Deck 5: Recruiting and Selecting Employees

Question 1

If labor supply exceeds labor demand,HR needs can best be met by:

A) succession planning.
B) recruiting externally.
C) reducing wages.
D) subcontracting.

Answer 1

C

Question 2

To forecast labor demand and supply,a firm must have historical staffing data.

Answer 2

True

Question 3

If labor demand equals labor supply,HR needs can best be met by:

A) retraining long-term employees.
B) transferring employees internally.
C) reducing employee work hours.
D) paying overtime to employees.

Answer 3

B

Question 4

If labor demand exceeds labor supply,HR needs can best be met through:

A) worker training.
B) work sharing.
C) severance pay.
D) internal transfers.

Question 5

A quantitative forecast:

A) can utilize any variables which increase flexibility.
B) is very helpful in a dynamic business environment.
C) is highly subject to judgment errors.
D) relies primarily on past data.

Question 6

Carmen is involved in the process of ensuring that her firm has the right number of people with the right skills to meet customer demand for the firm's products.Carmen is most likely engaged in:

A) HR benchmarking.
B) HR planning.
C) recruiting.
D) selecting.

Question 7

The availability of workers with the required skills to meet the firm's labor demand is referred to as ________.

Question 8

A firm that terminates employees during a laborer surplus suffers no consequences under federal law.

Question 9

An accounting firm plans to open 3 new branches.The firm currently has 4 branches with 4 accountants each.Each new branch will also need 4 accountants.The firm experiences a yearly 30% turnover among accountants.The firm's projected need for accountants will be: (Round your answer up to the next full position.)

A) 17.
B) 20.
C) 25.
D) 30.

Question 10

A restaurant chain is forecasting next year's labor needs.The firm employs 90 workers as wait staff at ten restaurants.The firm experiences 100% turnover each year among wait staff.The firm plans to open 4 more restaurants next year.The firm will need ________ wait staff next year.(Round your answer up to the next full position.)

A) 60
B) 90
C) 126
D) 252

Question 11

Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.

Question 12

Labor demand is the number of employees who are seeking employment.

Question 13

Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.

Question 14

The labor supply for an organization is how many workers are available with the required skills to meet company needs.

Question 15

Qualitative forecasts are best described as:

A) more accurate than quantitative forecasts.
B) more flexible than quantitative forecasts.
C) less subject to judgment errors.
D) too reliant on historical data.

Question 16

Which of the following is a quantitative technique for forecasting labor supply?

A) Vacancy analysis
B) Regression analysis
C) Markov analysis
D) Ratio analysis

Question 17

Qualitative forecasting techniques permit the firms to incorporate any factors or conditions the forecaster wishes to consider.

Question 18

________ is the process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future.

Question 19

________ is how many workers the organization will need in the future.

Question 20

A restaurant chain is forecasting next year's labor needs.Ten restaurants have their own managers,and the firm experiences 45% manager turnover each year.The firm plans to open 4 more restaurants next year.The firm's projected need for managers for the upcoming year will be: (Round your answer up to the next full position.)

A) 9.
B) 10.
C) 11.
D) 12.

Question 21

In the hiring process,generating a pool of qualified candidates for a job constitutes the ________ phase.

A) recruitment
B) selection
C) socialization
D) interviewing

Question 22

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
Refer to Additional Case 5.1.The firm most likely made a poor selection decision because of an inability to:

A) agree on important job characteristics.
B) attract an adequate pool of qualified applicants.
C) decide who would make the selection decision.
D) decide what recruiting source was best to use.

Question 23

Which of the following is most likely a true statement about job motivation?

A) Lack of motivation does not affect performance when ability is present.
B) Motivation is usually quantified with a personality test.
C) Motivation is both easy to measure and easy to stimulate.
D) Motivation depends heavily on the work environment.

Question 24

The process of orienting new employees to the organization,or the unit in which they will be working,is referred to as ________.

Question 25

The process of generating a pool of qualified candidates for a particular job is called ________.

Question 26

________ involves familiarizing new employees with company policies and procedures and orienting them to the company in general.

A) Recruiting
B) Selection
C) Socialization
D) Interviewing

Question 27

The process of making hire- or no-hire decisions describes the ________ step of the hiring process.

A) recruitment
B) selection
C) socialization
D) interviewing

Question 28

Most of the measures used in hiring decisions focus on an applicant's:

A) ability.
B) motivation.
C) ethics.
D) personality.

Question 29

The hiring process begins with deciding who should make selection decisions.

Question 30

________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Question 31

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Question 32

You are part of a team selecting employees at Helping Hands,Inc.All applicants will take a cognitive test and participate in a structured interview.The selection process would most likely be more efficient if the team:

A) oriented the applicants with potential co-workers.
B) established a cut score for the cognitive test.
C) expanded the structured interview.
D) recruited nontraditional laborers.

Question 33

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
Refer to Additional Case 5.1.Which of the following is most likely true given the problems associated with Jeff?

A) HR should have administered a personality test as part of the selection process.
B) Line personnel should have been more involved in the final selection decision.
C) HR should have conducted more thorough reference and background checks.
D) The firm should have taken an applicant-centered approach to recruiting.

Question 34

What is the primary reason for a firm to have its HR department manage the staffing process?

A) HR is most familiar with the position.
B) HR can ensure that employment practices are legal.
C) HR is most knowledgeable about the organization.
D) HR can minimize conflicts between applicants and co-workers.

Question 35

Explain the role of forecasting in human resource planning,the choices of forecasting techniques a planner has,and why an HR manager would choose one technique over another.

Question 36

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

A) Organizational culture
B) Applicant knowledge
C) Applicant abilities
D) Labor market

Question 37

According to research,employees who perform their jobs at above-average levels are:

A) worth 60% of their salary more to the organization than average employees.
B) less motivated by income levels than average employees.
C) worth 40% of their salary more to the organization than average employees.
D) the primary source of brain drain in most organizations.

Question 38

Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of:

A) ability.
B) personality.
C) motivation.
D) motivation and ability.

Question 39

Determining the characteristics necessary for good job performance is most likely difficult because of the:

A) changing business environment.
B) lack of accurate job descriptions.
C) lack of managerial involvement.
D) changing nature of most jobs.

Question 40

Cut scores are used to make final decisions regarding employee selection.

Question 41

If a firm is concerned about changing EEO-related balances among its employee base,it should NOT use:

A) referrals from current employees.
B) college campus recruiting.
C) employment agencies.
D) advertisements.

Question 42

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
Refer to Additional Case 5.1.Based on Jeff's performance,it is most likely that the employer failed to properly assess Jeff's:

A) abilities.
B) cognitive skills.
C) general knowledge of the publishing business.
D) motivation for doing the job for which he was hired.

Question 43

An applicant-centered approach to recruiting would most likely:

A) give applicants personality tests.
B) introduce applicants to co-workers.
C) accommodate the schedules of applicants.
D) offer applicants the highest industry wages.

Question 44

Which of the following must have written affirmative action plans?

A) Non-profit groups
B) Government contractors
C) Privately-held corporations
D) Publicly-held corporations

Question 45

In human resource planning,the answer to the question,"How many candidates should we recruit?":

A) is based on the firm's affirmative action plan.
B) comes from the yield ratio calculated in the forecast.
C) is directed by EEO consideration and the size of the labor pool.
D) depends on the state of the labor pool and the current economy.

Question 46

Tatiana needs to hire a line manager and has a very small recruiting budget.The firm's current employees don't feel they have many advancement opportunities.It would be best for Tatiana to recruit:

A) internally.
B) externally.
C) former military members.
D) nontraditional workers.

Question 47

DF Enterprises often recruits former employees when positions become available.What is the most likely benefit of this strategy?

A) Compliance with EEO guidelines
B) Minimal worker demands for benefits
C) Worker familiarity with company values
D) Highest degree of worker loyalty and satisfaction

Question 48

Managers primarily evaluate the effectiveness of recruiting sources based on:

A) how long new employees stay.
B) how much time is needed for training.
C) the diversity levels within management.
D) the bonuses required to minimize turnover.

Question 49

The recruiting pool that most likely contains people who already enjoy the firm's product is:

A) current customers.
B) contingent workers.
C) temporary workers.
D) incumbent employees.

Question 50

The HR department should take sole responsibility to recruit,select,and socialize new employees.

Question 51

Which of the following is primarily associated with hiring external candidates?

A) Lowers training costs
B) Provides new ideas and perspectives
C) Decreases recruitment time and expense
D) Motivates other workers to strive for advancement

Question 52

Which recruitment source has been linked to the most loyal and satisfied hires?

A) Referrals from current employees
B) Referrals from customers
C) Employment agencies
D) Online job postings

Question 53

Kyle has been hired by a staffing agency and put to work at Columbus Enterprises as a data analyst.After 90 days,Kyle will learn if he will be hired as a permanent employee.Which of the following terms best describes this recruiting method?

A) Offshoring
B) Evaluation orientation
C) Temporary hiring
D) Applicant-driven selection

Question 54

One of the advantages of promoting internal candidates is:

A) rejuvenating work units.
B) reducing training costs.
C) fostering innovative ideas.
D) reducing employee turnover.

Question 55

Which of the following is most likely a true statement about recruiting employees in a protected class?

A) The recruiting message should be targeted to specific minority groups.
B) All private sector firms are legally required to have an affirmative action policy.
C) Using media that focuses on minorities is an effective way to recruit protected group members.
D) Intense minority competition for jobs ensures a large pool of qualified and motivated applicants.

Question 56

According to research,why do firms experience lower turnover rates when they fill positions with current and former employees?

A) Effective socialization skills among workers
B) Realistic job expectations of workers
C) Applicable training in college
D) Flexible demands at the firm

Question 57

Cora's new fabric and textiles business is looking for its first employees.She hopes to open within the next two weeks and needs an inexpensive,timely recruitment method that will reach a large pool of applicants for long-term work.Her best option is to:

A) create a radio ad.
B) use online career sites.
C) use print advertisements.
D) contact a local headhunter.

Question 58

Which of the following is most likely a true statement about recruiting?

A) Internal recruiting enhances organizational communication.
B) External recruiting fills positions quickly and inexpensively.
C) External recruiting promotes innovation and new perspectives.
D) Internal recruiting requires developing new organizational policies.

Question 59

Steve,an HR supervisor at APEX construction,has recently noticed a shortage of skilled workers due to a building boom in the area.He must find new workers quickly because it is uncertain how long the boom will last.He decides to hire nontraditional laborers.The most likely disadvantage of using nontraditional laborers is the:

A) high costs of making reasonable accommodations.
B) additional training that will be necessary.
C) extensive involvement of the EEOC.
D) high advertising costs.

Question 60

Richard has a very high motivation to perform a job well but is somewhat inept.He should be hired because his motivation will offset his lack of ability.

Question 61

Additional Case 5.2
You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.
The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.
An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.
Refer to Additional Case 5.2.The best recruiting source of candidates for the newly created computer programming jobs would most likely be obtained through:

A) university job placement offices.
B) private employment agencies.
C) temporary employee agencies.
D) former employee networks.

Question 62

An unsuccessful job applicant has filed suit against your company,alleging that a test she was given does not measure performance required on the actual job.Her suit is about the ________ of the test.

A) reliability
B) validity
C) accuracy
D) disparate impact

Question 63

What is the difference between labor supply and labor demand? When labor demand exceeds labor supply,what employee recruitment sources are available? What are the advantages and disadvantages of each source?

Question 64

The offer-to-acceptance ratio at Central Manufacturing is 6:1.How many offers will the firm need to make in order to fill 80 positions?

A) 120
B) 240
C) 480
D) 540

Question 65

All of the following are associated with poor employee selection EXCEPT:

A) affirmative action mandates
B) employee resentment
C) dissatisfied customers
D) decreased productivity

Question 66

A firm's current customers are a convenient and cost-effective employee source.

Question 67

Former employees are generally a poor choice for rehiring due to strong resentment against the employer.

Question 68

According to your text,which mechanism determines the overall quality of a firm's human resources?

A) Socialization
B) Recruiting
C) Selection
D) Job analysis

Question 69

Damen is reviewing the results of an employment test his company has been using.The scores do not relate well to applicants' actual job performance once hired.This test is most likely subject to a:

A) reliability error.
B) validity error.
C) contamination error.
D) deficiency error.

Question 70

After an extensive recruiting effort,your company has contacted 225 interested individuals.At the application deadline,you have received 75 applications.What is your contact-to-applicant ratio?

A) 1:2
B) 2:3
C) 1:3
D) 3:1

Question 71

The best way to recruit protected-class job applicants is to target those individuals with a recruiting message designed specifically for them.

Question 72

An applicant-centered approach to recruitment would most likely involve connecting with potential applicants on LinkedIn.

Question 73

The selection process can help a firm contain costs as demonstrated by the ________ per year savings the federal government enjoys via ability testing for entry-level employees.

A) $500,000
B) $1 million
C) $1.5 billion
D) $15 billion

Question 74

Which term refers to the extent to which a technique measures an intended skill?

A) Reliability
B) Validity
C) Accuracy
D) Predictability

Question 75

An employment selection tool that has content validity:

A) reports consistent results across time.
B) results in consistency among evaluators.
C) contains a high correlation to job performance.
D) accurately measures knowledge required for the job.

Question 76

An employment selection tool that has empirical validity:

A) reports consistent results across time.
B) results in consistency among evaluators.
C) correlates with job performance.
D) measures unwanted influences.

Question 77

Workers who make up nontraditional labor pools typically lack the experience,education,and social experience found in traditional labor pools.

Question 78

Additional Case 5.2
You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.
The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.
An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.
Refer to Additional Case 5.2.The first-line supervisor jobs would best be filled by:

A) current employees.
B) employee referrals.
C) employment agencies.
D) college recruiting.

Question 79

Federal employment laws prevent employers from viewing applicants' Facebook pages.

Question 80

Which term refers to the consistency of measurement across time?

A) Reliability
B) Validity
C) Accuracy
D) Predictability