Question 1

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Accepted Answer

One administrative issue is the requisit

Question 2

Which of the following is an accurate description of a recruitment source?

Accepted Answer

A) Internships are among the most frequently used sources. 
B) Realtors are a primary source for executive applicants. 
C) Door hangers,bargain shoppers and welcome wagons are methods employed to locate job applicants. 
D) Contingent workers would be used for operations with continuous and regular production needs. 
A) Internships are among the most frequently used sources. 
B) Realtors are a primary source for executive applicants. 
C) Door hangers,bargain shoppers and welcome wagons are methods employed to locate job applicants. 
D) Contingent workers would be used for operations with continuous and regular production needs.

Question 3

Research on the effectiveness of recruitment sources has focused on their impact on employee satisfaction,performance and retention.

Accepted Answer

A) True 
 B)False

Question 4

Employer strategies for addressing the shortage of high-technology employees include ____________.

Accepted Answer

A) provide signing bonuses 
B) buy banner ads on the Internet 
C) actively research potential job candidates 
D) all of the above 
A) provide signing bonuses 
B) buy banner ads on the Internet 
C) actively research potential job candidates 
D) all of the above

Question 5

The influence of the recruiter is more likely to be felt on the behaviors rather than the attitudes of the job applicant.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following elements of a recruitment guide is the most useful for developing a recruitment strategy?

Accepted Answer

A) Budget 
B) Staff members involved 
C) Sources of qualified candidates 
D) Position new hiree will report to 
A) Budget 
B) Staff members involved 
C) Sources of qualified candidates 
D) Position new hiree will report to

Question 7

Recruitment guides are beneficial to applicants as well as employers.

Accepted Answer

A) True 
 B)False

Question 8

Technical and professional meetings can be especially advantageous for recruiting women and minorities.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?

Accepted Answer

A) "Applicants must be enthusiastic and willing to take risks." 
B) "Applicants should be recent college graduates." 
C) "Applicants should be healthy and athletiC." 
D) "Applicants should be gentlemen of outstanding character." 
A) "Applicants must be enthusiastic and willing to take risks." 
B) "Applicants should be recent college graduates." 
C) "Applicants should be healthy and athletiC." 
D) "Applicants should be gentlemen of outstanding character."

Question 10

Search firms are used as recruitment sources when a moderate level of KSAOs is required.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following statements about defining job applicants is not true?

Accepted Answer

A) Any person qualifying as an applicant is a potential human rights complainant. 
B) The denominator of the selection rate ratio is the number of applicants. 
C) Not every individual who makes an effort at application might be considered an applicant for legal purposes. 
D) The numerator in a selection ratio is the number of turndowns 
A) Any person qualifying as an applicant is a potential human rights complainant. 
B) The denominator of the selection rate ratio is the number of applicants. 
C) Not every individual who makes an effort at application might be considered an applicant for legal purposes. 
D) The numerator in a selection ratio is the number of turndowns

Question 12

Examples of trigger words are ______________.

Accepted Answer

A) recent college graduate 
B) professionally trained 
C) dedicated 
D) results oriented 
A) recent college graduate 
B) professionally trained 
C) dedicated 
D) results oriented

Question 13

Display ads are flexible in terms of the information and messages they convey,but they are expensive in comparison with other forms of print communication.

Accepted Answer

A) True 
 B)False

Question 14

Research suggests that an ideal recruiter possesses _________________.

Accepted Answer

A) strong interpersonal skills 
B) knowledge about the organization,jobs,and career issues 
C) enthusiasm about the organization and job candidates 
D) all of the above 
A) strong interpersonal skills 
B) knowledge about the organization,jobs,and career issues 
C) enthusiasm about the organization and job candidates 
D) all of the above

Question 15

One disadvantage of most online databases is that they include passive candidates.

Accepted Answer

A) True 
 B)False

Question 16

External recruitment services are often used by large organizations because of the convenience and relatively low cost of such services.

Accepted Answer

A) True 
 B)False

Question 17

"Realistic" messages are especially effective for recruiting under tight labour market conditions.

Accepted Answer

A) True 
 B)False

Question 18

Research shows that having an employment brand does not make the employer any more attractive to applicants than job and organization attributes.

Accepted Answer

A) True 
 B)False

Question 19

When using demographic data to target applicant pools,discrimination issues should be considered.

Accepted Answer

A) True 
 B)False

Question 20

One difficulty in the use of the Internet in recruiting is that many recruitment sites become defunct.

Accepted Answer

A) True 
 B)False

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Which of the following is an accurate description of a recruitment source?

Research on the effectiveness of recruitment sources has focused on their impact on employee satisfaction,performance and retention.

Employer strategies for addressing the shortage of high-technology employees include ____________.

The influence of the recruiter is more likely to be felt on the behaviors rather than the attitudes of the job applicant.

Which of the following elements of a recruitment guide is the most useful for developing a recruitment strategy?

Recruitment guides are beneficial to applicants as well as employers.

Technical and professional meetings can be especially advantageous for recruiting women and minorities.

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?

Search firms are used as recruitment sources when a moderate level of KSAOs is required.

Which of the following statements about defining job applicants is not true?

Examples of trigger words are ______________.

Display ads are flexible in terms of the information and messages they convey,but they are expensive in comparison with other forms of print communication.

Research suggests that an ideal recruiter possesses _________________.

One disadvantage of most online databases is that they include passive candidates.

External recruitment services are often used by large organizations because of the convenience and relatively low cost of such services.

"Realistic" messages are especially effective for recruiting under tight labour market conditions.

Research shows that having an employment brand does not make the employer any more attractive to applicants than job and organization attributes.

When using demographic data to target applicant pools,discrimination issues should be considered.

One difficulty in the use of the Internet in recruiting is that many recruitment sites become defunct.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Filters

Exam 7: Measurement

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Which of the following is an accurate description of a recruitment source?

Research on the effectiveness of recruitment sources has focused on their impact on employee satisfaction,performance and retention.

Employer strategies for addressing the shortage of high-technology employees include ____________.

The influence of the recruiter is more likely to be felt on the behaviors rather than the attitudes of the job applicant.

Which of the following elements of a recruitment guide is the most useful for developing a recruitment strategy?

Recruitment guides are beneficial to applicants as well as employers.

Technical and professional meetings can be especially advantageous for recruiting women and minorities.

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?

Search firms are used as recruitment sources when a moderate level of KSAOs is required.

Which of the following statements about defining job applicants is not true?

Examples of trigger words are ______________.

Display ads are flexible in terms of the information and messages they convey,but they are expensive in comparison with other forms of print communication.

Research suggests that an ideal recruiter possesses _________________.

One disadvantage of most online databases is that they include passive candidates.

External recruitment services are often used by large organizations because of the convenience and relatively low cost of such services.

"Realistic" messages are especially effective for recruiting under tight labour market conditions.

Research shows that having an employment brand does not make the employer any more attractive to applicants than job and organization attributes.

When using demographic data to target applicant pools,discrimination issues should be considered.

One difficulty in the use of the Internet in recruiting is that many recruitment sites become defunct.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Filters