Ch6 Quiz

Recruitment metrics are important to use to: A. All of the answers are correct. B. have an accurate understanding of recruiting costs. C. be able to evaluate the success of recruiters. D. understand which recruiting methods yield the best results.

A. All of the answers are correct.

Dollar General uses a low-cost strategy as a company. They want to bring in more customers by keeping prices low. How would this strategy impact the type of recruitment process used at Dollar General for sales associates? A. The company will want to minimize the costs associated with recruiting job applicants, focusing on a local labor market. B. The company will focus on conveying a strong value proposition that attracts highly educated applicants. C. The company would use the same recruitment process it would use if it had a differentiation strategy since strategy does not change how recruitment is done. D. The company will need to increase the target area for recruiting applicants beyond the local area to ensure they get a lot of applicants with the right customer service skills.

A. The company will want to minimize the costs associated with recruiting job applicants, focusing on a local labor market.

Company Planet is expanding and needs to fill 25 new job openings as quickly as possible. After ensuring that there is a clear picture of what the hired employees will need to know and be able to do, the next step in finding these employees is to: A. develop a recruiting process to attract qualified applicants. B. place an advertisement in the local newspaper. C. hire someone to hire employees for you. D. pass the task off to the operations manager for whom the employees will be working.

A. develop a recruiting process to attract qualified applicants.

In reviewing recruitment methods for the job of computer analyst, the recruiting manager learns that more applicants apply through the company website than through any other recruiting method and that these applicants are more likely to be selected for interviews than applicants from other recruiting methods. The recruiting manager is reviewing: A. yield ratios. B. cost-per-hire information. C. staffing effectiveness ratios. D. time-to-fill ratio.

A. yield ratios.

How might recruitment differ for a company focused on a low-cost strategy versus a company using a differentiation strategy? A. The low-cost strategy firm would probably rely on the local newspaper and walk-in applicants. The company with the differentiation strategy would want to recruit more extensively. B. All of the answers are correct. C. The low-cost strategy firm would most likely only share minimal information in the recruiting ads. The company using a differentiation strategy would want to be clear about the company value proposition. D. The low-cost strategy firm would spend less money on recruitment, knowing their applicants would most likely come from a local labor market. The company with the differentiation strategy would likely have a larger geographical area in which to recruit qualified applicants.

B. All of the answers are correct.

Why is it so important that applicants perceive that the recruitment process is fair and accurate? A. It is the right thing to do and signals a lot about company values. B. All of the statements are correct. C. To avoid legal issues such as charges of failure to have truth-in-hiring. D. Word travels quickly when an employer is less than honest.

B. All of the statements are correct.

For a global firm, what is the greatest value of hiring recruiters from the host country? A. They understand the culture of the applicants for the jobs if most of the hiring is going to be in the host country. B. All of the statements are important. C. They understand the legal regulations around employee recruitment in the host country. D. They speak the language of the country.

B. All of the statements are important.

Ping applied for a job with his employer that would be a promotion. He was upset because he was not selected even though he was qualified. Someone external to the company was hired. Why would a company not promote a qualified internal candidate? A. Internal candidates are never as productive as external candidates. B. Fresh ideas are wanted in the company. C. The employer wanted Ping to leave. D. The company does not value the KSAs and loyalty of current employees.

B. Fresh ideas are wanted in the company.

A job advertisement reads as follows: "Wanted, bright young men to sell athletic club memberships. Interested applicants should contact Sam at 204-501-6666." Is this an acceptable and adequate way to recruit applicants for these positions? A. Yes, the ad makes clear the type of employee sought. B. No, it is not acceptable as it discriminates against female applicants and does not give sufficient information about the organization or job requirements. C. No, it is not acceptable as it discriminates against female applicants. D. Yes, it is acceptable but would benefit from more information.

B. No, it is not acceptable as it discriminates against female applicants and does not give sufficient information about the organization or job requirements.

Research has shown that employee referrals are a highly effective way to recruit applicants. What is the main reason a firm would not want to rely solely on employee referrals to source applicants? A. More than one source should always be used to reach a wider group of potential applicants. B. Relying on employee referrals often limits diversity in a company. C. Employment agencies always vet applicants more thoroughly. D. Even if the process results in applicants accepting job offers, in the long run they have higher turnover and lower job satisfaction.

B. Relying on employee referrals often limits diversity in a company.

Centurey is a 20-year-old high tech company that provides software to Fortune 100 companies. In recruiting messages, the company always emphasizes how working for Centurey provides employees with the opportunity to balance work and family, thus differentiating itself from other high tech companies that have the expectation that their employees will work long hours every day. Centurey has created a unique: A. approach to sourcing passive applicants. B. recruitment value proposition. C. method of advertising. D. recruitment value touch point.

B. recruitment value proposition.

The purpose of a replacement chart is to: A. match a current employee with each higher level position so that you know exactly who will succeed when the current incumbent in the higher level position moves on. B. track information about employees who can move into higher level positions within the company in the future. C. develop a map that shows which employees are likely to lead the company and need to be replaced. D. plan for developing employees to fill higher level positions as they become available.

B. track information about employees who can move into higher level positions within the company in the future.

Ren is a new recruiter. She wants to make sure that the recruiting process she uses yields a high return of qualified hires for the company. Ren should consider doing all but which one of the following activities to increase her chances of success? A. Set up a routine contact with those applicants of interest to keep them informed about the progress of the search. B. Send a rejection letter to each applicant who was interviewed so they will know they are not chosen and encourage them to consider other opportunities at the company. C. Save time by contacting only those applicants who seem to be a good fit, responding to the other applicants only if they contact her directly. D. Keep an accurate database of all applicants with information about when they applied, etc., for as long as the law requires so that she can reference the information when there are job openings that fit the applicants' qualifications.

C. Save time by contacting only those applicants who seem to be a good fit, responding to the other applicants only if they contact her directly.

A company often makes the decision to focus on internal recruitment to send a message to employees that: A. fresh ideas are wanted in the company. B. internal applicants are always more productive than external applicants. C. the company values the KSAs and loyalty of current employees. D. outsiders are not wanted.

C. the company values the KSAs and loyalty of current employees.

Ricardo is an accounting major. One of the big four accounting firms invited him to spend a week at its Baltimore, Maryland, location during the summer between his sophomore and junior years. Ricardo is completing a/n A. job shadowing. B. externship. C. job tryout. D. internship

B. externship.