Question 1

The primary objective of recruitment is to make sure that the organization is in compliance with federal laws.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following statements about contingent employment is true?

Accepted Answer

A) Rehiring former or laid-off employees as contingent workers is an effective method of recruiting. 
B) The growing reliance on contingent employment is often considered a positive trend for employees. 
C) The commitment of rehired employees to do the best job possible tends to be very high. 
D) Conflict between permanent and temporary workers is seldom a problem. 
E) All of the above statements about contingency employment are truE. 
A) Rehiring former or laid-off employees as contingent workers is an effective method of recruiting. 
B) The growing reliance on contingent employment is often considered a positive trend for employees. 
C) The commitment of rehired employees to do the best job possible tends to be very high. 
D) Conflict between permanent and temporary workers is seldom a problem. 
E) All of the above statements about contingency employment are truE.

Question 3

The two sides to the battle in the war for good employees are recruiting talented people and dismissing poor performers.

Accepted Answer

A) True 
 B)False

Question 4

When doing an availability analysis for a secretarial position,the relevant labor market would most likely be:

Accepted Answer

A) in a 20-mile radius from the work 
B) within the same state 
C) within the same region 
D) national 
E) international 
A) in a 20-mile radius from the work 
B) within the same state 
C) within the same region 
D) national 
E) international

Question 5

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 6

What are other names for a private employment agency?

Accepted Answer

Headhunter

Question 7

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 talent. 
B) Applications for job openings will be low. 
C) Voluntary turnover within your firm will be high. 
D) You will be able to pay less than the market wage. 
E) You will have to do a national search for talent. 
A) You will have to pay top dollar for talent. 
B) Applications for job openings will be low. 
C) Voluntary turnover within your firm will be high. 
D) You will be able to pay less than the market wage. 
E) You will have to do a national search for talent.

Question 8

What are the two sources for the job applicant pool?

Accepted Answer

Internal a

Question 9

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 10

Effective recruitment activities:

Accepted Answer

A) are consistent with the organization's 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) are consistent with the organization's 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 11

If a federal court finds that an employer is employing proportionately fewer members of a protected group than are available,a(n)_____ will specify the affirmative action steps the organization needs to take to come into compliance with the wishes of the Equal Employment Opportunity Commission.

Accepted Answer

A) statement of availability 
B) utility statement 
C) consent decree 
D) employment plan 
E) policy of diversity 
A) statement of availability 
B) utility statement 
C) consent decree 
D) employment plan 
E) policy of diversity

Question 12

What is the best recruiting and retention strategy given the company objective of "increase return on investment by offering innovative products and maintaining high margins"

Accepted Answer

A) best talent not likely to be looking so we will have to go get them 
B) develop layoff plans 
C) recruiting plans may call for preparation of lateral transfers 
D) retain current talent as company grows 
E) none of these are appropriate strategies 
A) best talent not likely to be looking so we will have to go get them 
B) develop layoff plans 
C) recruiting plans may call for preparation of lateral transfers 
D) retain current talent as company grows 
E) none of these are appropriate strategies

Question 13

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 14

Effective job recruiters show sincere interest in applicants,and,in return,applicants show more interest in the job.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

Headhunters:

Accepted Answer

A) are private employment agencies 
B) are employees who regularly provide job referrals 
C) refer to people who read organizational bulletin boards looking for job opportunities 
D) are potential job applicants who seek positions with a firm without knowing if any positions are currently open 
E) are college recruiters 
A) are private employment agencies 
B) are employees who regularly provide job referrals 
C) refer to people who read organizational bulletin boards looking for job opportunities 
D) are potential job applicants who seek positions with a firm without knowing if any positions are currently open 
E) are college recruiters

Question 17

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) There are no financial incentives involved with the job referral method. 
D) The employee referral approach benefits both employers and employees 
E) All of the above statements about employee referrals as a job recruitment method are truE. 
A) Formal referral systems reward employees for referring qualified applicants. 
B) Employee referral is an internal recruitment method. 
C) There are no financial incentives involved with the job referral method. 
D) The employee referral approach benefits both employers and employees 
E) All of the above statements about employee referrals as a job recruitment method are truE.

Question 18

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 19

The legal rights of employee bloggers are well established.

Accepted Answer

A) True 
 B)False

Question 20

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.

The primary objective of recruitment is to make sure that the organization is in compliance with federal laws.

Which of the following statements about contingent employment is true?

The two sides to the battle in the war for good employees are recruiting talented people and dismissing poor performers.

When doing an availability analysis for a secretarial position,the relevant labor market would most likely be:

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

What are other names for a private employment agency?

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

What are the two sources for the job applicant pool?

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

Effective recruitment activities:

If a federal court finds that an employer is employing proportionately fewer members of a protected group than are available,a(n)_____ will specify the affirmative action steps the organization needs to take to come into compliance with the wishes of the Equal Employment Opportunity Commission.

What is the best recruiting and retention strategy given the company objective of "increase return on investment by offering innovative products and maintaining high margins"

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

Effective job recruiters show sincere interest in applicants,and,in return,applicants show more interest in the job.

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

Headhunters:

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

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

The legal rights of employee bloggers are well established.

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?

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

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 Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters

Exam 6: Recruiting and Retaining Qualified Employees

The primary objective of recruitment is to make sure that the organization is in compliance with federal laws.

Which of the following statements about contingent employment is true?

The two sides to the battle in the war for good employees are recruiting talented people and dismissing poor performers.

When doing an availability analysis for a secretarial position,the relevant labor market would most likely be:

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

What are other names for a private employment agency?

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

What are the two sources for the job applicant pool?

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

Effective recruitment activities:

If a federal court finds that an employer is employing proportionately fewer members of a protected group than are available,a(n)_____ will specify the affirmative action steps the organization needs to take to come into compliance with the wishes of the Equal Employment Opportunity Commission.

What is the best recruiting and retention strategy given the company objective of "increase return on investment by offering innovative products and maintaining high margins"

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

Effective job recruiters show sincere interest in applicants,and,in return,applicants show more interest in the job.

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

Headhunters:

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

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

The legal rights of employee bloggers are well established.

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?

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

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 Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters