Deck 6: Internal Recruitment

Question 1

Internal recruitment activities involve the development of a recruitment guide.

Answer 1

True

Question 2

Ideally,the best internal recruitment system is an open system.

Answer 2

False

Question 3

A mobility path consists of possible employee movements within the internal labour market.

Answer 3

True

Question 4

A poorly developed or nonexistent mobility path policy is likely to lead employees to claim favouritism and discrimination.

Question 5

Open internal recruitment systems use a job posting and bidding system to make employees aware of job openings.

Question 6

Under a closed internal recruitment system,employees are not made aware of job vacancies.

Question 7

The first step in the internal recruitment process is consideration of legal issues.

Question 8

Traditional mobility paths make it very difficult to identify where to look for applicants in the organization.

Question 9

Innovative mobility paths do not just emphasize upward mobility.

Question 10

Organizations with limited upward mobility may use alternative employment and reward systems to make work meaningful to employees.

Question 11

Closed internal recruitment systems are very inefficient.

Question 12

Each internal labour market is composed of mobility paths and mobility policies.

Question 13

A parallel track enables an employee to specialize in two different types of work and to advance within either.

Question 14

Internal,but not the external,recruitment efforts need to be coordinated and synchronized by the organization's staffing philosophy.

Question 15

A targeted system of internal recruitment uses both "open" and "closed" steps simultaneously.

Question 16

A requisition to fill a position by higher-level management is not especially important to the internal recruitment process.

Question 17

One advantage of innovative mobility paths is that they are very easy to administer.

Question 18

The objective of the internal recruitment process is to identify and attract applicants from outside the organization.

Question 19

A well-defined mobility path policy statement is needed for traditional but not innovative mobility paths.

Question 20

A lattice mobility path allows for upward and downward movement only.

Question 21

The research literature has paid a tremendous amount of attention to studying the reactions of applicants to the internal recruitment process.

Question 22

Nominations for internal candidates to apply for open positions can be solicited from potential supervisors only,

Question 23

Targeted messages about the desirability of a position should come directly from the job requirements matrix.

Question 24

A job posting is very similar to the advertisement used in external recruitment.

Question 25

A research study showed that the number one barrier cited by Canadian women executives was lack of meaningful developmental assignments.

Question 26

Intraplacement systems use external recruiters to recruit and place external candidates.

Question 27

Employee referrals are often used for internal recruitment purposes.

Question 28

The search for internal job applicants is activated by a requisition.

Question 29

Employer types required to comply with Employment Equity Act provisions include banks,all government employees and communications companies such as Bell Canada.

Question 30

A closed system is the most expensive in terms of search costs.

Question 31

A big difference between internal and external recruitment is that internal recruitment creates vacancy as it fills a vacancy.

Question 32

The "glass ceiling" refers to strong but invisible barriers for women and minorities to promotion in organizations.

Question 33

KSAOs that are used in making advancement decisions are stored in skills inventories.

Question 34

Realistic job previews cannot be used for internal recruitment.

Question 35

Distributive justice refers to how fair the employee perceives the process that leads to a promotion or transfer decision.

Question 36

HR planning is essential for internal recruitment.

Question 37

The law does not permit the use of BFORs under any circumstances.

Question 38

Organizations should routinely survey the reactions of organizational members to determine the effectiveness of the internal recruitment process.

Question 39

The Federal Glass Ceiling Commission study found that there are three types of barriers to mobility--societal,governmental and internal.

Question 40

A job requirements matrix is not important in developing a good job posting system.

Question 41

Mobility paths are not determined by which of the following types of characteristics?

A)Workforce
B)Organizational
C)Labour market
D)Global consumer trends

Question 42

Which of the following is the last step in the internal recruitment process?

A)Recruitment planning
B)Searching for internal candidates
C)Consideration of legal issues
D)Strategy development

Question 43

Under a closed internal recruitment system,which of the following is not likely to occur?

A)Speed of decisions is faster than with open systems.
B)Contacted employees are immediately given preference under such a system.
C)Managers have less influence over the ultimate decision.
D)Overall effectiveness of the system in identifying qualified applicants will dropage:

Question 44

Job postings influence the recruitment process by _______.

A)clarifying requirements of the job
B)reducing competition for the job
C)eliminating external sources from consideration
D)reducing the need for formal applications

Question 45

Most organizations do not start with internal recruitment as they know their staff and who are qualified.

Question 46

Which of the following is true regarding closed internal recruitment systems?

A)Employees are made aware of all job openings.
B)They are very inefficient.
C)They are not costly to implement
D)They are very time-consuming to implement.

Question 47

Which of the following is not an innovative mobility path?

A)Lattice
B)Traditional
C)Lateral
D)Parallel

Question 48

In an ideal world with unlimited resources,the best internal recruitment system would be a (n)_______.

A)open system
B)closed system
C)targeted system
D)traditional system

Question 49

Which of the following is true regarding an open internal recruitment system?

A)Employees are made aware of all job openings.
B)They use a job posting and job bidding system.
C)They often lead to uncovering "hidden talent."
D)All of the above are correct.

Question 50

Which of the following is true regarding mobility paths?

A)Traditional mobility paths are primarily lateral in direction.
B)Traditional mobility paths make it easy to identify where to look for applicants in an organization.
C)Innovative mobility paths may move in any direction.
D)Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.

Question 51

An empirical study of the characteristics of a job posting system which lead to high user satisfaction found that _________ was (were)critical.

A)the adequacy of job descriptions
B)the adequacy of job notification procedures
C)treatment during the interview
D)all of the above

Question 52

Internal and external recruitment efforts should be coordinated and synchronized based most directly on ___________.

A)corporate strategy
B)corporate vision
C)organizational staffing philosophy
D)general HR goals

Question 53

Which of the following is a component of an internal labour market?

A)Mobility paths
B)Mobility rates
C)Mobility matrices
D)None of the above

Question 54

Which of the following statements regarding skills inventories is (are)true?

A)Skills inventories are maintained by the employee.
B)Skills inventories simplify record keeping.
C)Skills inventories reduce the need for supervisory judgment in promotion decisions.
D)Skills inventories require a user-friendly data base for effective use.

Question 55

Which of the following is an example of how organizations can make work more meaningful for employees?

A)Alternative reward systems
B)Counseling
C)Alternative employment
D)All of the above

Question 56

Which of the following is the first step in the internal recruitment process?

A)Recruitment planning
B)Searching for internal candidates
C)Consideration of legal issues
D)Strategy development

Question 57

In developing career path policies,a good approach for promotion would not include which of the following?

A)Communication of management's intentions.
B)Reasons why external sources are preferred.
C)Rules regarding compensation.
D)Rules concerning fringe benefits.

Question 58

Alternative employment arrangements include _________.

A)leaves of absence
B)sabbaticals
C)consulting assignments
D)all of the above are true

Question 59

KSAOs which are used in making advancement decisions are stored in __________.

A)job descriptions
B)job specifications
C)skills inventories
D)ability inventories

Question 60

A lattice mobility path is ________.

A)characterized by upward,lateral,and downward movement.
B)found mostly within the external recruitment process
C)used in conjunction with union contracts
D)concerned with management level recruitment only

Question 61

A sound policy regarding promotion is important.List the characteristics necessary for an effective promotion policy.

Question 62

From a legal standpoint,it can be said that _________.

A)the CHRC is more concerned about external recruitment procedures than internal ones.
B)innovative internal recruitment practices are legal as long as there is no intent to discriminate
C)promotions have no effect on the employment contract.
D)employers should distinguish between essential and non essential requirements when recruiting internally

Question 63

Which of the following statements regarding internal recruitment processes is not true?

A)Procedures do not concern employees nearly as much as promotion decision outcomes.
B)Procedures have been used to perpetuate discriminatory practices.
C)Lack of formal policies often creates dissatisfaction.
D)When informal policies override formal policies dissatisfaction rises.

Question 64

What information should be included in the targeted internal communication message?

Question 65

Compare and contrast a closed internal recruitment system with an open internal recruitment system.

Question 66

Job postings are effective internal recruitment tools because they _______.

A)resemble and support external messages
B)are efficient in matching employees to organizational needs
C)reduce record keeping
D)are far easier to prepare than external messages

Question 67

Applicant reactions and perceptions of the fairness of the internal recruitment process are an important consideration when evaluating the effectiveness of the process.Describe the two categories of fairness that are discussed in this chapter.

Question 68

An open system of internal recruitment can be expected to minimize _______.

A)competition among employees
B)scrutiny of job qualifications
C)overlooking talent
D)low morale among those not advanced

Question 69

To the extent that informal internal job communications systems exist,they tend to _________.

A)reduce employer ability to comply with EEO/AA regulations
B)increase communication speed
C)increase communication efficiency
D)improve employee involvement with the recruitment process

Question 70

Traditional career paths strictly emphasize upward mobility within an organization.How does mobility differ in organizations with innovative career paths? List three innovative career paths discussed in this chapter,describing how mobility occurs in each.

Question 71

Internal recruitment does each of the following except ___________.

A)creates a vacancy when it fills a vacancy
B)needs more planning time than does external recruitment
C)is usually done before external recruitment
D)costs more than external recruitment