Employment status policies E) Compensation policies

) Compensation policies

48) To achieve optimum results from an ad, the ad should: A) tell people where to apply. B) create desire for the job. C) name whom to call. D) appear in the classified ads. E) none of the above.

) create desire for the job.

16) An effective way of spreading the word about job opportunities to current employees is: A) radio advertising. B) preparing a job description. C) placing a classified advertisement in the newspaper. D) job posting. E) preparing a job specification.

) job posting.

2) Which of the following is true of employer branding? A) It is the image of the organization as an employer held by persons external to the organization as well as current employees. B) It is the image of the organization as an employer held by persons external to the organization only. C) It is the image of the organization as an employer held by current employees only. D) It is the image of the organization as an employer held by applicants for a position with the organization only. E) It is important only for persons who are eventually hired by the organization.

A) It is the image of the organization as an employer held by persons external to the organization as well as current employees.

52) You are a recruiter in a telecommunication company. In recruiting for the position of Business Division Sales Manager which of the following would be the advantage of the employee referral method? A) It represents a low recruiting cost. B) It usually leads to higher quality candidates. C) It would assist in managing diversity in the firm. D) It generally attracts a greater pool of applicants than other methods. E) It does not allow inbreeding.

A) It represents a low recruiting cost.

1) Which of the following statements about recruitment is true? A) The recruitment process begins with the identification of a position that requires staffing, and is completed when resumes and/or completed application forms are received from an adequate number of applicants. B) The recruitment process begins with the identification of a position that requires staffing, and is completed when a short list of candidates has been compiled. C) In large organizations, in which recruiting is done on an almost continuous basis, there are specialists, known as employment managers, whose job it is to find and attract capable applicants. D) Recruitment is the process of searching for and selecting the most appropriate individual to staff job requirements. E) The HR department staff members have line authority for recruitment.

A) The recruitment process begins with the identification of a position that requires staffing, and is completed when resumes and/or completed application forms are received from an adequate number of applicants.

62) Which of the following statements about headhunters is true? A) They often specialize in a particular type of talent. B) Their code of ethics prohibits them from contacting individuals who are currently employed. C) They are used for jobs in the $30,000 plus pay range. D) They are paid a fee by the job seeker. E) The percentage of positions filled by such firms is generally quite large.

A) They often specialize in a particular type of talent.

26) For executive-level positions, firms normally rely on: A) professional search firms. B) employment agencies. C) employee referrals. D) newspaper ads. E) online recruitment.

A) professional search firms

37) Corporate career Web sites: A) provide a platform that promotes the corporate brand. B) educate the applicant about the industry. C) provide details about the human resource planning. D) capture data about the organization. E) provide links to company advertisements.

A) provide a platform that promotes the corporate brand.

7) Determining the job requirements involves: A) reviewing the job description and job specification and updating them, if necessary. B) perusing the human resources plan. C) reviewing the employment equity plan. D) relying on the human resources requisition form. E) relying on the supervisorʹs judgment.

A) reviewing the job description and job specification and updating them, if necessary.

21) You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of an internal job posting include: A) the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates. B) unsuccessful job candidates are rarely demotivated, understanding feedback may not be communicated in a timely manner. C) it is rare that it is a difficult decision about which candidate to select; even if there are two or more equally qualified candidates. D) every qualified employee does not have a chance for transfer or promotion. E) it does not reduce the likelihood of special deals and favouritism.

A) the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates.

74) Employee leasing typically is: A) an arrangement that involves a company transferring specific employees to the payroll of a subsidiary of the organization. B) an arrangement that involves a company transferring specific employees to the payroll of a professional employer organization (PEO) in an explicit joint-employment relationship. C) an contract that involves an organization hiring individuals permanently. D) an arrangement that involves a company transferring specific employees to the payroll of an agency. E) an arrangement to hire that involves an organization hiring individuals from designated groups.

B) an arrangement that involves a company transferring specific employees to the payroll of a professional employer organization (PEO) in an explicit joint-employment relationship.

61) To seek out middle- to senior-level professional and managerial employees, firms often retain: A) an employment agency. B) an executive search firm. C) a talent scout. D) a professional or trade association. E) a professional agency.

B) an executive search firm.

8) Constraints affecting the recruitment process arise from: A) emerging labour shortages and inducements offered by competitors. B) emerging labour shortages, inducements offered by competitors, and employment equity plans. C) there are no constraints. D) inducements offered by competitors. E) employment equity plans and emerging labour shortages.

B) emerging labour shortages, inducements offered by competitors, and employment equity plans.

14) You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of filling the position with inside candidates includes all of the following EXCEPT: A) difficulty for a newly-chosen leader to gain acceptance. B) less orientation is required C) inbreeding. D) less innovative approaches to decision-making E) a waste of time if all internal candidates must be interviewed.

B) less orientation is required

15) To be effective, promotion from within requires using each of the following tools EXCEPT: A) human resources records. B) newspaper advertisements. C) skills inventories. D) interviewing. E) job posting.

B) newspaper advertisements.

43) ASP firms provide: A) resume writing workshops. B) standardized application forms. C) a short list of candidates for interviews. D) a long list of candidates for interviews. E) sample resumes.

B) standardized application form

34) Popularity of Internet job boards among job seekers is high due to: A) the technological requirements of the Internet. B) the number of job postings available on one site. C) they are not popular. D) the types of job postings available. E) the features of the job boards.

B) the number of job postings available on one site.

36) With the overabundance of applicants now found on most online job boards, employers now use: A) Monster.ca. B) their own corporate websites to recruit. C) print advertising. D) application service providers. E) workopolis.ca.

B) their own corporate websites to recruit.

63) Advantages associated with the use of headhunters include all of the following EXCEPT: A) they typically know the marketplace. B) their skill in recruiting employees of all levels. C) their skill in reaching individuals who are employed. D) their wide number of business contacts. E) their skill in reaching individuals who are not actively looking to change jobs

B) their skill in recruiting employees of all levels.

35) One problem with Internet job boards is: A) there are no problems. B) they are vulnerable to privacy breaches. C) job seekers cannot search multiple job boards with one query. D) fake job postings lead to resumes copied onto competing job boards. E) it is difficult to post resumes online.

B) they are vulnerable to privacy breaches.

49) Blind ads: A) are always used if the position is still staffed. B) are the same as want ads. C) allow for confidentiality for the hiring firm. D) are favoured by job seekers. E) do not allow a job seeker to unknowingly send a resume to the firm at which they are currently employed

C) allow for confidentiality for the hiring firm.

45) Active job seekers: A) must have an accessible, prominently positioned link on the homepage leading directly to the career section to make it easier for them to pursue job opportunities. B) are the individuals that visit the career Web sites. C) are not the only type of individuals to visit the career Web site. D) have the best access to the career Web sites. E) are known as ʺpassiveʺ job seekers.

C) are not the only type of individuals to visit the career Web site.

4) The second step in employer branding includes: A) defining the target audience in terms of where to find them. B) defining the reasons why the organization is a unique place to work. C) defining the reasons why the organization is a unique place to work and would be an attractive employer to the desired audience. D) building a pool of candidates. E) defining the target audience in terms of where to find them and what they would want from an employer.

C) defining the reasons why the organization is a unique place to work and would be an attractive employer to the desired audience.

58) Benefits associated with internship, co-op, and field placement programs include all of the following EXCEPT: A) current knowledge and enthusiasm. B) less likelihood of leaving shortly after hire if employed by the firm. C) experienced talent D) the ability of employers to assess the skills and abilities of potential employees. E) low recruitment costs.

C) experienced talent

33) Online job boards are: A) fast, convenient and easy, when the job boards used are large. B) slow but easy to use. C) fast, convenient and easy. D) secure and confidential. E) fast, but not easy.

C) fast, convenient and easy.

41) Best practices for career Web sites include: A) including a unique application for each functional area. B) using an ASP. C) having a direct link from the homepage to the career page. D) using print along with the Web site. E) embellishing business prospects.

C) having a direct link from the homepage to the career page.

39) Online recruiting must be consistent with the companyʹs overall: A) business development strategy. B) sales strategy. C) marketing strategy. D) operations strategy. E) finance strategy.

C) marketing strategy.

30) Employers may use a recruiting yield pyramid for each recruitment method to determine the: A) number of applicants failing the recruiting and selecting process. B) number of applicants rejected. C) number of applicants that must be attracted to hire the required number of new employees. D) amount of lead time needed to hire the required number of new employees. E) projected turnover rate.

C) number of applicants that must be attracted to hire the required number of new employees.

27) In a recent survey, local newspaper advertising was rated as ʺvery usefulʺ by 54 percent of respondents for which of the following categories of employees? A) technical employees B) managers/supervisors C) other salaried employees D) executives E) professional employees

C) other salaried employees

68) The CFLC is responsible for: A) developing a database of job postings for skilled personnel at no charge. B) conducting reserve force training that develops military skills. C) promoting the hiring of reservists by civilian employers. D) allowing employers to interview for personnel at more than 300 military units. E) requiring civilian employers to give reservists time off for training.

C) promoting the hiring of reservists by civilian employers.

17) Information typically found in a job posting includes all of the following EXCEPT: A) job title. B) pay range. C) the name of the previous incumbent. D) qualifications required. E) posting date.

C) the name of the previous incumbent.

75) Significant benefits to hiring and retaining older employees include: A) the opportunity to develop flexible work options. B) their knowledge of history-how things were done. C) their strong work ethic. D) the opportunity to invest in retraining. E) none of the above.

C. STRONG WORK ETHIC

23) Which of the following is a limitation of recruiting from within the organization? A) If there is a job posting policy, external candidates can only be considered if there are no qualified internal candidates. B) In firms with a promote-from-within policy, positions are rarely filled externally. C) Most entry-level jobs are filled with current employees. D) If positions are vacated unexpectedly, there may be no qualified internal candidates. E) All of the above are limitations of recruiting from within.

D) If positions are vacated unexpectedly, there may be no qualified internal candidates.

38) Corporate Web sites can help the company create a pool of candidates who have: A) already worked with the company. B) already been prescreened. C) already filled out an application form. D) already expressed interest in the organization. E) replied to a specific ad in print.

D) already expressed interest in the organization.

31) Employers may use time-lapse data for each recruitment method to determine the: A) number of applicants rejected. B) number of applicants failing the recruiting and selecting process. C) projected turnover rate. D) amount of lead time needed to hire the required number of new employees. E) number of applicants that must be attracted to hire the required number of new employees.

D) amount of lead time needed to hire the required number of new employees

57) Summer internship programs: A) hire college and/or university students to complete summer projects before they graduate. B) produce win-win results, but students benefit more. C) have one objective only: to allow students to obtain business experience. D) frequently offer permanent positions following graduation if interns have excellent performance. E) are expensive to assess students.

D) frequently offer permanent positions following graduation if interns have excellent performance

54) Nepotism: A) is a disadvantage as associated with hiring on an on-line job board. B) is a preference for hiring past colleagues of current employees; this is associated with employee referrals. C) is associated with recruiting at schools. D) is a preference for hiring relatives of current employees. E) can cause morale problems associated with hiring for executive positions.

D) is a preference for hiring relatives of current employeeS

13) You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The advantages of filling the position with inside candidates includes: A) insiders are less likely to require training and are more likely to have an innovative approach. B) managers are provided with a longer-term perspective when making business decisions. C) there would be no advantages. D) managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave. E) insiders are likely to have an innovative approach.

D) managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave.

18) Skills inventories are: A) not useful unless there is a unique job being applied for. B) only computerized. C) used for employee training. D) often used as a supplement to job postings. E) always used instead of job postings.

D) often used as a supplement to job postings.

53) Perhaps the biggest drawback associated with employee referrals is the: A) dissatisfaction of employees whose referral is not hired. B) potential for morale problems. C) unrealistic expectations newly-hired employees have about the firm. D) potential for systemic discrimination. E) costs involved in providing cash awards

D) potential for systemic discrimination

22) You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following is most helpful as a supplement to job postings to ensure that qualified internal candidates are identified and considered when vacancies arise? A) a telephone hot-line B) a succession plan C) a replacement chart D) skills inventories E) replacement summaries

D) skills inventories

59) Human resource centres are used primarily to help: A) technical employees. B) union employees. C) supervisory employees. D) unemployed individuals. E) skilled tradespersons.

D) unemployed individuals.

51) Which of the following is considered an inexpensive recruitment method? A) employee referrals B) educational institutions C) walk-ins D) walk-ins and write-ins E) write-ins

D) walk-ins and write-ins

77) Renu, a recruiter at a sportswear retailer, has developed a job application form on which applicant responses have been weighted, based on their statistical relationship to measures of job success. The form she developed is known as a: A) weighted application form. B) statistical application form. C) biographical information blank. D) weighted application blank. E) selection test.

D) weighted application blank.

24) You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following would not account for why you would recruit externally? A) Creative problem-solving techniques may be acquired. B) Rivalry and competition between employees may be eliminated. C) Employment equity goals and timetables may be met. D) The quality of the selection decision may be better. E) Qualified employees have a chance for promotion.

E) Qualified employees have a chance for promotion.

72) All of the following statements about temporary help agencies are true EXCEPT: A) Temps cost much less than permanent employees. B) Firms may use temporary employees to handle special projects for which there are no current employees with time and/or expertise. C) Temporary agencies provide supplemental workers. D) If a temp performs unsatisfactorily, a substitute can generally be sent within one business day. E) Temps are generally well paid.

E) Temps are generally well paid.

60) Situations in which an employer may use an employment agency for candidate recruitment include all of the following EXCEPT: A) difficulty in generating a pool of qualified job candidates for this type of position in the past. B) the need to fill an open position quickly. C) the organization does not have an HR department. D) lack of an internal HR department. E) a perceived need to attract a more homogeneous pool of applicants.

E) a perceived need to attract a more homogeneous pool of applicants.

44) Corporate Web sites: A) create different types of applications and help recruiters manage relationships with candidates. B) improve recruitment through online screening tools for communicating with candidates, thereby saving time. C) are using career Web sites to advertise products or services sold. D) are allowing streamlining of data to use in the application. E) are using career Web sites to position corporate brands to advertise career opportunities.

E) are using career Web sites to position corporate brands to advertise career opportunities.

6) When job openings arise unexpectedly these openings are identified by: A) determining the job requirements. B) building a pool of candidates. C) human resources planning. D) manager request. E) choosing the appropriate recruitment source(s) and method(s).

E) choosing the appropriate recruitment source(s) and method(s).

25) External recruitment often results in: A) the generation of a homogeneous pool of applicants. B) rivalry and competition among employees. C) problems in meeting employment equity goals. D) higher costs due to extensive training. E) cost savings due to less extensive training.

E) cost savings due to less extensive training.

3) The first step in employer branding includes: A) HR planning. B) defining the target audience in terms of where to find them. C) building a pool of candidates. D) developing the employee value proposition. E) defining the target audience in terms of where to find them and what they would want from an employer.

E) defining the target audience in terms of where to find them and what they would want from an employer

70) Job fair events would not allow: A) top prospects to be invited to visit the firm at a later date. B) recruiters to share information about the organization. C) computer technology can be used; some job fairs are held on-line. D) recruiters to share job opportunities in an informal, relaxed setting. E) in-depth assessment of candidates

E) in-depth assessment of candidates

67) The types of positions commonly filled through union hiring halls include all of the following EXCEPT: A) welders. B) pipe fitters. C) plumbers. D) carpenters. E) security guards.

E) security guards.

71) As outlined in the text, sources of nonpermanent staff are: A) older workers. B) younger workers. C) contract workers and temporary help agencies. D) temporary help agencies. E) temporary help agencies, contract workers, and employee leasing

E) temporary help agencies, contract workers, and employee leasing

69) Open houses are: A) common in government organizations. B) the most popular recruitment method. C) not used today. D) none of the above E) the choice when there are many jobs for candidates.

E) the choice when there are many jobs for candidates.

9) An engineering consulting company operating across Canada has launched an initiative to recruit engineers from England. Which of the constraints on the recruitment process is this most likely primarily designed to address? A) employment equity plans B) employment status policies C) inducements offered by competitors D) compensation policies E) the labour shortage for certain occupations in Canada

E) the labour shortage for certain occupations in Canada

28) Yield ratio is: A) applicants who perform well in the hiring process. B) the percentage of applicants that will not proceed to the next stage of the process. C) applicants that do not continue in the hiring process. D) applicants who perform poorly in the hiring process. E) the percentage of applicants that proceed to the next stage of the process

E) the percentage of applicants that proceed to the next stage of the process

46) Best practices for career Web sites include: A) flashy design. B) focusing on easy navigation but not allowing fast download times. C) allowing no third-party sources of information. D) presenting material in large blocks of text. E) trying to personalize each job seekerʹs experience.

E) trying to personalize each job seekerʹs experience.

5) Identifying which job requirements should be filled internally and which externally is most closely associated with: A) building a pool of candidates. B) choosing the appropriate recruitment method(s). C) a human resources requisition form. D) determining the job requirements. E) HR planning.

e. hr planning

76) Which of the following is true about recruiting members from Generation Y according to recent research? A) They value creativity, diversity, and social responsibility. B) They value job security. C) Work/life balance is their greatest priority in choosing an employer. D) They value job security and diversity. E) They value creativity and social responsibility.

A) They value creativity, diversity, and social responsibility.

47) The four-point guide should be used to construct an ad. The guide is called: A) PA. B) DA. C) AIDA. D) IDA. E) none of the above.

C) AIDA.

65) To achieve optimum results from an advertisement, the four -point guide known as AIDA should be used. This stands for: A) attention, interest, desire, action. B) attention, illumination, development, assessment. C) attention, interest, development, action. D) approach, introspection, desire, activity. E) alert, interest, desire, appraisal.

A) attention, interest, desire, action.

32) Online recruitment: A) does increase hiring speed, and therefore reduces the costs of vacant positions. B) reduces hiring speed but does reduce the costs of vacant positions. C) reduces the use of the Intranet and Internet technology. D) increases hiring speed, and therefore increases the costs of vacant positions. E) reduces hiring speed because of technological complexities.

A) does increase hiring speed, and therefore reduces the costs of vacant positions

56) You are a recruiter in a telecommunications company and are hiring for the position of Human Resources Clerk. The position requires some formal training but little work experience. Which of the following recruitment methods is likely to be most effective in generating a pool of qualified candidates at low cost? A) educational institutions B) employment agencies C) newspaper advertisements D) human resource centres E) professional journal advertisements

A) educational institutions

20) Advantages of job posting include all of the following EXCEPT: A) employment equity goals are more likely to be met. B) every qualified employee is provided with a chance for a transfer or promotion. C) the organizationʹs policies and guidelines regarding promotions and transfers are communicated. D) the likelihood of special deals and favouritism is reduced. E) the organizationʹs commitment to career growth and development is demonstrated.

A) employment equity goals are more likely to be met

40) Passive job seekers are: A) happily employed in their present job. B) manufacturing employees. C) professional employees. D) looking for a new job. E) managerial employees.

A) happily employed in their present job.

19) An examination of human resources records may reveal all of the following EXCEPT: A) occupational segregation. B) people who already have the requisite KSAs. C) persons with the potential to move into the vacant position if given some additional training. D) underemployment. E) employees who are working in jobs below their education or skill levels.

A) occupational segregation.

50) Which of the following is an advantage of using advertising as a recruitment method? A) advertising reduces costs associated with recruitment B) advertising allows employers to reach a diverse group of job applicants C) advertising saves time in the process D) there is no advantage E) advertising allows job seekers to respond very quickly

B) advertising allows employers to reach a diverse group of job applicants

42) Firms use application service providers to power their career Web sites so that the company: A) can reduce recruitment costs. B) does not have to worry about maintaining or updating the recruiting software. C) can worry about administering recruiting software only. D) can allow the HR department to focus on tactical recruitment efforts. E) can reduce recruitment costs.

B) does not have to worry about maintaining or updating the recruiting software

11) The biggest constraint on recruiting activity at this time is the: A) the recruitment budget. B) emerging labour shortage. C) environmental factors. D) recruiter preferences. E) organizational plans.

B) emerging labour shortage.

73) All of the following statements about contract workers are true EXCEPT: A) Many professionals with specialized skills become contract workers. B) Some have found themselves out of a full -time job due to cutbacks. C) Contract workers tend to have high employer commitment. D) Some contractors are individuals who have been unable to obtain full-time work. E) Some have consciously made a decision to work for themselves.

C) Contract workers tend to have high employer commitment.

55) Nepotism is a problem most closely associated with: A) walk-ins. B) human resource centres. C) employee referrals. D) write-ins. E) educational institutions.

C) employee referral

64) A potential pitfall to using Executive Search Firms includes all of the following EXCEPT: A) they may present unpromising candidates to a client. B) they can be more interested in persuading the employer to hire any candidate. C) they tend to be more salespeople than they are professionals. D) they tend to focus only on persons currently looking for new positions. E) the time that must be spent explaining in detail the type of candidate required.

D) they tend to focus only on persons currently looking for new positions

12) Recruiters must try to meet the prevailing standards while dealing with: A) organizational policies. B) environmental factors. C) the job specifications. D) recruiter preferences. E) inducements of competitors.

E) inducements of competitors.

29) Time-lapse data: A) can not be used for every recruitment method. B) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work and has completed the orientation process. C) does not take into account the amount of lead time available. D) is not a useful tool in the recruitment process. E) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.

E) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.

66) You are a recruiter with a software development firm and are seeking to fill positions requiring specific computer programming knowledge and work experience. Which of the following recruitment sources or methods would be particularly useful to you? A) educational institutions B) a labour organization C) newspaper advertising D) write-ins E) professional and trade associations

E) professional and trade associations