MAN 3301 CHAPTER 6
51. Recruiting is exclusively an administrative function rather than a part of strategic HR planning. a. True b. False
ANSWER: False
52. All individuals looking for a job in a particular geographic area are referred to as the labor force population. a. True b. False
ANSWER: False
54. Santiago, the HR Director at Illumin Media, notices that the proportion of minorities in his company's managerial ranks is too low. To solve this issue, Illumin Media should emphasize internal recruiting methods over external recruiting methods. a. True b. False
ANSWER: False
55. Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to Seattle, Washington. Solange Allure will be changing its occupational labor market. a. True b. False
ANSWER: False
59. Employment agencies typically have their own workforce, which they supply by contract to employers with jobs. a. True b. False
ANSWER: False
61. Job boards can be used for internal recruitment but not for external recruitment. a. True b. False
ANSWER: False
63. Twitter is popular among recruiters because it does not have any character limit. a. True b. False
ANSWER: False
65. A disadvantage of Internet recruiting is that it generates a large number of passive job seekers. a. True b. False
ANSWER: False
67. Recruiters have completely stopped using newspaper ads as a tool for external recruitment because job seekers use the Internet almost exclusively even in smaller cities and towns. a. True b. False
ANSWER: False
68. Contingency firms charge a client a set fee whether or not the contracted search is successful. a. True b. False
ANSWER: False
70. Web-based job postings and social media are more expensive than newspapers. a. True b. False
ANSWER: False
73. Utilizing employee referrals of family members and friends is an unethical recruiting method. a. True b. False
ANSWER: False
74. Twitter is an example of an Internet job board. a. True b. False
ANSWER: False
75. Yield ratios measure the quality of job applicants. a. True b. False
ANSWER: False
53. The group of applicants that is available to an organization when it uses a particular recruiting approach, such as Internet job boards, is called the applicant population. a. True b. False
ANSWER: True
56. Generation Y workers value meaningful work and an opportunity to actively contribute to work policies and arrangements. a. True b. False
ANSWER: True
57. An example of a special labor market is suppliers and contractors for U.S. military forces. a. True b. False
ANSWER: True
58. Recruiting should be viewed as a type of organizational marketing and should be consistent with an organization's overall presentation of its image. a. True b. False
ANSWER: True
60. Regulations established by the U.S. Internal Revenue Service and the U.S. Department of Labor determine which workers qualify as independent contractors. a. True b. False
ANSWER: True
62. Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards. a. True b. False
ANSWER: True
64. LinkedIn is a well-known professional social networking website. a. True b. False
ANSWER: True
66. Internet recruiting generates a high number of applicants and increases the work of HR staff far beyond traditional recruiting methods. a. True b. False
ANSWER: True
69. An organization with a strong union is more likely to have less flexibility than a nonunion company in deciding who will be hired and where a newly hired person will be placed. a. True b. False
ANSWER: True
71. Internships give college students the opportunity to work for different companies and gain important career exposure. a. True b. False
ANSWER: True
72. The purpose of the job posting system in an organization is to provide employees with more opportunities to move within the organization. a. True b. False
ANSWER: True
76. An example of yield ratios is the proportion of the number of applicants who received a job offer to the number of applicants who were interviewed in the final round of the selection process. a. True b. False
ANSWER: True
77. Calculating the acceptance rate helps identify how successful an organization is at hiring candidates. a. True b. False
ANSWER: True
78. Mining résumés is a software approach to getting the best-fitting résumés from a big database. a. True b. False
ANSWER: True
79. The success base rate is a long-term measure of whether the HR function has provided productive, long-term employees for an organization. a. True b. False
ANSWER: True
80. A long-term measure of recruiting effectiveness is to compare the number of past applicants who became successful employees with the number of applicants against whom they competed for their jobs. a. True b. False
ANSWER: True
11. One advantage of leasing employees is that: a. they can receive better benefits than they otherwise would get in many small businesses. b. employers can hire permanent employees. c. it reduces total payroll costs for employers. d. they are protected from wage discrimination since employers are legally liable for any discrimination against them.
ANSWER: a
14. Patricia was placed at Oliver & Co. through a temporary service firm for two months. Because of her outstanding performance, Oliver & Co. wants to hire Patricia for a full-time position. Given this scenario, which of the following statements is most likely to be true? a. The temporary service firm can bill a placement charge to Oliver & Co. b. Oliver & Co. will not be liable for Patricia's safety even after hiring her permanently because of the previously signed employee leasing agreement. c. Patricia's wages will reduce by about 5 percent. d. Patricia can claim stock option compensation from Oliver and Co. on joining the firm permanently.
ANSWER: a
16. Angela is a self-employed graphic artist. She is usually hired by companies for special projects that last from a week to six months. Angela can be best described as a(n) _____. a. independent contractor b. core worker c. regular employee d. full-time employee
ANSWER: a
20. Which of the following is an example of good recruiting efforts in an organization? a. Taking steps to attract minority applicants in case of disparate impact b. Advertising job openings for individuals with specific religious values to improve ethical practices within the organization c. Using terminologies such as young and enthusiastic for candidate requirements in job advertisements d. Avoiding specific designations such as EEO/M-F/AA/ADA in job advertisements
ANSWER: a
23. Which of the following is a characteristic of flexible staffing? a. It helps employers avoid some of the costs of full-time benefits. b. It increases the time spent on recruiting efforts such as screening and initial training of workers. c. It is used exclusively when core workers lack motivation and perform ineffectively. d. It increases an organization's legal compliance requirements.
ANSWER: a
25. Which of the following statements is true of Internet job boards? a. They enable job seekers to submit résumés to many employers simultaneously. b. Much of the information provided by employers on Internet job boards is intended to mislead competitors. c. The performance levels of applicants hired through Internet job boards are lower than the performance levels of applicants hired through traditional recruitment methods. d. Individuals recruited through Internet job boards are mandated by law to pay a service charge to their respective job boards.
ANSWER: a
27. Which of the following is a feature of Internet recruiting? a. It requires employers to track applicants and file EEO reports. b. It requires the entire selection process to be conducted virtually. c. It makes recruiting local talent difficult for employers. d. It cannot be used to target specific audiences.
ANSWER: a
3. Which of the following is a major reason why employers use independent contractors? a. Employers obtain significant savings because benefits are not provided to independent contractors. b. Independent contractors are highly motivated and tend to perform better than full-time employees. c. Independent contractors strive hard to move into a full-time position. d. Employers can easily train and develop independent contractors for future projects.
ANSWER: a
36. Cullen & Associates uses a private employment agency to hire 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, Cullen & Associates is most likely using the services of a _____. a. contingency firm b. retainer firm c. craft union d. labor union
ANSWER: a
39. Labor unions can benefit employers by: a. implementing apprenticeship and cooperative staffing programs. b. giving the employers the power to decertify the unions. c. giving the employers freedom from the legal liability of employees. d. providing enhanced flexibility in recruitment decisions.
ANSWER: a
4. The _____ includes all individuals available for selection if all possible recruitment strategies are used. a. labor force population b. external labor market c. recruitment pool d. internal labor market
ANSWER: a
40. Job fairs are primarily useful for _____. a. rapid hiring of a large number of candidates b. recruiting temporary workers c. hiring ethnocentric workers d. avoiding unsuitable applicants
ANSWER: a
41. Which of the following is true of school recruiting and college recruiting? a. Cooperative programs with employers generate qualified future applicants for full-time positions. b. College recruiting is one of the least expensive recruitment methods. c. Companies that target minority students before they graduate are likely to be violating EEO laws. d. School recruiting and college recruiting are types of internal recruitment.
ANSWER: a
45. Which of the following is a feature of job posting? a. It gives existing employees the first chance at job openings before external candidates are considered. b. It reduces the threat of organizational inbreeding because the posting crosses divisional and departmental boundaries in search for new talent. c. It significantly hinders an employee's chances of promotion within an organization. d. It is a reliable source of external recruitment.
ANSWER: a
48. The percentage hired from a given group of candidates is called the _____. a. selection rate b. success base rate c. yield ratio d. acceptance rate
ANSWER: a
50. The rejection rate of a company explains: a. the competitiveness of the company compared with other companies. b. the satisfaction level of its existing employees. c. the efficiency of the existing recruiting methods of the company. d. the performance levels of the company's recruiters.
ANSWER: a
6. Stacy, an HR Manager at Stack Bank, posts a job advertisement for the position of loan officer on the website of the American Bankers Association. This will allow Stacy to determine the _____ for the role of a loan officer. a. applicant population b. labor force population c. applicant pool d. entire labor market
ANSWER: a
7. In the context of labor markets, _____ consists of all persons who are actually evaluated for selection. a. the applicant pool b. a collared-worker group c. the contingent workforce d. a self-directed team
ANSWER: a
17. Studies have shown that women are more likely to apply for a job when the job ad contains the word _____. a. determined b. responsible c. assertive d. Aggressive
ANSWER: b
19. Paul, the Director of Recruitment at an insurance company, finds that the company has a disparate impact on the proportion of Hispanic employees compared to the proportion of Hispanics in the labor market. Which of the following steps should Paul take to solve the problem most efficiently? a. He should lower the job specifications for Hispanic applicants. b. He should start advertising for job openings on the local Spanish radio station. c. He should continue using the current recruiting practices because only organizations with affirmative action plans are required to meet EEO guidelines. d. He should freeze the hiring process until qualified Hispanics apply for vacant positions.
ANSWER: b
2. Hugo Gonzalez, the CEO at Hugo Tech Inc., believes that male employees are likely to switch jobs more frequently than female employees. He instructs his HR team to favor female candidates over male candidates in the recruitment and selection process. Which of the following is most likely true of the recruitment practice at Hugo Tech? a. It motivates the female employees at Hugo Tech to work hard. b. It is a violation of Title VII of the Civil Rights Act. c. It reduces political infighting within the company. d. It tends to reduce the attrition rate among male employees.
ANSWER: b
29. Which of the following is an advantage of using technology in recruiting? a. Technology-enhanced recruiting methods identify passive job seekers and thus save time for HR staff members. b. Applicants can respond quickly to job postings by sending electronic responses. c. Employers receive less applications when recruiting online than when recruiting through traditional methods. d. Technology-enhanced recruiting methods such as web postings need not be updated regularly.
ANSWER: b
30. Internet recruiting can limit the fairness in hiring because: a. certain employers use designations such as EEO/M-F/AA/ADA in their job advertisements. b. individuals from lower socioeconomic groups mostly have limited access to the Internet. c. the use of terminology such as young and enthusiastic is restricted. d. it excludes retirees who are interested in seeking new employment opportunities.
ANSWER: b
42. Which of the following is true of internal recruitment? a. It leads to a more diverse workforce than external recruitment. b. It facilitates succession planning, future promotions, and career development of employees. c. It brings new perspectives into an organization that can be applied to business opportunities and challenges. d. It is especially useful when organizations face rapidly changing competitive environments and conditions.
ANSWER: b
43. Which of the following organizations is most likely to benefit from external sources of recruitment? a. An organization that emphasizes promotion and career development of employees b. An organization that faces rapidly changing competitive environments and conditions c. An organization that emphasizes reducing recruitment costs d. An organization that focuses on reducing recruitment time and resources
ANSWER: b
47. _____ compare the number of applicants at one stage of the recruiting process with the number at the next stage. a. Requisition cancellation rates b. Yield ratios c. Success base rates d. Selection ratios
ANSWER: b
1. The process of generating a pool of qualified applicants for organizational jobs is called _____. a. requisitioning b. pre-screening c. recruiting d. Summoning
ANSWER: c
10. A(n) _____ typically hires the staff of an employer and writes paychecks, pays taxes, prepares and implements HR policies, keeps all the required HR records for the employer, and bears legal liability for a fee. a. employment agency b. payroll vendor c. professional employer organization d. seed investor
ANSWER: c
12. Which of the following statements is true of employee leasing firms? a. They are not legally liable for any discrimination against employees leased to client companies. b. They screen temporary workers who wish to move to full-time positions within a company. c. They often charge client companies between 4 percent and 6 percent of employees' monthly salaries. d. They usually provide employees with lesser benefits than they would have received in small companies.
ANSWER: c
15. Train Tax, a tax preparation company, has identified that the total cost of its employee benefits contributes to 30 percent of the company's expenses. Which of the following should be incorporated by Train Tax to reduce its cost associated with employee benefits? a. It should partner with employment agencies to recruit core workers. b. It should rerecruit retired employees on a permanent basis. c. It should employ temporary workers. d. It should adopt job posting systems.
ANSWER: c
18. The designation EEO/M-F/AA/ADA in the employment advertisements of an employer indicates that: a. the employer will hire only minorities and disabled persons. b. the employer has been found liable in a discrimination lawsuit. c. the employer has a policy of complying with equal employment regulations. d. the employer encourages disparity in its workforce.
ANSWER: c
21. Which of the following performance criteria is a qualitative measure of a recruitment process outsourcing firm? a. Number of new hires b. Time to fill c. Applicant satisfaction d. Cost to fill
ANSWER: c
24. A _____ is a qualified individual who is not actively looking for work but might be interested if the right job comes along. a. job shadower b. contingent worker c. passive job candidate d. boomerang employee
ANSWER: c
26. John's Hospital is recruiting for the post of oncology nurse practitioner. Which of the following will most likely help the hospital target qualified applicants? a. Advertising about nursing on a microblogging site such as Twitter b. Posting online recruitment videos on a general job board such as Monster or CareerTV c. Advertising on a niche website that targets occupations in nursing d. Advertising on a social networking site such as Facebook
ANSWER: c
28. Which of the following recruitment options is most likely to target applicants specifically interested in the job field and reduce the number of less-qualified applicants? a. Internet job boards b. Social media and networking c. Professional/career websites d. Job fairs
ANSWER: c
38. In the context of the types of executive search firms, _____ charge a fee only after a candidate is hired by a client company. a. craft unions b. labor unions c. contingency firms d. retainer firms
ANSWER: c
44. Which of the following is an advantage of internal recruitment? a. It leads to the generation of new ideas through tunnel vision thinking. b. It reduces competition among employees and political infighting for promotions. c. It improves organization fit because current employees understand the company's culture. d. It saves time and effort on training employees for the new role.
ANSWER: c
49. The percentage of applicants hired divided by the total number of applicants offered jobs is called the _____. a. selection rate b. success base rate c. acceptance rate d. fill rate
ANSWER: c
9. Which of the following performance criteria is a quantitative measure of a recruitment process outsourcing firm? a. Hiring manager satisfaction b. New-hire retention rate at six months c. Time to fill d. Interview-to-offer ratio
ANSWER: c
13. Which of the following candidates has the highest probability of being rejected by a U.S. organization that follows ethical HR practices and recruits nontraditional diverse workers? a. A 40-year-old African American who was unemployed for 15 years b. A 30-year-old woman with a hearing impairment c. A 45-year-old single mother d. A 24-year-old Danish woman without a U.S. visa
ANSWER: d
22. Edison Inc., an electrical utility company, is venturing into a business in which electricity is generated through solar and wind energy. Which of the following job recruitment strategies should be incorporated by the HR Director at Edison to reduce the existing disparate impact in the company? a. Avoiding specific designations such as EEO/M-F/AA/ADA in job advertisements b. Highlighting terms such as young and enthusiastic and journeyman lineman in job advertisements c. Focusing on the training and development of existing employees to meet the technological demands of the new business venture d. Emphasizing external recruiting methods to attract skilled minority applicants
ANSWER: d
31. Which of the following is likely to be the least important topic of training for a recruiter who conducts on-campus interviews? a. EEO regulations b. Details of the jobs and job specifications c. The company's desired image and brand d. The company's job posting software
ANSWER: d
32. Compared to internal recruiting, an advantage of external recruiting is that: a. external hires tend to perform better than internal hires. b. it takes less time and resources. c. recruited employees require lesser orientation efforts. d. it has the potential to generate larger applicant pools.
ANSWER: d
33. Which of the following is an example of an external source of recruitment? a. A veterinarian selects one of her interns as her assistant. b. A software engineer refers his friend for a job position in his company. c. An assistant librarian is shortlisted for the post of head librarian in the same library. d. A salon moves from Boston to New York and employs a new cashier through Internet recruitment.
ANSWER: d
34. Which of the following is the easiest way for recruiters to easily and accurately track responses to advertisements in various media while maintaining a large applicant population? a. Using only a few media sources for recruiting b. Asking applicants where they learned of the job opening c. Asking applicants about their experience with various media sources d. Using different contact names, e-mail addresses, or phone number codes in each advertisement
ANSWER: d
35. One of the best ways to analyze the effectiveness of a media advertisement is to: a. analyze the total cost of the advertisement posted through a specific media source. b. identify the total number of organizational citizenship behaviors generated by the advertisement. c. determine the ratio of the hired number of applicants to the total number of applicants. d. conduct a follow-up to see which media sources produced longer-lasting and better-performing employees.
ANSWER: d
37. In the context of the types of executive search firms, _____ charge a client a set fee whether or not the contracted search is successful. a. craft unions b. labor unions c. contingency firms d. retainer firms
ANSWER: d
46. Calculating the average amount of time it takes from contact to hire for each source of applicants allows a firm to most accurately: a. determine yield ratios for all steps of the recruitment process. b. determine the application drop off rate. c. estimate the time efficiency of hired applicants. d. identify the most time-efficient recruiting sources.
ANSWER: d
5. Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting approach typically provides direct access to the _____. a. applicant pool b. entire pool of eligible candidates c. entire labor market d. applicant population
ANSWER: d
8. Colette Value Inc., a game development firm, has received a new project that involves the development of a mobile game. The project must be completed within a year. The company, however, is facing a shortage of mobile game developers and must hire 50 developers to ensure the timely completion of the project. As a result, the firm decides to take part in a job-related event that would give the firm access to a large pool of applicants at the same time. Which of the following recruitment options has Colette Value decided to use to find a large number of suitable candidates in a short time? a. Alumni networks b. Job posting systems c. Employee referrals d. Job fairs
ANSWER: d
