Question 1

Which type of U.S. employment laws is most directly relevant to recruitment practices?

Accepted Answer

Those employment law

Question 2

Webb Greenhouse is looking for an accomplished gardener/ salesperson. Studies have shown that the best recruiting method to fill this position is:

Accepted Answer

A)  ads in the local newspapers 
B)  a notice in the local gardening club newsletter 
C)  posting the position on the company bulletin board 
D)  applications from walk ins 
E)  Research shows no clear differences in employment experiences from any one source. 
A)  ads in the local newspapers 
B)  a notice in the local gardening club newsletter 
C)  posting the position on the company bulletin board 
D)  applications from walk ins 
E)  Research shows no clear differences in employment experiences from any one source.

Question 3

A firm has adopted a business strategy of increasing market share by offering the lowest cost services. Which of the following is NOT a recruiting and retention objective?

Accepted Answer

A)  retain current talent as the firm grows 
B)  recruiting plans may call for preparation of lateral transfers 
C)  low cost strategy puts pressure on compensation and benefits, so need to be creative in our programs 
D)  continuously improve efficiency of recruitment practices 
E)  need to predict rate of growth and translate into needed increases in workforce 
A)  retain current talent as the firm grows 
B)  recruiting plans may call for preparation of lateral transfers 
C)  low cost strategy puts pressure on compensation and benefits, so need to be creative in our programs 
D)  continuously improve efficiency of recruitment practices 
E)  need to predict rate of growth and translate into needed increases in workforce

Question 4

Amanda is upset. Her supervisor has told her she will receive a developmental move with new duties, in a new department, with no increase in pay or title. Should Amanda necessarily be concerned?

Accepted Answer

A)  No. She has been given a "dry promotion" and an increase in pay will come later. 
B)  Yes. This is a demotion and a career-killer. 
C)  Yes. She has been "broadbanded" and this is usually the first step in layoff procedures. 
D)  No. This is a lateral transfer designed to broaden her skills. 
E)  No. This is an example of organizational reconfiguration. 
A)  No. She has been given a "dry promotion" and an increase in pay will come later. 
B)  Yes. This is a demotion and a career-killer. 
C)  Yes. She has been "broadbanded" and this is usually the first step in layoff procedures. 
D)  No. This is a lateral transfer designed to broaden her skills. 
E)  No. This is an example of organizational reconfiguration.

Question 5

Nandini wants to create a talent inventory that will be truly useful for the firm where she works. She should include all of the following information EXCEPT:

Accepted Answer

A)  employees' prior job experience 
B)  medical history 
C)  work-related interests 
D)  geographic preferences 
E)  career goals 
A)  employees' prior job experience 
B)  medical history 
C)  work-related interests 
D)  geographic preferences 
E)  career goals

Question 6

What are other names for a private employment agency?

Accepted Answer

Headhunter

Question 7

Laron was the bank manager of a small regional bank when his bank was sold to a larger banking institution. After the merger, Laron was moved to one of the larger institution's branch banks in a neighboring community where he also holds the title of bank manager. Which type of internal pool recruitment is this an example of?

Accepted Answer

The answer of Laron was the bank manager of a...

Question 8

A(n) _____ is a database that contains information about the pool of current employees.

Accepted Answer

A)  organizational job analyses 
B)  management information system (MIS) 
C)  employee information system 
D)  talent inventory 
E)  competency ledger 
A)  organizational job analyses 
B)  management information system (MIS) 
C)  employee information system 
D)  talent inventory 
E)  competency ledger

Question 9

Job postings:

Accepted Answer

A)  can generate ill will if hiring decisions are made before the postings appear 
B)  can reduce employee turnover by communicating to employees that they don't have to go elsewhere to find opportunities for advancement 
C)  are used to create an open recruitment process 
D)  usually provide complete job descriptions 
E)  are accurately described by all of the above 
A)  can generate ill will if hiring decisions are made before the postings appear 
B)  can reduce employee turnover by communicating to employees that they don't have to go elsewhere to find opportunities for advancement 
C)  are used to create an open recruitment process 
D)  usually provide complete job descriptions 
E)  are accurately described by all of the above

Question 10

Which of the following statements about how job applicants view recruiting practices is true?

Accepted Answer

A)  Job seekers' perception of how well they fit a job is typically most affected by contacts with the recruiter. 
B)  Effective recruiters show sincere interest in job applicants, and in return, applicants show more interest in the job. 
C)  Negative impressions about the job tend to be created primarily by the body language used by the recruiter. 
D)  High quality job seekers are not deterred by long application processes. 
E)  The job recruiter has little impact on how the job applicant perceives the recruiting process. 
A)  Job seekers' perception of how well they fit a job is typically most affected by contacts with the recruiter. 
B)  Effective recruiters show sincere interest in job applicants, and in return, applicants show more interest in the job. 
C)  Negative impressions about the job tend to be created primarily by the body language used by the recruiter. 
D)  High quality job seekers are not deterred by long application processes. 
E)  The job recruiter has little impact on how the job applicant perceives the recruiting process.

Question 11

Jan Schulze is Austrian national. Which U.S.laws will affect his employer if he is employed as a quality control engineer in the United States by a consumer product manufacturer?

Accepted Answer

Under the Immigration Reform and Control

Question 12

If a company has a federal contract of more than $50,000 and has 50 or more employees, it:

Accepted Answer

A)  must pay its male and female equally 
B)  must have job descriptions for every job 
C)  is legally required to maintain a specified number of minority employees 
D)  must have and abide by an equal employment policy 
E)  must have a mission statement that supports diversity 
A)  must pay its male and female equally 
B)  must have job descriptions for every job 
C)  is legally required to maintain a specified number of minority employees 
D)  must have and abide by an equal employment policy 
E)  must have a mission statement that supports diversity

Question 13

Martin is an effective recruiter because he:

Accepted Answer

A)  received adequate training. 
B)  spends a great deal of time trying to sell the job to potential employees. 
C)  makes an effort to understand the jobs being filled. 
D)  sits in on business meetings. 
E)  reads up on the industry. 
A)  received adequate training. 
B)  spends a great deal of time trying to sell the job to potential employees. 
C)  makes an effort to understand the jobs being filled. 
D)  sits in on business meetings. 
E)  reads up on the industry.

Question 14

Which of the following is not a cost of high turnover?

Accepted Answer

A)  lost knowledge 
B)  excessive hours for remaining employees 
C)  more errors 
D)  increased litigation 
E)  opportunities missed 
A)  lost knowledge 
B)  excessive hours for remaining employees 
C)  more errors 
D)  increased litigation 
E)  opportunities missed

Question 15

When Designer Blinds of Omaha, Nebraska, was experiencing production problems that were putting the company at risk, its HR manager did all of the following EXCEPT:

Accepted Answer

A)  increased community outreach 
B)  improved orientation for new hires 
C)  provided better training for managers 
D)  reviewed job analyses for additional production efficiencies 
E)  took the lead in designing a systematic and integrated approach to recruiting and retaining employees. 
A)  increased community outreach 
B)  improved orientation for new hires 
C)  provided better training for managers 
D)  reviewed job analyses for additional production efficiencies 
E)  took the lead in designing a systematic and integrated approach to recruiting and retaining employees.

Which type of U.S. employment laws is most directly relevant to recruitment practices?

Webb Greenhouse is looking for an accomplished gardener/ salesperson. Studies have shown that the best recruiting method to fill this position is:

A firm has adopted a business strategy of increasing market share by offering the lowest cost services. Which of the following is NOT a recruiting and retention objective?

Amanda is upset. Her supervisor has told her she will receive a developmental move with new duties, in a new department, with no increase in pay or title. Should Amanda necessarily be concerned?

Nandini wants to create a talent inventory that will be truly useful for the firm where she works. She should include all of the following information EXCEPT:

What are other names for a private employment agency?

A(n) _____ is a database that contains information about the pool of current employees.

Job postings:

Which of the following statements about how job applicants view recruiting practices is true?

Jan Schulze is Austrian national. Which U.S.laws will affect his employer if he is employed as a quality control engineer in the United States by a consumer product manufacturer?

If a company has a federal contract of more than $50,000 and has 50 or more employees, it:

Martin is an effective recruiter because he:

Which of the following is not a cost of high turnover?

When Designer Blinds of Omaha, Nebraska, was experiencing production problems that were putting the company at risk, its HR manager did all of the following EXCEPT:

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 type of U.S. employment laws is most directly relevant to recruitment practices?

Webb Greenhouse is looking for an accomplished gardener/ salesperson. Studies have shown that the best recruiting method to fill this position is:

A firm has adopted a business strategy of increasing market share by offering the lowest cost services. Which of the following is NOT a recruiting and retention objective?

Amanda is upset. Her supervisor has told her she will receive a developmental move with new duties, in a new department, with no increase in pay or title. Should Amanda necessarily be concerned?

Nandini wants to create a talent inventory that will be truly useful for the firm where she works. She should include all of the following information EXCEPT:

What are other names for a private employment agency?

A(n) _____ is a database that contains information about the pool of current employees.

Job postings:

Which of the following statements about how job applicants view recruiting practices is true?

Jan Schulze is Austrian national. Which U.S.laws will affect his employer if he is employed as a quality control engineer in the United States by a consumer product manufacturer?

If a company has a federal contract of more than $50,000 and has 50 or more employees, it:

Martin is an effective recruiter because he:

Which of the following is not a cost of high turnover?

When Designer Blinds of Omaha, Nebraska, was experiencing production problems that were putting the company at risk, its HR manager did all of the following EXCEPT:

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