HRM Chapter 6-Recruiting and Labor Markets

The major saving in time generated by Internet recruiting compared with traditional recruiting is in a. time in designing communications. b. communication between the applicants and the employer. c. HR staff time for processing résumés. d. HR staff time in handling blogs, tweets, and email with applicants versus snail mail, faxes and phone calls.

b. communication between the applicants and the employer.

Exclusive use of the Internet for recruiting may reduce the diversity of an employer's applicant population because a. some religious denominations forbid the use of advanced technology. b. economically-disadvantaged individuals have limited Internet access. c. there is a gender gap in computer skills. d. few minority occupational groups have websites.

b. economically-disadvantaged individuals have limited Internet access.

All of the following are examples of internal sources of applicants EXCEPT a. A veterinarian expanding her practice returns to her alma mater to interview new veterinary school graduates. b. Jolene recommends her roommate to fill an open position as a sales representative at the company where Jolene works as a technician. c. An applicant for a research librarian job who was rejected, is contacted by the library the following year for a different position. d. Jim is offered a transfer from his current safety auditor job in Tennessee to the same position in the company's South Korean factory.

a. A veterinarian expanding her practice returns to her alma mater to interview new veterinary school graduates.

A major economic factor in favor of an organization's deciding NOT to outsource U.S. jobs overseas is the a. high levels of American productivity. b. rapidly rising labor costs overseas. c. restrictive U.S. requirements for work permits. d. large tax penalties U.S. firms must pay if they outsource jobs.

a. high levels of American productivity.

An effective job posting system has all the following characteristics EXCEPT a. in order to maximize the applicant population, jobs should be posted internally and advertised externally simultaneously. b. they can be linked to a system allowing employees to post résumés and profiles online. c. employees who bid unsuccessfully on posted jobs should be counseled why they have been passed over. d. the period of time the job is posted internally must be brief because delays in filling the open position are costly in terms of lost productivity.

a. in order to maximize the applicant population, jobs should be posted internally and advertised externally simultaneously.

Angela is a self-employed graphic artist. Typically she is hired by companies for special projects that may last anywhere from a week to six months. Angela is a/an a. independent contractor. b. undocumented worker. c. temporary employee. d. self-leasing professional.

a. independent contractor.

Hector Graphics is conducting a vigorous recruiting campaign aimed at hiring a 12 new employees, usually within two months. Hector Graphics is engaging in __________ recruiting. a. intensive b. targeted c. focused d. crisis

a. intensive

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. applicant population

a. labor force population

Which of the following statements about using the Internet for recruiting is FALSE? Internet recruiting a. makes EEO record-keeping more simple. b. allows some of the selection process be conducted virtually. c. easily allows nationwide and global recruiting. d. can target specific audiences.

a. makes EEO record-keeping more simple.

If an employer plans to tap nontraditional workers, it should be prepared to do all of the following EXCEPT a. be flexible in work scheduling. b. invest in training for workers. c. pre-adapt its work stations for all major disabilities. d. cooperate with non-profit groups who work with people with protected classes.

c. pre-adapt its work stations for all major disabilities.

Which of the following statements about recruiting friends and family of current employees is TRUE? a. Friends and family of current workers tend to be less qualified than external hires, especially if bonuses are offered to the referring employees. b. If the current workforce is not diverse, EEO problems may result. c. Family connections moderate the normal political maneuvering that occurs in firms. d. Anti-nepotism laws make current-employee referrals problematic.

b. If the current workforce is not diverse, EEO problems may result.

Which of the following statements regarding job posting and bidding is FALSE? a. It gives existing employees the first chance at job openings before external candidates are considered. b. Job posting reduces the threat of organizational "in breeding" because the posting crosses divisional and departmental boundaries in the search for new blood. c. Job posting may not reveal any qualified internal candidates. d. In a unionized organization, job posting and bidding often is spelled out in the labor agreement.

b. Job posting reduces the threat of organizational "in breeding" because the posting crosses divisional and departmental boundaries in the search for new blood.

Jeannette is a tax specialist in for the airline industry at Blue Moon Executive Airlines. Relatively few people in the U.S. have her particular skills. Jeannette has received an email from a headhunter advising her that the headhunter knows of a new job she may be interested in. Which of the following statements is FALSE? a. If Jeannette's employer, Blue Moon, has the headhunter on retainer, it is illegal for the headhunter to contact Jeannette. b. The headhunter's client is taking a low-cost approach to filling the tax specialist position. c. Jeannette would be classified as a passive recruit because she has not looked for a new job in the last year. d. If the headhunter's client is a former employer of Jeannette's, this could be considered re-recruiting.

b. The headhunter's client is taking a low-cost approach to filling the tax specialist position.

Which of the following statements is FALSE regarding recruiting process outsourcing (RPO)? a. RPO typically does not include follow-up interviews with applicants after initial screening and onsite visits. b. The trade-off for cost-savings by using RPO is a reduction in overall quality of the applicant pool generated. c. RPOs generate cost-savings for HR departments partly by reducing the number of HR personnel the department must keep on staff. d. RPOs take over many of the administrative, but not strategic, functions of recruiting.

b. The trade-off for cost-savings by using RPO is a reduction in overall quality of the applicant pool generated.

Which of the following statements about the global labor market is FALSE? a. U.S. employers argue that if they cannot use cheaper foreign labor, they will be at a competitive disadvantage compared with firms that make use of this low-cost labor. b. U.S. employers find China a good location for outsourcing because of few governmental regulations on recruiting and hiring by foreign firms. c. An immigrant with a valid H1 visa can legally work in the U.S. for a U.S. employer. d. When U.S. employees are significantly more productive than foreign workers doing the same job, U.S. employers are often willing to pay higher U.S. wages and keep the jobs in the U.S.

b. U.S. employers find China a good location for outsourcing because of few governmental regulations on recruiting and hiring by foreign firms.

Clement is the recruiting specialist for an online retailing company in a mid-sized Missouri town. He has used every type of recruiting technique available to him to fill nineteen job openings. After all his efforts have been exhausted, exactly nineteen applicants with the minimum qualifications have been found. In this case, a. the yield ratio will be 50%. b. a selection process is not necessary. c. Clement's efforts have been successful because he managed to find an applicant for each opening. d. the labor market in this area can be described as "loose."

b. a selection process is not necessary.

Mimosa Clockworks has found that it has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. The director of recruiting for Mimosa Clockworks should a. lower the job specifications for Hispanic applicants. b. begin advertising job openings on the local Spanish language radio station. c. continue its current recruiting practices because only organizations with Affirmative Action Plans are required to meet EEO guidelines. d. freeze hiring until qualified Hispanics apply for positions.

b. begin advertising job openings on the local Spanish language radio station.

A/an ____ takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee. a. employment agency b. payroll vendor c. professional employer organization d. third party employer

c. professional employer organization

How can recruiters easily and accurately track responses to advertisements in various media? a. Advertise different jobs in different media. b. Ask applicants where they learned of the position. c. Use only a few different media. d. Code ads in different media by using different contact names.

d. Code ads in different media by using different contact names.

____ are the external supply pool from which organizations attract prospective employees. a. The ranks of the unemployed b. Applicant populations c. Applicant pools d. Labor markets

d. Labor markets

There are two kinds of executive search firms. ____ firms charge a fee regardless of the success of the search. a. Contract b. Commission c. Contingency d. Retainer

d. Retainer

Which of the following is an ADVANTAGE of external recruiting? a. The selection process is more rigorous than with internal hiring. b. The process motivates high performance from employees because they know they are competing with outside candidates as well as inside candidates for promotion. c. Current employees welcome the opportunity to learn new ideas from outsiders. d. The new hire is not politically networked into the organization.

d. The new hire is not politically networked into the organization.

Sound HR practices would not automatically exclude the following non-traditional categories of potential applicants EXCEPT a. a 35-year-old white male who is currently living in a half-way house for former drug addicts. b. a 70-year-old woman with Parkinson's disease. c. a 19-year-old man with an IQ of 78. d. a college-educated Danish woman without an H1 visa.

d. a college-educated Danish woman without an H1 visa.

Priam Designs, Inc., is recruiting for designers using LinkedIn. The ____________ is the group of designers that is available for selection using this recruiting approach. a. applicant pool b. primary labor force c. labor market d. applicant population

d. applicant population

When considering recent college graduates, a moderately-high GPA is used by recruiters a. as a reliable indicator of future job performance. b. as a predictor of leadership abilities. c. is typically dismissed as important because of grade inflation. d. as an initial screening tool.

d. as an initial screening tool.

A nursing home is opening in a mid-sized Northwestern city. It would be most logical for the organization to recruit for patient aides in the ____ labor market. The job pays just above minimum wage. a. Northwestern states b. statewide c. three-county d. city

d. city

As director of HR you are reviewing the statistics for this year's college recruiting. At one state university, of 50 college seniors interviewed you made job offers to 10 students. At a large private university, of 20 students interviewed, you made job offers to 2 students. Based just on this information, which of the following statements is FALSE? a. Cost per hire is greater for the state university than for the private university. b. The yield ratio for the state university is higher than the yield ratio for the private university. c. The state university graduates were expected to have a higher success base rate than the private university graduates. d. Acceptance rates cannot be calculated from this data.

a. Cost per hire is greater for the state university than for the private university.

Which of the following statements is FALSE? a. If disparate impact exists between the employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. b. Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts. c. It would be discriminatory for a race track to advertise job openings for "exercise boys." d. If a company has few Somali employees in a community with a large Somali presence, a good recruiting strategy is to have company employees who are Somali to help with recruiting..

a. If disparate impact exists between the employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts.

Which of the following statements is TRUE about job boards? a. Job boards enable job seekers to submit résumés to many employers simultaneously. b. Much of the information companies provide on job boards is intended to mislead competitors. c. Applicants hired from job boards have worse average performance levels than applicants hired via social networking media. d. A high proportion of applicants using job boards are unemployable.

a. Job boards enable job seekers to submit résumés to many employers simultaneously.

Quincy had been a high-performing benefits specialist for Mentation Enterprises, Inc. for four years. Then Quincy took a job with a benefits consulting firm at a considerable increase in pay. Now, after two years, Quincy would like to return to Mentation Enterprises. Quincy says that he did not like the 24/7 work schedule of the consulting firm, and that he does not mind the lower salary at Mentation because he will be able to "have a life" in his old job. Quincy will have to sign a confidentiality agreement when he leaves the consulting firm. As the director of HR, a. Quincy is a viable candidate because of his previous high performance record. b. you are not interested in re-hiring Quincy because salary concerns always outweigh work-life balance concerns regardless of what Quincy says. c. you are interested in re-hiring Quincy because you would like to pick his brains for information about the consulting firm's business and operations. d. since Quincy voluntarily left Mentation, rather than being laid-off involuntarily, his loyalty will be questionable.

a. Quincy is a viable candidate because of his previous high performance record.

Which of the following statements regarding school and college recruiting is TRUE? a. Vocational colleges and technical schools often have co-operative programs with employers that funnel quality students into regular jobs. b. College recruiting is one of the least expensive recruitment methods. c. Companies who target minority students before they graduate are likely to be violating EEO laws. d. If the employer has no jobs available in a particular semester, it is a waste of scarce resources to interview on campus.

a. Vocational colleges and technical schools often have co-operative programs with employers that funnel quality students into regular jobs.

Measures of quality of applicants generated by recruiting efforts include all of the following EXCEPT a. achieving the required yield ratios. b. sales volume per new hire. c. performance appraisal scores for each new hire. d. months until promotion of new hires.

a. achieving the required yield ratios.

The ____ pool consists of all persons who are actually evaluated for selection. a. applicant b. selection c. labor d. talent

a. applicant

As director of recruiting for a large bank, Stacy has decided to restrict her recruiting efforts for loan officers to placing advertisements on the web site of the American Banking Association. This will determine the ____ for the job of loan officer. a. applicant population b. labor force population c. applicant pool d. talent pool

a. applicant population

In the building trades, unions can benefit employers by providing a. apprenticeship programs. b. performance history for job applicants. c. pre-screening for job seekers. d. competitive wage scales for jobs.

a. apprenticeship programs.

Peter Whimsey and Associates uses a private employment agency to locate engineering staff. Whimsey pays a set fee to the employment agency when hires are made from candidates it provides. Whimsey is using a a. contingency firm. b. retainer firm. c. fee-for-service firm. d. professional society.

a. contingency firm.

Evaluating the success of an HR department's own recruiting efforts is important for all the following reasons EXCEPT a. evaluation will show whether the firm should make more use of training and development versus external recruiting of specialists. b. evaluation allows HR staff to estimate how long it will take to fill certain open positions. c. evaluation allows the employer know if it is meeting affirmative action goals. d. evaluation is the primary way to find out which recruiting sources result in the highest proportion of high-performing employees..

a. evaluation will show whether the firm should make more use of training and development versus external recruiting of specialists.

The HR Best Practices case regarding hiring of veterinarians at USDA focuses on how the agency was able to increase its recruiting success. All of the following were successful tactics used by the USDA in improving its recruiting EXCEPT a. giving recruiters a bonus per hire. b. a monetary hiring incentive for veterinarians joining the USDA. c. more flexible work scheduling. d. more telework opportunities.

a. giving recruiters a bonus per hire.

Because of its cutting-edge technical processes, the CEO of Pro-X Components, Inc., has told the Miguel, the HR director, that Miguel must attract "the cream of the crop" for all scientific job openings in the company. Miguel needs to do all of the following to attract the best new university graduates and top young scientists , EXCEPT a. offer the top people on the market independent contractor positions. b. develop a positive brand image for the organization. c. recruit nationally and, perhaps, globally. d. maintain a continuous recruiting presence at the top universities.

a. offer the top people on the market independent contractor positions.

The vice president of HR for a large magazine publisher is creating an internship program for students in journalism and communication university degree programs. All of the following should be included in the internship program EXCEPT a. providing interns full employee benefits during their internship. b. requiring meaningful work from the interns. c. providing performance feedback. d. treating the interns as though they are employees regarding workspace, tools and Internet access.

a. providing interns full employee benefits during their internship.

Job fairs are primarily useful for a. rapid hiring of large numbers of people. b. maintaining a continuous presence in a local labor market. c. passive recruiting. d. locating high-quality applicants.

a. rapid hiring of large numbers of people.

In designing a "careers" section on an organization's Web site, all of the following should be included EXCEPT a. screening pre-tests that block unqualified applicants from continuing the application process. b. self-assessment checklists for job matching. c. a link to a database so that recruiters can screen applicants. d. a résumé builder and/or a way to paste in an existing résumé.

a. screening pre-tests that block unqualified applicants from continuing the application process.

The ____ equals the number of persons hired divided by the number of applicants. a. selection rate b. success base rate c. yield ratio d. acceptance rate

a. selection rate

Decisions that affect the applicant population include all of the following EXCEPT a. the required yield ratio from recruiting efforts. b. recruiting method. c. timing of recruiting efforts. d. applicant qualifications required.

a. the required yield ratio from recruiting efforts.

Ivan is an outstanding performer who was provided to the firm by a temporary service firm two months ago. Ivan's manager would like to hire Ivan as a regular employee and she has come to you, the HR director, to make this request. You realize that a. the temporary agency contract requires the company to pay a placement fee if Ivan is hired as a regular employee b. Ivan's performance will probably decrease if he is hired as a regular employee because his high performance was likely an "audition effect." c. Ivan will be less expensive as a regular employee than as a temporary employee because temporary employees typically receive a 20% wage premium to offset the lack of benefits. d. your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.

a. the temporary agency contract requires the company to pay a placement fee if Ivan is hired as a regular employee

If a recruiter needs to find applicants who have a scarce, highly-specialized skill, it would be most efficient to use a. the web site for that particular professional or occupational association. b. an Internet job board such as Monster or HotJobs. c. a job posting on the employer's own Web site. d. a college placement office.

a. the web site for that particular professional or occupational association.

All of the following are examples of flexible staffing EXCEPT a. using regular part-time employees. b. hiring independent contractors. c. using seasonal workers.. d. hiring temporary workers.

a. using regular part-time employees.

What can a recruiter learn from calculating the acceptance rate? a. whether recruiters can "close the deal" with top candidates b. the proportion of candidates who are of acceptable quality c. the cost effectiveness of the organization's recruiting efforts d. the competitiveness of the organization's salary structure

a. whether recruiters can "close the deal" with top candidates

All of the following are advantages of employee databases EXCEPT a. employees can post their career plans and preferences. b. employee KSAs and protected class status can be posted publicly on the company intranet for managers to examine. c. qualified internal candidates for openings can be quickly identified and contacted. d. it is easy to detect gaps in the organization's succession plans for critical jobs.

b. employee KSAs and protected class status can be posted publicly on the company intranet for managers to examine.

Sarah is the Executive Vice President of HR for a large research hospital. The hospital must replace its CEO who was killed in a plane crash, along with his designated successor. Sarah will likely turn to __________________ to help her recruit applicants for this position. a. public employment agencies b. headhunters c. employee leasing companies d. outplacement firms

b. headhunters

All of the following are drawbacks of promoting from within EXCEPT a. when an internal candidate in promoted, it causes a cascade of vacancies within the firm.. b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required. c. if the current workforce lacks diversity, EEO problems may be perpetuated. d. an employee's good performance on one job may not be a good predictor of his/her performance on another job.

b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required.

Ariel Aeronautics, Inc., wishes to motivate its current employees to stay with the company and to develop and advance within it. All of the following actions will contribute to Ariel Aeronautics' goal EXCEPT a. doing most hiring at the entry level. b. making extensive use of professional job boards on the Internet c. building an accurate inventory of employee characteristics. d. increasing employee development programs.

b. making extensive use of professional job boards on the Internet

One of the advantages for employees of employee leasing companies is that they a. have employment contracts and are not at-will employees. b. may receive better benefits than they would otherwise get in many small businesses. c. tend to receive higher wages than if they were employed by a small business. d. can be regarded as self-employed for IRS purposes.

b. may receive better benefits than they would otherwise get in many small businesses.

As the new director of HR for Mimosa Enterprises, you are examining the recruiting statistics for the organization. You find that the success base rate for chemical engineers is very low. This means that a. the top engineers in the applicant pool turn down Mimosa's job offers. b. most of the engineers hired by Mimosa turn out to be poor performers. c. Mimosa is not investing enough in its recruiting process. d. the job specifications for chemical engineers at Mimosa are so high that a large number of applicants must be screened in order to successfully hire a qualified individual.

b. most of the engineers hired by Mimosa turn out to be poor performers.

The director of recruiting at Naranja Technologies Inc. is considering whether to expand recruiting efforts to Merriweather State University (MSU). The recruiting director will make his decision based on all of the following factors EXCEPT a. the industry reputation of the relevant academic departments at MSU. b. salary expectations of MSU graduates. c. the capabilities of the MSU college placement office. d. the job performance of MSU alumni at Naranja Technologies.

b. salary expectations of MSU graduates.

Employers recruiting for workers with specific skills are turning to ____________ to fill these needs. a. general job boards b. social networking sites c. specialty publications d. current employee referrals.

b. social networking sites

During the rebuilding efforts after a catastrophic earthquake along the New Madrid fault, qualified construction workers are in very short supply in the region from St. Louis to Memphis. As a result, the HR director of a large commercial construction company is proposing to the CEO that he consider hiring non-violent ex-felons who have served their sentences in prison who can be quickly trained to do basic construction jobs. The CEO is rather alarmed at this suggestion. The HR director's best argument is that although ex-felons are a non-traditional labor source, a. felons have so few other job opportunities they will be loyal employees. b. the CEO can either hire felons or lose out on potentially lucrative construction contracts. c. in order to encourage employment of felons the federal government gives their employers significant tax breaks. d. construction is a good job match for felons because it is a dangerous job which appeals to their risk-taking personalities.

b. the CEO can either hire felons or lose out on potentially lucrative construction contracts.

Pro-X Components, Inc., operates a factory in a small, depressed Rust Belt town in the Upper Midwest. The workforce is high quality because of the strong local work ethic and the good quality public education system. But, it has been difficult for Pro-X Components to fill all its operational job openings locally, and it is not easy to persuade people from outside the area to relocate to this isolated, struggling town. Which of the following situations would most likely IMPROVE Pro-X Components' geographic labor market quickly? a. an influx of retirees to this town as it grows as a retirement area. b. the closing of a medium-sized plant in the same industry in a town 10 miles away. c. the opening of a new junior college in the community. d. changes in government regulation of H1 visas so that Pro-X can hire highly-skilled foreign workers.

b. the closing of a medium-sized plant in the same industry in a town 10 miles away.

A ____ is a comparison of the number of applicants at one stage of the recruiting process to the number at the next stage. a. progression rate b. yield ratio c. hit rate d. success base rate

b. yield ratio

The use of temporary workers would be most appropriate in which of the following situations? a. The company has a high rate of turnover among its regular employees b. The employer has received a long-term contract from the Federal government for oceanic research. c. A tax preparation company handles mostly individuals and has few business clients. d. The organization is a start-up company with a competitive strategy of continuing expert customer service.

c. A tax preparation company handles mostly individuals and has few business clients.

Which of the following statements is FALSE regarding cost per hire? a. If employment agencies consistently show higher cost per hire than the firm's Internet recruiting for applicants of equivalent quality, then the HR director should consider dropping the employment agencies. b. Pushing to lower cost per hire may negatively affect the quality of the applicants available. c. Cost per hire should include only direct costs of recruiting. d. Cost per hire will vary by the type of job.

c. Cost per hire should include only direct costs of recruiting.

Cliff, the HR manager for a small firm, has hired a web designer to add a jobs section to the firm's existing website. Cliff should make sure all the following areas are covered: a. The careers button should be on the home page, with information on jobs no more than three clicks away. b. The advantages of working for the firm should be touted. c. Demographic data such as race, age and gender should be collected on the on-line application form. d. Applicants should be able build a résumé or paste in an existing résumé.

c. Demographic data such as race, age and gender should be collected on the on-line application form.

Hector Printers & Publishers, Inc., has a reputation as a troubled firm in a declining industry. As the new director of HR, you explain to the CEO that the company's poor image is probably resulting in all of the following EXCEPT a. fewer high-quality applicants apply for jobs at Hector P&P than at its competitors. b. turnover of current employees is higher than at its competitors.l c. Hector's total costs of recruiting and selection are lower than at its competitors. d. recruiting top performers is more difficult than for its competitors.

c. Hector's total costs of recruiting and selection are lower than at its competitors.

Which of the following statements is TRUE? a. Twitter is little-used by recruiters because of the 140-word limit. b. The broad reach of Internet recruiting has significantly reduced the amount of discrimination against minority job seekers because it enlarges the applicant population exponentially over traditional recruiting methods. c. If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company may be exposed to an EEO discrimination complaint. d. An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job website is considered an applicant for legal purposes.

c. If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company may be exposed to an EEO discrimination complaint.

Sally, a recruiter for Boswell-Swift, Inc., in Oregon, made an offer to Kurt, a high-potential graduating college senior in Florida. Sally was positive that Kurt was excited about the job offer, but two days after the offer he rejected the offer. In a follow-up phone call, Sally learned that Kurt had learned about a nasty internal political situation at Boswell-Swift, and he did not want to work in such a tense atmosphere. Which of the following statements is most likely to be true? a. Kurt probably learned of this situation when he made his brief on-site visit to the company. b. This information was likely on a blog connected with Boswell-Swift's official web site. c. Kurt probably found out about this situation on a social networking site. d. This kind of information is frequently revealed in realistic job previews, which Kurt was given.

c. Kurt probably found out about this situation on a social networking site.

The labor market in the region is fairly tight. As recruiting director for Clarendon County Medical Center, you need a number of patient aides, practical nurses, and technicians, as well as medical receptionists and insurance clerks. The upcoming job fair that will be most useful for meeting your recruiting goals will be a. a general job fair in the Clarendon County Auditorium. b. a nationwide virtual job fair for experienced medical professionals. c. a job fair for a consortium of regional vocational and technical schools with medical programs. d. a drive-through job fair held at the local mall.

c. a job fair for a consortium of regional vocational and technical schools with medical programs.

If an organization wants to know how competitive it is with other firms for top job candidates, it would learn the most from analysis of a. yield ratios. b. success base ratios. c. acceptance ratios. d. fill rates.

c. acceptance ratios.

In some industries, such as ____, unions have traditionally supplied workers to employers. a. auto manufacturing b. publishing c. construction d. mining

c. construction

A "passive" job seeker is one who a. is seeking a job merely because it is a requirement of receiving unemployment compensation. b. is conducting a haphazard and unplanned job search. c. has a good job and is not actively looking to change. d. an employed individual who cruises job boards looking for better-paying jobs.

c. has a good job and is not actively looking to change.

An "employment game" would be most useful for a job that a. has a positive image among the general public. b. is routine and predictable. c. involves a certain amount of adventure or drama. d. is in a fairly well-understood occupation or industry.

c. involves a certain amount of adventure or drama.

Begley Medical Center is recruiting for an oncology nurse practitioner. It would be most effective for Begley Medical Center to advertise a. on a general job board such as Monster. b. on the Begley Medical Center website. c. on the website of the oncology nurse practitioner professional organization. d. on a social networking site such as Facebook.

c. on the website of the oncology nurse practitioner professional organization.

Hector Graphics, Inc., is laying off a number of its skilled designers because of the loss of some major clients. Priam Designs, Inc., is Hector Graphics' major competitor. Priam Designs landed a couple of Hector Graphics' old clients, and Priam Designs expects to gain more clients in the next 12 months. As the HR director of Priam Designs, Inc., you approach the CEO to ___________________. You believe that this will maintain morale at Priam Designs while increasing its numbers of designers. a. advise terminating 15 percent of Priam Designs' lowest-performing designers and replacing them with high-quality former Hector Graphics designers. b. discuss freezing designers' salaries at Priam Designs because Priam Designs' designers will have fewer alternative employers in the area now that Hector Graphics has downsized. Then you will hire new Priam Designs employees at the frozen salaries. c. propose that new designer positions should be created at Priam Designs for designers so that you can hire the best designers Hector Graphics is laying off. d. outsource design work to laid-off Hector Graphics designers as independent contractors because they will be eager for any work, and they will be willing to work for lower salaries without medical and other benefits.

c. propose that new designer positions should be created at Priam Designs for designers so that you can hire the best designers Hector Graphics is laying off.

The process of generating a pool of qualified applicants for organizational jobs is called a. requisitioning. b. pre-screening. c. recruiting d. selection.

c. recruiting

Sphere Specialties, Inc., has been experiencing a high level of internal movement of employees. Individuals will be hired in entry level jobs, but within six months, most will have transferred or have been promoted to other positions. This job-changing activity is also high in the middle ranges of the organization. Consequently, there is quite a bit of disruption and down-time as job-changers learn their new duties. In order to retain the benefits of internal selection, but reduce the turmoil, the HR director of Sphere Specialties has proposed a. freezing all internal transfers for one year while employees catch up with their duties. b. filling all job openings through external sources. c. requiring at least one year in the current job before employees can apply for a new internal job. d. moving to a seniority-based promotion system.

c. requiring at least one year in the current job before employees can apply for a new internal job.

Which of the following metrics is a quality measure? a. fill time b. cost per hire c. success base rate d. yield ratio

c. success base rate

The requirements for specific government-issued licenses or professional certifications define ________ labor markets. a.global b. industry c. technical d. government civil service

c. technical

If an employer lists the designation EEO/M-F/AA/ADA in its employment advertisements it indicates a. the employer must preferentially hire minorities and disabled persons. b. the company has been found liable in a discrimination lawsuit. c. the employer has a policy of complying with equal employment regulations. d. the employer has found disparate impact in its workforce and is seeking to remedy it by encouraging diversity in job applicants.

c. the employer has a policy of complying with equal employment regulations.

Important information that the company can learn from rejected applicants includes all of the following EXCEPT a. the timeliness of the process, including notice of rejection. b. the applicants' perception of the organization. c. the trade-off of speed of hire versus applicant quality. d. whether the recruited asked inappropriate questions.

c. the trade-off of speed of hire versus applicant quality.

Collette is the director of HR for a large tax-preparation firm. The firm needs to quickly hire large numbers of tax preparers for tax season. Collette is short-staffed, so she plans to outsource much of the recruiting process without excessively limiting her final hiring decisions. Collette would find all of the following processes appropriate to outsource to a an employment agency EXCEPT a. Internet advertising placement. b. preliminary screening of résumés. c. design of advertisements. d. face-to-face interviews with finalists.

d. face-to-face interviews with finalists.

Kathleen is the Director of HR for a resort hotel that is opening on the Mississippi Gulf Coast in an area that already contains a number of hotels and casinos. In addition, Hurricane Katrina reconstruction has lured many potential employees to high-paying construction jobs. Consequently, the labor market for hotel employees of all kinds is very tight. The owner of the resort hotel has exhausted almost all of her capital and credit in building the hotel, and has told Kathleen that labor costs will be a major factor in the company's success or failure. Kathleen is not worried about filling the lower-skilled hotel jobs such as maids, housekeeping staff and restaurant workers because she plans to a. offer higher wages than the competitors and so "steal" trained employees from the other hotels and casinos. b. staff the hotel with only half the usual complement of employees, and rely on heavy use of over-time pay. c. hire college students on summer vacation. d. hire a staffing firm that provides rotating crews of Haitian workers on temporary work visas.

d. hire a staffing firm that provides rotating crews of Haitian workers on temporary work visas.

Data on job performance, absenteeism, cost of training and turnover of employees compared with their recruiting source helps organizations a. meet affirmative action goals. b. identify the most effective recruiters. c. refine the wording of web and print advertisements. d. identify which recruiting sources could be dropped.

d. identify which recruiting sources could be dropped.

Recommendations for successful recruiting include all the following processes EXCEPT a. using different recruiting media for different external labor markets. b. measuring the effectiveness of its recruiting efforts. c. using professional and social networking on the Internet as recruiting tools. d. keeping the recruiting function in-house to better mesh recruiting with organizational strategy.

d. keeping the recruiting function in-house to better mesh recruiting with organizational strategy.

The best criterion of the effectiveness of an advertisement for applicants is a. cost of the ad per applicant. b. total number of applicants generated by the ad. c. number of applicants generated by the ad who were hired. d. performance level of applicants generated by the ad who were hired.

d. performance level of applicants generated by the ad who were hired.

The electrical utility company serving a large Southwestern city is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. These are new technologies for the company and the legal regulations applied by the city are in flux as well. As the HR director for the utility company, you a. should hire a headhunter to recruit engineers and technical specialists from other utility companies. b. should target newly-graduated engineers and technical specialists so that new employees are brought in at entry level and are acculturated to the utility's way of doing things. c. should focus on training and development to generate internal candidates for almost all the new positions and new jobs at the utility. d. should plan to do more extensive external recruiting for technical and engineering positions.

d. should plan to do more extensive external recruiting for technical and engineering positions.

Figuring average time from contact to hire allows the firm to a. calculate the cost per hire. b. estimate the efficiency of recruiters. c. calculate the "float time" in the recruiting process. d. target the most time-efficient recruiting sources.

d. target the most time-efficient recruiting sources.

Which of the following would be the LEAST important topic of training for a recruiter who will be conducting interviews on a university campus? 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

d. the company's job posting software

The size of the applicant pool is affected by all the following factors EXCEPT a. the unemployment rate in the applicable labor market. b. the reputation of the industry c. the job specifications. d. the efficiency of the recruiting staff.

d. the efficiency of the recruiting staff.

All of the following are legal concerns about Internet recruiting EXCEPT a. potential wrongful termination lawsuits if managers post comments about subordinates' demographics. b. discrimination lawsuits if potential employers see information on social networking sites that reveal protected class status. c. what actions qualify an person visiting a job website as an applicant for legal purposes? d. the higher level of applicant fraud and exaggeration of qualifications compared with traditional recruiting methods.

d. the higher level of applicant fraud and exaggeration of qualifications compared with traditional recruiting methods.