Question 1

Which of the following statements about recruitment activities is true?

Accepted Answer

A)  Recruiting and hiring are interchangeable terms. 
B)  Effective recruitment attracts individuals to the organization. 
C)  Recruiting has little effect on employee retention. 
D)  Recruiting involves sorting and ranking job applicants. 
E)  Once hired, employees permanently disengage from the recruiting process. 
A)  Recruiting and hiring are interchangeable terms. 
B)  Effective recruitment attracts individuals to the organization. 
C)  Recruiting has little effect on employee retention. 
D)  Recruiting involves sorting and ranking job applicants. 
E)  Once hired, employees permanently disengage from the recruiting process.

Question 2

What are the two sources for the job applicant pool?

Accepted Answer

Internal a

Question 3

Which of the following statements about private employment agencies is TRUE?

Accepted Answer

A)  Due to hidden intangible costs, they can only serve professional, managerial, but not unskilled job applicants. 
B)  They can provide unskilled applicants whom employers would have a difficult time finding. 
C)  Due to privacy and competitive issues, they play only a minor role in recruiting professional and managerial candidates. 
D)  All of the above are true. 
E)  None of the above are true 
A)  Due to hidden intangible costs, they can only serve professional, managerial, but not unskilled job applicants. 
B)  They can provide unskilled applicants whom employers would have a difficult time finding. 
C)  Due to privacy and competitive issues, they play only a minor role in recruiting professional and managerial candidates. 
D)  All of the above are true. 
E)  None of the above are true

Question 4

Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?

Accepted Answer

A)  The job applicant will expect the recruiter to be overly optimistic; to not be overly optimistic might mislead the applicant. 
B)  The recruiter should try to change the subject every time the recruiter asks a potentially unpleasant question. 
C)  The recruiter should provide accurate information so that the applicant can make an informed decision about whether the job is right for her. 
D)  The recruiter should tell the applicant nothing negative about the company until after the applicant takes the job and signs the contract. 
E)  False statements made by a recruiter at the time of hiring are not considered sufficient grounds for a lawsuit. 
A)  The job applicant will expect the recruiter to be overly optimistic; to not be overly optimistic might mislead the applicant. 
B)  The recruiter should try to change the subject every time the recruiter asks a potentially unpleasant question. 
C)  The recruiter should provide accurate information so that the applicant can make an informed decision about whether the job is right for her. 
D)  The recruiter should tell the applicant nothing negative about the company until after the applicant takes the job and signs the contract. 
E)  False statements made by a recruiter at the time of hiring are not considered sufficient grounds for a lawsuit.

Question 5

The relevant labor market in which your firm competes has been marked by high unemployment and a recession. The following condition should exist when recruiting

Accepted Answer

A)  You will have to pay top dollar for the scarce talent that is available. 
B)  Applications for job openings will be lower than during an expansionary period. 
C)  Voluntary turnover within your firm will be high due to raiding by other firms. 
D)  You will not have to invest as much time, effort , and financial resources in recruiting 
E)  You will have to do an extensive international search for scarce talent. 
A)  You will have to pay top dollar for the scarce talent that is available. 
B)  Applications for job openings will be lower than during an expansionary period. 
C)  Voluntary turnover within your firm will be high due to raiding by other firms. 
D)  You will not have to invest as much time, effort , and financial resources in recruiting 
E)  You will have to do an extensive international search for scarce talent.

Question 6

High turnover may threaten a firm's strategic competitiveness.

Accepted Answer

A) True 
 B)False

Question 7

An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization. What is a relevant labor market?

Accepted Answer

The geographic area

Question 8

Prestige Adventures, Inc., offers unusual excursions for prosperous middle-aged clients looking for personally-guided luxury travel adventures. This market niche requires a new slate of excursions every year, which must be logistically flawless and appealing to a sophisticated clientele. As HR director of Prestige Adventures, your recruiting and retention strategies for expert trip planners and knowledgeable guides include:

Accepted Answer

A)  developing layoff plans for off-season 
B)  maintaining low labor costs 
C)  recruiting top talent, even if compensation is high 
D)  focusing on lateral transfers to fill vacancies 
E)  focusing on new hires more than retention of existing staff 
A)  developing layoff plans for off-season 
B)  maintaining low labor costs 
C)  recruiting top talent, even if compensation is high 
D)  focusing on lateral transfers to fill vacancies 
E)  focusing on new hires more than retention of existing staff

Question 9

Which of the following organizations would be most likely to use contingent workers?

Accepted Answer

A)  a manufacturer of disposable diapers 
B)  a Christmas tree farm 
C)  a restaurant supplier 
D)  a pet food manufacturer 
E)  an insurance agency 
A)  a manufacturer of disposable diapers 
B)  a Christmas tree farm 
C)  a restaurant supplier 
D)  a pet food manufacturer 
E)  an insurance agency

Question 10

Recruiting from multiple sources is a good way to increase the diversity of the applicant pool.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following statements about employee referrals as a job recruitment method is true?

Accepted Answer

A)  Formal referral systems reward employees for referring qualified applicants. 
B)  Employee referral is an internal recruitment method. 
C)  Employee referrals are not detrimental to equal employment opportunity 
D)  Employee referrals result in the highest one-year survival rates for most occupations. 
E)  All of the above statements about employee referrals are true. 
A)  Formal referral systems reward employees for referring qualified applicants. 
B)  Employee referral is an internal recruitment method. 
C)  Employee referrals are not detrimental to equal employment opportunity 
D)  Employee referrals result in the highest one-year survival rates for most occupations. 
E)  All of the above statements about employee referrals are true.

Question 12

Compared to external recruitment, internal recruiting:

Accepted Answer

A)  the most qualified candidates may never be considered because they don't work for the company. 
B)  increases labor costs 
C)  eliminates conflict among job candidates 
D)  is in all ways superior 
E)  is accurately described by none of the above 
A)  the most qualified candidates may never be considered because they don't work for the company. 
B)  increases labor costs 
C)  eliminates conflict among job candidates 
D)  is in all ways superior 
E)  is accurately described by none of the above

Question 13

Of all external recruitment methods, which method typically results in the highest one-year survival rates?

Accepted Answer

The answer of Of all external recruitment methods, which method...

Question 14

Affirmative action programs (AAPs):

Accepted Answer

A)  have been in effect since the beginning of the twentieth century 
B)  correct underutilization of qualified members of protected groups in an organization's relevant labor market 
C)  are governed by state agencies 
D)  require that all private-sector companies who have more than five employees hire members from protected groups 
E)  specify the employee hiring and firing practices for all private-sector companies 
A)  have been in effect since the beginning of the twentieth century 
B)  correct underutilization of qualified members of protected groups in an organization's relevant labor market 
C)  are governed by state agencies 
D)  require that all private-sector companies who have more than five employees hire members from protected groups 
E)  specify the employee hiring and firing practices for all private-sector companies

Question 15

Regardless of how external applicants are recruited, the goal should be to attract qualified applicants, not just a large number of applicants.

Accepted Answer

A) True 
 B)False

Question 16

Effective recruitment activities:

Accepted Answer

A)  should be consistent with the organization's business strategy 
B)  cause the job applicants to perceive the organization as an employer of choice 
C)  should be consistent with the values of the company 
D)  rely heavily on job analyses 
E)  are accurately described by all of the above 
A)  should be consistent with the organization's business strategy 
B)  cause the job applicants to perceive the organization as an employer of choice 
C)  should be consistent with the values of the company 
D)  rely heavily on job analyses 
E)  are accurately described by all of the above

Question 17

Inbreeding results when someone who is unfamiliar with the organization has come to accept its ways of doing things.

Accepted Answer

A) True 
 B)False

Question 18

What is a federal contractor?

Accepted Answer

Any company that has

Question 19

Questions to be addressed during strategic HR recruitment planning might include all but:

Accepted Answer

A)  How many new hires do we need in the near term and three to five years from now? 
B)  Are we prepared to pay top dollar, or would we look for people who will be attracted to our company despite the modest compensation we offer? 
C)  What is our plan for downsizing employees? 
D)  What competencies do we need from our employees? 
E)  All of these are valid questions. 
A)  How many new hires do we need in the near term and three to five years from now? 
B)  Are we prepared to pay top dollar, or would we look for people who will be attracted to our company despite the modest compensation we offer? 
C)  What is our plan for downsizing employees? 
D)  What competencies do we need from our employees? 
E)  All of these are valid questions.

Question 20

Which of the following statements about employment agencies is true?

Accepted Answer

A)  State employment agencies are supported by a special tax on wholesale products. 
B)  Private employment agencies only serve professional and managerial labor. 
C)  Employment agencies are a form of internal recruitment. 
D)  State employment agencies tend to be small organizations with very limited lists of potential employees. 
E)  The Social Security Act provides that most workers who have been laid off must register with the state employment agency in order to be eligible for unemployment benefits. 
A)  State employment agencies are supported by a special tax on wholesale products. 
B)  Private employment agencies only serve professional and managerial labor. 
C)  Employment agencies are a form of internal recruitment. 
D)  State employment agencies tend to be small organizations with very limited lists of potential employees. 
E)  The Social Security Act provides that most workers who have been laid off must register with the state employment agency in order to be eligible for unemployment benefits.

Which of the following statements about recruitment activities is true?

What are the two sources for the job applicant pool?

Which of the following statements about private employment agencies is TRUE?

Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?

The relevant labor market in which your firm competes has been marked by high unemployment and a recession. The following condition should exist when recruiting

High turnover may threaten a firm's strategic competitiveness.

An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization. What is a relevant labor market?

Which of the following organizations would be most likely to use contingent workers?

Recruiting from multiple sources is a good way to increase the diversity of the applicant pool.

Which of the following statements about employee referrals as a job recruitment method is true?

Compared to external recruitment, internal recruiting:

Of all external recruitment methods, which method typically results in the highest one-year survival rates?

Affirmative action programs (AAPs):

Regardless of how external applicants are recruited, the goal should be to attract qualified applicants, not just a large number of applicants.

Effective recruitment activities:

Inbreeding results when someone who is unfamiliar with the organization has come to accept its ways of doing things.

What is a federal contractor?

Questions to be addressed during strategic HR recruitment planning might include all but:

Which of the following statements about employment agencies is true?

Managing Human Resources

Understanding the External and Organizational Environments

Ensuring Fair Treatment and Legal Compliance

HR Planning for Alignment and Change

Using Job Analysis and Competency Modeling

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Safety, Health, and Well-Being in the Workplace

Understanding Unionization and Collective Bargaining

Filters

Exam 6: Recruiting and Retaining Qualified Employees

Which of the following statements about recruitment activities is true?

What are the two sources for the job applicant pool?

Which of the following statements about private employment agencies is TRUE?

Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?

The relevant labor market in which your firm competes has been marked by high unemployment and a recession. The following condition should exist when recruiting

High turnover may threaten a firm's strategic competitiveness.

An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization. What is a relevant labor market?

Which of the following organizations would be most likely to use contingent workers?

Recruiting from multiple sources is a good way to increase the diversity of the applicant pool.

Which of the following statements about employee referrals as a job recruitment method is true?

Compared to external recruitment, internal recruiting:

Of all external recruitment methods, which method typically results in the highest one-year survival rates?

Affirmative action programs (AAPs):

Regardless of how external applicants are recruited, the goal should be to attract qualified applicants, not just a large number of applicants.

Effective recruitment activities:

Inbreeding results when someone who is unfamiliar with the organization has come to accept its ways of doing things.

What is a federal contractor?

Questions to be addressed during strategic HR recruitment planning might include all but:

Which of the following statements about employment agencies is true?

Managing Human Resources

Understanding the External and Organizational Environments

Ensuring Fair Treatment and Legal Compliance

HR Planning for Alignment and Change

Using Job Analysis and Competency Modeling

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Safety, Health, and Well-Being in the Workplace

Understanding Unionization and Collective Bargaining

Filters