HRM 361 Chapter 6: individual/Recruitment and Selection (Multiple Choice)

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. can be a means of developing a competitive advantage

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. finding and attracting capable individuals to apply for employment

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. more accurate prediction of the person's chance of success

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. the acquisition of new skills and knowledge

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. after identification of job openings

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. begins when new recruits are sought and ends when their applications are submitted

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. getting the right type of applicant

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. environmental conditions

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

D. front line staff

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. unemployment data bases

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. employee outsourcing

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. job specification terms