Chapter 6: Test your knowledge
Ruby is the HR Manager of a company that manufactures toys. When she posted a job ad in a couple of local newspapers, she received résumés of 30 applicants. She rejected 11 résumés as they did not match the basic technical expertise required for the job. The remaining 19 applicants were called for the interview, and finally, 12 of them were offered the job. In the given scenario, which of the following numbers represents the size of the applicant pool? 30 19 12 11
19
Which of the following is NOT a type of flexible worker? A temporary worker A leased worker An independent contractor A core worker
A core worker
Which of the following is the most effective media ad? A newspaper ad costs $50 and results in 60 candidates, out of which none are hirable. A radio ad costs $220 and results in 30 candidates, out of which two are hirable. An Internet post costs $500 and results in 350 candidates, out of which one is hirable. A billboard costs $350 and results in 50 candidates, out of which two are hirable.
A radio ad costs $220 and results in 30 candidates, out of which two are hirable.
Which of the following is the problem with evaluating the cost of recruiting by dividing total cost incurred to recruit employees in the year by the number of hires for the year? Accurately identifying items that should be included in recruiting expenses is difficult. The resulting value cannot be verified by any other formula. It does not give a separate value for the cost of quality. It does not take into account the salary that will be paid to the recruit.
Accurately identifying items that should be included in recruiting expenses is difficult.
Which of the following is an external recruiting method? Rerecruiting a former employee Using organizational databases An employee referral An Internet job posting
An Internet job posting
Which of the following is an internal recruiting source? An employment agency A newspaper An employee referral A labor union
An employee referral
Gwen's company has an opening for a marketing manager. Gwen believes that the company should hire a new employee rather than promoting one of the existing marketing representatives. Which of the following advantages of an external hire should she point out to convince the marketing director? An external hire is likely to bring new insights and expertise. An external hire is likely to facilitate succession planning. An external hire will provide hope and motivation to employees. An external hire will improve organization fit.
An external hire is likely to bring new insights and expertise.
Which of the following adjectives in a recruiting ad is most likely to discourage women from applying for the job? Dedicated Responsible Conscientious Assertive
Assertive
Which of the following is a recent advance that is making it easier to conduct formal analyses as part of recruiting evaluation? E-video technology Big Data Mobile technology Gamification
Big Data
_____ are individuals who have left an organization for other jobs and are sometimes willing to return because the other positions and employers turned out to be less attractive than initially thought. Probationers Flexible workers Boomerangs Passive job candidates
Boomerangs
In the context of technology for recruiting, which of the following is an important new skill for recruiters? Recordkeeping Communication Negotiation and organization skills Building connections via social media
Building connections via social media
How can a company make the recruiting process more effective? By reducing the requirements for applicants By collecting demographics for all applicants By requesting the equal employment reporting data By developing an applicant tracking system
By developing an applicant tracking system
How are business schools taking active steps to ensure that MBA students are getting the kinds of experiences that make them attractive to organizations? By hiring graduates By conducting student surveys By researching By networking
By networking
Which of the following is a significant source of entry-level professional and technical employees? Alumni networks Headhunters Trade publications College and university students
College and university students
Which of the following recruiting methods often leads to higher-quality hires made in less time? Employee referrals Social media recruiting Online job sites Job agencies
Employee referrals
Identify an internal recruitment method. Employee-focused recruiting Recruiting through labor unions Headhunting Media recruiting
Employee-focused recruiting
What is the purpose of calculating the yield ratio? To evaluate the cost of creating an applicant pool To approximate the required size of the initial applicant pool To evaluate a new hire's productivity To approximate the number of employees needed to operate efficiently
To approximate the required size of the initial applicant pool
In the context of recruiting source choices, which of the following is true of recruiting? Promoting existing employees is more suitable than external hiring for organizations that face rapidly changing competitive environments. External hires are more suitable for companies that operate in environments that change slowly. External recruiting tends to produce the best results overall as external hires tend to be more driven and enthusiastic about a new position. Existing employees who are given new work opportunities tend to perform considerably better than external hires.
Existing employees who are given new work opportunities tend to perform considerably better than external hires.
Which of the following is a key recruiting tactic to let good performers know that they would be welcomed back in the future? Referrals Bonuses External recruiting Exit interviews
Exit interviews
Which of the following is an advantage of using flexible staffing? Flexible staffing reduces an organization's legal compliance requirements. Flexible workers perform more effectively than core workers because of their varied experience. Flexible staffing creates significant enhancements in individual skills and knowledge. Flexible workers are highly motivated as they have an opportunity for long-term employment.
Flexible staffing reduces an organization's legal compliance requirements.
Which of the following groups in a recruiting evolution pyramid is the largest? Final interviewees Formal applicants Hires Offer recipients
Formal applicants
Which of the following questions can Rosa ask to evaluate recruiting efforts of her company's HR department? How many months does it take for new hires to be promoted? What is the labor force population? How much time does it take to fill openings? What is the applicant's gender?
How much time does it take to fill openings?
Which of the following questions may applicants be asked to evaluate a company's recruiting process? How were you treated? What problems did managers face? How would you rate the quality of the applicant pool? How long did it take to fill the position?
How were you treated?
Identify the type of websites that would enable Jaxon to establish a profile and upload his résumé, which would be made available to all employers that use the website. Employer websites Internet job boards Social networking websites Professional/career websites
Internet job boards
Which of the following is true of web-based recruiting? It has been replaced by social media recruiting. It allows employers to hire candidates from higher as well as lower socioeconomic groups. It is the preferred job search method for Baby Boomers. It can be used to target applicants interested in a specific job field.
It can be used to target applicants interested in a specific job field.
Which of the following is true of a talent database? It encourages recruiting from external sources. It cannot incorporate career plans noted during performance appraisals. It cannot be linked to other HR activities. It can help identify internal opportunities for individuals.
It can help identify internal opportunities for individuals.
Which of the following is a disadvantage of using technology in recruiting? It slows down the overall recruitment process. It negatively affects the employment brand. It limits the pool of applicants. It increases work for HR staff members.
It increases work for HR staff members.
In the context of employment recruiting, which of the following is true of mobile technology? It is the preferred job search method for Baby Boomers. It is used to conduct preliminary interviews. It is not a key trend in employment recruiting because of its restrictive platform. It is not a preferred method of communication for people in Generation Y.
It is used to conduct preliminary interviews.
Which of the following is the best choice for employers that need to fill a large number of jobs quickly? Alumni networks Job fairs Headhunting Referrals from current employees
Job fairs
Which of the following is true of labor unions? Labor unions cannot control or influence recruiting. Organizations with strong unions have more flexibility than nonunion companies in deciding who will be hired. Organizations with unions face problems because of the unions' noncooperative staffing programs. Labor unions can benefit employers through apprenticeship programs.
Labor unions can benefit employers through apprenticeship programs.
Amos is seeking a professional position in banking management. He wants to use social media to expand his professional network. Which of the following websites is most likely to help Amos expand his job search options? Facebook LinkedIn Twitter Instagram
Which of the following is a potential disadvantage of Internet recruiting? Increased cost of advertising Loss of personal privacy Reduced access to passive job seekers Increased time taken to screen candidates
Loss of personal privacy
Maizie has been working as a technical expert in a company for over two years. She applied for a promotion to the position of manager in her department. However, the evaluators rejected Maizie's application. Which of the following is most likely the reason for the rejection of her application? Maizie does not have experience in a managerial position. The evaluators do not know Maizie's performance history. Promoting Maizie would change the company's culture. The company wants to hire externally to lower recruiting costs.
Maizie does not have experience in a managerial position.
Which of the following is a disadvantage of external recruiting? Training new hires is likely to be more expensive. New employees are likely to require long adjustment periods and orientation efforts. New hires are likely to have more internal political challenges. Tunnel vision thinking is likely to lead to a lack of new ideas.
New employees are likely to require long adjustment periods and orientation efforts.
Mika is the manager of the Human Resources department of a company. Her company is expanding and is on a hiring spree. She has been receiving complaints from recruiters in her department that they are overworked as recruitment is taking up a lot of their time, thereby leaving them with very little time to fulfill their other work-related responsibilities. Which of the following activities can help decrease the burden of the recruiters in Mika's department? Providing alternative work arrangements to the employees in the HR department Creating a larger applicant pool for open positions Using job rotation and job specialization Outsourcing the recruitment process
Outsourcing the recruitment process
Which of the following types of job seekers can be found primarily through virtual online communities? Low-tech job candidates Flexible workers Passive job candidates Core workers
Passive job candidates
Jamison is a recruiter for TechRUs. He wants to recruit graduates of a nearby technical school. Unfortunately, BigTech, a competitor, hires most of the graduates. Which of the following is the best choice to improve Jamison's success rate and help him hire the best graduates? Headhunting Airing radio ads Providing guest speakers for classes on the campus Connecting with labor unions and conducting job fairs
Providing guest speakers for classes on the campus
Which of the following activities makes recruiting more effective? Providing realistic job previews Recruiting from fixed labor markets Hiring internally to minimize tunnel vision thinking Headhunting
Providing realistic job previews
_____ is seeking out former employees and recruiting them again to work for an organization. Social recruiting Rerecruiting External recruiting Onboarding
Rerecruiting
Which of the following indicates whether the quality of employees hired results in employees who perform well and have low turnover? Selection rate Acceptance rate Yield ratio Success base rate
Success base rate
_____ is the process of finding and hiring high-quality talent needed to meet an organization's workforce needs. Employee engagement Talent acquisition Benchmarking Orientation
Talent acquisition
Which of the following is true of using technology in recruiting? Technology-based recruiting is a time-consuming process. Technology-based recruiting generates a large pool of applicants. Technology-based recruiting is more expensive than traditional recruiting. Technology-based recruiting increases response time for both applicants and organizations.
Technology-based recruiting generates a large pool of applicants.
Which of the following statements describes the "try before you buy" approach in human resources? Independent contractors provide free samples of their work. New workers undergo training before they start the actual work. Temporary positions let employers screen individuals for full-time, regular employment. Current employees use employee referrals to acquaint potential applicants with the advantages of a job.
Temporary positions let employers screen individuals for full-time, regular employment.
If a job offer is rejected by a candidate, which of the following groups should the company consider first to find another candidate? The applicant pool The labor pool The peripheral labor force The labor force population
The applicant pool
Which of the following is NOT a component of effective strategic recruiting? Quantity of talent The company's financial limits Labor market dynamics The company's hierarchical structure
The company's hierarchical structure
According to the Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP), which of the following is one of the criteria that must be fulfilled for an applicant to be considered an Internet applicant? The applicant submitted a written application. The contractor considered the applicant for employment in a particular position. The applicant does not live within commuting distance of the company. The applicant has at least a high school diploma.
The contractor considered the applicant for employment in a particular position.
Which of the following groups is the broadest labor market component? The applicant pool The redundant labor force The applicant population The labor force population
The labor force population
Which of the following factors encourages a company to recruit internally before recruiting externally? The organization operates in an environment that changes slowly. The organization wants to release employees who do not perform well. The organization wants fresh ideas. The organization wants to minimize political infighting.
The organization operates in an environment that changes slowly.
Which of the following statements is true of recruiting? The recruiting process connects companies to sources of potential employees. Recruiting becomes less complex as labor markets evolve. Recruiting involves tasks such as picking the best available talent from different pools. Technology-assisted recruiting has more problems than traditional recruiting practices.
The recruiting process connects companies to sources of potential employees.
Miles has been asked to compare the quality of three recruitment process outsourcing (RPO) firms that want to provide recruitment processing functions for Bluesy Music Foundation. Which of the following measures is most likely to help Miles judge the quality of the firms' services? The number of new hires in one year The satisfaction of the applicants The time to fill positions The cost to fill all positions
The satisfaction of the applicants
Why are some employment agencies known as headhunters? They are aggressive in pursuing candidates and charge high fees. They help a company stop an employee from moving to another organization. They charge a fee before the client company hires a candidate. They assist the HR department of an organization in forming a rerecruitment strategy.
They are aggressive in pursuing candidates and charge high fees.
In the context of e-video and recruiting, which of the following is true of video interviews? They are used by less than one-tenth of organizations. They can save time and money for candidates. They usually do not effectively engage potential candidates. They do not provide a realistic image of the company.
They can save time and money for candidates.
Which of the following is true of state-sponsored employment agencies? They operate in about one-third of the U.S. states. They do not charge fees to applicants. They do not operate online. They require employers to pay a fee.
They do not charge fees to applicants.
In the context of recruiting, what is the purpose of social media privacy laws? They restrict organizations from posting job details on social media. They prevent applicants from researching organizations before the applicants are hired. They restrict employers from using personal online networking accounts to screen applicants. They prevent people from posting negative information about organizations.
They restrict employers from using personal online networking accounts to screen applicants.
In the context of recordkeeping of applications, why are employers required to track and report applicant information? To comply with equal employment and affirmative action plans To verify that the best applicants are hired To ensure that recruiters are looking for applicants To tell unsuccessful applicants why they were not selected
To comply with equal employment and affirmative action plans
What is the purpose of mining résumés? To find the best-fitting applications To respond to applicants To track applicants To increase the number of hires
To find the best-fitting applications
How is gamification used to recruit potential employees? To interest potential candidates To decrease human bias in recruitment To entertain waiting candidates To test candidates' ethics
To interest potential candidates
Why is it common for HR staff to track the reasons candidates turn down job offers? To determine the selection rate To learn how competitive the employer is compared with other employers To calculate yield ratio To ascertain whether the quality of employees hired results in employees who have low turnover
To learn how competitive the employer is compared with other employers
What is the purpose of a job posting system? To provide employees with more opportunities to move within the organization To store information about employees To interest external applicants as soon as a position becomes available To explain why an employee is not promoted
To provide employees with more opportunities to move within the organization
Why do companies stay in touch with former employees by creating alumni networks? To ensure that former employees speak positively about the company To rerecruit former employees as appropriate openings arise To refer former employees to other employers To continue to provide benefits
To rerecruit former employees as appropriate openings arise
Which of the following methods is the best way for HR recruiters to evaluate the effectiveness of various media ads? Tracking costs Tracking employee performance after hire Tracking the number of responses to each ad Tracking the number of ads placed
Tracking employee performance after hire
Which of the following sources is most likely to assist in recruiting specialized professionals? Local newspapers Radio ads Trade association publications Internet posts
Trade association publications
Chinn, the HR manager of a software company, depends heavily on internal sources for recruiting. He believes that using internal sources for recruiting shows that the company appreciates its employees. However, with little or no recruitment for senior positions from external sources, which of the following is a problem that the company is most likely to face? Long recruitment processes to ensure fairness Tunnel vision thinking, which is likely to lead to a lack of new ideas Poor organization fit Long adjustment periods and increased orientation efforts
Tunnel vision thinking, which is likely to lead to a lack of new ideas
Which of the following social networking websites best enables recruiters to send brief messages of 280 characters to both active and passive job candidates and then follow up with longer e-mails to facilitate recruiting? Google+ LinkedIn Twitter Pinterest
In the context of recruiting, which of the following is the easiest way to track responses to ads? Purchasing the ads on different days Publishing the ads on different days Using different contact details in each ad Using different media
Using different contact details in each ad
Vince is an HR Manager of a small moving and storage company in the small town of Delwich. A large distribution center for an online retail company that hires many employees plans to move into Delwich. Both companies hire workers that perform physical labor—moving and packing products or furniture for shipping and storage. How is this change most likely to affect Vince's company? Wages will decrease. Vince's company will go out of business. Vince's company will have fewer applicants. Vince's company will not be affected.
Vince's company will have fewer applicants.
Midsized and larger employers are most likely to provide _____ to incentivize employee referral programs. a monetary bonus vacation time health benefits a promotion
a monetary bonus
The _____ is a subset of the labor force population that is available for selection if a particular recruiting approach is used. human capital component redundant labor force applicant population civilian labor force
applicant population
When the unemployment rate is low, _____. recruiting is likely to become easier for nonprofit organizations companies are likely to offer generous compensation organizations are less likely to offer desirable work characteristics companies are less likely to relax credential standards
companies are likely to offer generous compensation
When Foremen LLC advertised available positions in the warehouse, 200 people applied. Only 15 percent of applicants were called for interview. In the given scenario, 15 percent is the _____. selection rate acceptance rate yield ratio turnover ratio
yield ratio
Companies in the United States that use flexible staffing arrangements: save money over time as flexible staffing costs less than hiring full-time staff. incur costs such as vacation pay and health care. face challenges such as low motivation. usually have high-performing employees.
face challenges such as low motivation.
In the context of strategic recruiting decisions, recruiters: focus on "compensation fit" when determining who to hire. focus on "culture fit" when determining who to hire. are not willing to negotiate compensation. are not interested in using technology for talent acquisition.
focus on "culture fit" when determining who to hire.
Using recruitment process outsourcing (RPOs): negatively affects the corporate brand. helps organizations capitalize on employee referrals. reduces the efficiency of recruiting. helps organizations fix problems in HR groups.
helps organizations capitalize on employee referrals.
Nina works with the talent acquisition team in the HR department of a company. Her job is to find candidates for a position whenever there is a vacancy in the company. She connects the company to universities and institutions with a good availability of potential candidates. Given this information, it can be said that Nina most likely focuses on: selection. employee engagement. recruiting. turnover management.
recruiting.
In the context of general recruiting process metrics, the acceptance rate is defined as: the number of applicants at one stage of the recruiting process with the number at the next stage. the percentage of candidates hired from a given group of candidates. the ratio of successful employees against the number of applicants they competed against for their jobs. the percentage of the number of applicants hired to the total number of applicants offered jobs.
the percentage of the number of applicants hired to the total number of applicants offered jobs.
