Deck 6: Recruitment

Question 1

Identifying which job requirements should be filled internally and which externally is most closely associated with

A)a human resources requisition form.
B)HR planning.
C)determining the job requirements.
D)building a pool of candidates.
E)choosing the appropriate recruitment method(s).

Answer 1

B

Question 2

You are a recruiter for a public relations agency and must fill the position of director of business development.Advantages of filling the position with inside candidates include

A)managers are provided with a longer-term perspective when making business decisions.
B)insiders are less likely to require training and are more likely to have an innovative approach.
C)insiders are likely to have an innovative approach.
D)managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave.
E)there would be no advantages.

Answer 2

D

Question 3

To be effective, promotion from within requires using each of the following tools except

A)newspaper advertisements.
B)skills inventories.
C)interviewing.
D)human resources records.
E)job posting.

Answer 3

A

Question 4

An examination of human resources records may reveal all of the following except

A)people who already have the requisite KSAs.
B)employees who are working in jobs below their education or skill levels.
C)occupational segregation.
D)underemployment.
E)persons with the potential to move into the vacant position if given some additional training.

Question 5

When job openings arise unexpectedly, these openings are identified by

A)choosing the appropriate recruitment source(s) and method(s).
B)human resources planning.
C)determining the job requirements.
D)building a pool of candidates.
E)manager request.

Question 6

The biggest constraint on recruiting activity at this time is the

A)organizational plans.
B)emerging labour shortage.
C)the recruitment budget.
D)recruiter preferences.
E)environmental factors.

Question 7

________ influence the attractiveness of the job to potential applicants.

A)Employment status policies
B)Promote-from-within policies
C)Human resources plans
D)Recruitment budgets
E)Compensation policies

Question 8

Recruiters must try to meet the prevailing standards while dealing with

A)organizational policies.
B)the job specifications.
C)recruiter preferences.
D)inducements of competitors.
E)environmental factors.

Question 9

You are a recruiter for a public relations agency and must fill the position of director of business development.The disadvantages of filling the position with inside candidates includes all of the following except

A)the difficulty for a newly-chosen leader to gain acceptance.
B)inbreeding.
C)less orientation is required.
D)that it is a waste of time if all internal candidates must be interviewed.
E)they will have less innovative approaches to decision-making

Question 10

An effective way of spreading the word about job opportunities to current employees is

A)preparing a job description.
B)job posting.
C)placing a classified advertisement in the newspaper.
D)radio advertising.
E)preparing a job specification.

Question 11

Skills inventories are

A)not useful unless there is a unique job being applied for.
B)used for employee training.
C)always used instead of job postings.
D)only computerized.
E)often used as a supplement to job postings.

Question 12

The second step in employer branding includes

A)defining the reasons why the organization is a unique place to work.
B)defining the reasons why the organization is a unique place to work and would be an attractive employer to the desired audience.
C)defining the target audience in terms of where to find them.
D)building a pool of candidates.
E)defining the target audience in terms of where to find them and what they would want from an employer.

Question 13

Constraints affecting the recruitment process arise from

A)inducements offered by competitors.
B)emerging labour shortages and inducements offered by competitors.
C)employment equity plans and emerging labour shortages.
D)emerging labour shortages, inducements offered by competitors, and employment equity plans.
E)nothing, there are no constraints.

Question 14

Advantages of job posting include all of the following except that

A)the organization's policies and guidelines regarding promotions and transfers are communicated.
B)every qualified employee is provided with a chance for a transfer or promotion.
C)the organization's commitment to career growth and development is demonstrated.
D)the likelihood of special deals and favouritism is reduced.
E)employment equity goals are more likely to be met.

Question 15

Which of the following statements about recruitment is true?

A)In large organizations in which recruiting is done on an almost continuous basis, there are specialists, known as employment managers whose job it is to find and attract capable applicants.
B)Recruitment is the process of searching for and selecting the most appropriate individual to staff job requirements.
C)The HR department staff members have line authority for recruitment.
D)The recruitment process begins with the identification of a position that requires staffing and is completed when resumes and/or completed application forms are received from an adequate number of applicants.
E)The recruitment process begins with the identification of a position that requires staffing and is completed when a short list of candidates has been compiled.

Question 16

Which of the following is true of employer branding?

A)It is the image of the organization as an employer held by persons external to the organization only.
B)It is the image of the organization as an employer held by applicants for a position with the organization only.
C)It is important only for persons who are eventually hired by the organization.
D)It is the image of the organization as an employer held by current employees only.
E)It is the image of the organization as an employer held by persons external to the organization as well as current employees.

Question 17

Information typically found in a job posting includes all of the following except

A)qualifications required.
B)job title.
C)pay range.
D)posting date.
E)the name of the previous incumbent.

Question 18

Determining the job requirements involves

A)reviewing the employment equity plan.
B)perusing the human resources plan.
C)reviewing the job description and job specification and updating them if necessary.
D)relying on the supervisor's judgment.
E)relying on the human resources requisition form.

Question 19

The first step in employer branding includes

A)developing the employee value proposition.
B)HR planning.
C)defining the target audience in terms of where to find them.
D)building a pool of candidates.
E)defining the target audience in terms of where to find them and what they would want from an employer.

Question 20

An engineering consulting company operating across Canada has launched an initiative to recruit engineers from England.Which of the constraints on the recruitment process is this most likely primarily designed to address?

A)employment equity plans
B)compensation policies
C)the labour shortage for certain occupations in Canada
D)employment status policies
E)inducements offered by competitors

Question 21

Employers may use time-lapse data for each recruitment method to determine the

A)projected turnover rate.
B)number of applicants failing the recruiting and selecting process.
C)amount of lead time needed to hire the required number of new employees.
D)number of applicants that must be attracted to hire the required number of new employees.
E)number of applicants rejected.

Question 22

Online job boards are

A)fast, convenient, and easy.
B)fast, but not easy.
C)slow, but easy to use.
D)fast, convenient, and easy when the job boards used are large.
E)secure and confidential.

Question 23

Online recruiting must be consistent with the company's overall

A)marketing strategy.
B)finance strategy.
C)business development strategy.
D)sales strategy.
E)operations strategy.

Question 24

Corporate websites can help the company create a pool of candidates who have

A)already worked with the company.
B)already filled out an application form.
C)already been prescreened.
D)replied to a specific ad in print.
E)already expressed interest in the organization.

Question 25

Corporate career websites

A)capture data about the organization.
B)provide a platform that promotes the corporate brand.
C)educate the applicant about the industry.
D)provide links to company advertisements.
E)provide details about the human resource planning.

Question 26

Online recruitment

A)reduces the use of the company intranet and internet technology.
B)reduces hiring speed, but also reduces the costs of vacant positions.
C)reduces hiring speed because of technological complexities.
D)increases hiring speed and, therefore, increases the costs of vacant positions.
E)increases hiring speed and, therefore, reduces the costs of vacant positions.

Question 27

External recruitment often results in

A)cost savings due to less extensive training.
B)the generation of a homogeneous pool of applicants.
C)problems in meeting employment equity goals.
D)rivalry and competition among employees.
E)higher costs due to extensive training.

Question 28

You are a recruiter for a telecommunications company.When recruiting for the position of director of customer service, which of the following would not account for why you would recruit externally?

A)The quality of the selection decision may be better.
B)Creative problem-solving techniques may be acquired.
C)Rivalry and competition between employees may be eliminated.
D)Employment equity goals and timetables may be met.
E)Qualified employees have a chance for promotion.

Question 29

One problem with internet job boards is

A)job seekers cannot search multiple job boards with one query.
B)nothing, there are no problems.
C)fake job postings lead to resumes copied onto competing job boards.
D)they are vulnerable to privacy breaches.
E)it is difficult to post resumes online.

Question 30

You are a recruiter for a public relations agency and must fill the position of director of business development.The disadvantages of an internal job posting include that

A)it does not reduce the likelihood of special deals and favouritism.
B)the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates.
C)it is rare that it is a difficult decision about which candidate to select, even if there are two or more equally qualified candidates.
D)every qualified employee does not have a chance for transfer or promotion.
E)unsuccessful job candidates are rarely demotivated and understanding feedback may not be communicated in a timely manner.

Question 31

For executive-level positions, firms normally rely on

A)online recruitment.
B)professional search firms.
C)employee referrals.
D)employment agencies.
E)newspaper ads.

Question 32

You are a recruiter for a telecommunications company.When recruiting for the position of director of customer service, which of the following is most helpful as a supplement to job postings to ensure that qualified internal candidates are identified and considered when vacancies arise?

A)a replacement chart
B)replacement summaries
C)a telephone hot-line
D)a succession plan
E)skills inventories

Question 33

With the overabundance of applicants now found on most online job boards, employers now use

A)workopolis.ca.
B)Monster.ca.
C)their own corporate websites to recruit.
D)application service providers.
E)print advertising.

Question 34

Employers may use a recruiting yield pyramid for each recruitment method to determine the

A)projected turnover rate.
B)number of applicants that must be attracted to hire the required number of new employees.
C)amount of lead time needed to hire the required number of new employees.
D)number of applicants rejected.
E)number of applicants failing the recruiting and selecting process.

Question 35

Time-lapse data

A)cannot be used for every recruitment method.
B)is not a useful tool in the recruitment process.
C)does not take into account the amount of lead time available.
D)is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.
E)is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work and has completed the orientation process.

Question 36

Which of the following is a limitation of recruiting from within the organization?

A)Most entry-level jobs are filled with current employees.
B)In firms with a promote-from-within policy, positions are rarely filled externally.
C)If there is a job posting policy, external candidates can only be considered if there are no qualified internal candidates.
D)If positions are vacated unexpectedly, there may be no qualified internal candidates.
E)All of the above are limitations of recruiting from within.

Question 37

Popularity of internet job boards among job seekers is high due to

A)the types of job postings available.
B)the features of the job boards.
C)the technological requirements of the internet.
D)the number of job postings available on one site.
E)nothing, they are not popular.

Question 38

Passive job seekers are

A)managerial employees.
B)happily employed in their present job.
C)professional employees.
D)looking for a new job.
E)manufacturing employees.

Question 39

The term AIDA stands for ________________________in a recruiting context.

A)ability, insight, demonstrated skills, and aptitude
B)allegiance (loyalty), intelligence, dependability, and action-oriented
C)appropriate, interesting, design (features), and actionable
D)attract (attention), interest, desire, and action
E)announce, intend, demonstrate, and act

Question 40

Yield ratio is

A)the percentage of applicants that will not proceed to the next stage of the process.
B)the percentage of applicants that proceed to the next stage of the process.
C)the applicants who perform poorly in the hiring process.
D)the applicants that do not continue in the hiring process.
E)the applicants who perform well in the hiring process.

Question 41

Firms use application service providers to power their career websites so that the company

A)can reduce recruitment costs.
B)does not have to worry about maintaining or updating the recruiting software.
C)can reduce recruitment costs.
D)can worry about administering recruiting software only.
E)can allow the HR department to focus on tactical recruitment efforts.

Question 42

Summer internship programs

A)are expensive to assess students.
B)hire college and/or university students to complete summer projects before they graduate.
C)have one objective only: to allow students to obtain business experience.
D)frequently offer permanent positions following graduation if interns have excellent performance.
E)produce win-win results, but students benefit more.

Question 43

Situations in which an employer may use an employment agency for candidate recruitment include all of the following except

A)a perceived need to attract a more homogeneous pool of applicants.
B)the need to fill an open position quickly.
C)lack of an internal HR department.
D)when the organization has an inexperienced HR department.
E)difficulty in generating a pool of qualified job candidates for this type of position in the past.

Question 44

The four-point guide should be used to construct an ad.The guide is called

A)PAPA.
B)DAIP.
C)IDA-P.
D)AIDA.
E)none of the above.

Question 45

Corporate websites

A)improve recruitment through online screening tools for communicating with candidates, thereby saving time.
B)create different types of applications and help recruiters manage relationships with candidates.
C)are using career websites to advertise products or services sold.
D)are allowing streamlining of data to use in the application.
E)are using career websites to position corporate brands to advertise career opportunities.

Question 46

Nepotism is a problem most closely associated with

A)write-ins.
B)educational institutions.
C)human resource centres.
D)employee referrals.
E)walk-ins.

Question 47

Best practices for career websites include

A)allowing no third-party sources of information.
B)presenting material in large blocks of text.
C)focusing on easy navigation, but not allowing fast download times.
D)flashy design.
E)trying to personalize each job seeker's experience.

Question 48

Benefits associated with internship, co-op, and field placement programs include all of the following except

A)a lesser likelihood of leaving shortly after hiring if employed by the firm.
B)low recruitment costs.
C)the ability of employers to assess the skills and abilities of potential employees.
D)current knowledge and enthusiasm.
E)experienced talent.

Question 49

To achieve optimum results from an ad, the ad should

A)create desire for the job.
B)name who to call.
C)appear in the classified ads.
D)tell people where to apply.
E)do none of the above.

Question 50

Active job seekers

A)are not the only type of individuals to visit the career website.
B)must have an accessible, prominently positioned link on the homepage leading directly to the career section to make it easier for them to pursue job opportunities.
C)are known as "passive"job seekers.
D)are the individuals that visit the career websites.
E)have the best access to the career websites.

Question 51

Blind ads

A)allow for confidentiality for the hiring firm.
B)are the same as want ads.
C)do not allow a job seeker to unknowingly send a resume to the firm at which they are currently employed.
D)are favoured by job seekers.
E)are always used if the position is still staffed.

Question 52

Which of the following is an advantage of using advertising as a recruitment method?

A)advertising allows job seekers to respond very quickly
B)advertising reduces costs associated with recruitment
C)advertising saves time in the process
D)advertising allows employers to reach a diverse group of job applicants
E)there is no advantage

Question 53

ASP firms provide

A)standardized application forms.
B)sample resumes.
C)resume writing workshops.
D)a short list of candidates for interviews.
E)a long list of candidates for interviews.

Question 54

Perhaps the biggest drawback associated with employee referrals is the

A)potential for systemic discrimination.
B)dissatisfaction of employees whose referral is not hired.
C)unrealistic expectations newly-hired employees have about the firm.
D)potential for morale problems.
E)costs involved in providing cash awards.

Question 55

You are a recruiter at a telecommunication company.In recruiting for the position of business division sales manager, which of the following would be the advantage of the employee referral method?

A)It does not allow inbreeding.
B)It represents a low recruiting cost.
C)It would assist in managing diversity in the firm.
D)It usually leads to higher quality candidates.
E)It generally attracts a greater pool of applicants than other methods.

Question 56

Nepotism

A)is associated with recruiting at schools.
B)is a preference for hiring relatives of current employees.
C)is a disadvantage associated with hiring from an online job board.
D)can cause morale problems associated with hiring for executive positions.
E)is a preference for hiring past colleagues of current employees; this is associated with employee referrals.

Question 57

Best practices for career websites include

A)embellishing business prospects.
B)using an ASP.
C)using print along with the website.
D)including a unique application for each functional area.
E)having a direct link from the homepage to the career page.

Question 58

Which of the following is considered an inexpensive recruitment method?

A)walk-ins
B)write-ins
C)walk-ins and write-ins
D)educational institutions
E)employee referrals

Question 59

Human resource centres are used primarily to help

A)skilled tradespersons.
B)supervisory employees.
C)union employees.
D)unemployed individuals.
E)technical employees.

Question 60

You are a recruiter in a telecommunications company and are hiring for the position of human resources clerk.The position requires some formal training, but little work experience.Which of the following recruitment methods is likely to be most effective in generating a pool of qualified candidates at low cost?

A)employment agencies
B)newspaper advertisements
C)human resource centres
D)professional journal advertisements
E)educational institutions

Question 61

Open houses are

A)common in government organizations.
B)not used today.
C)the choice when there are many jobs for candidates.
D)the most popular recruitment method.
E)none of the above.

Question 62

In many firms with a policy of promoting from within, potential external candidates are also considered.

Question 63

Potential pitfalls of using executive search firms includes all of the following except

A)they may present unpromising candidates to a client.
B)the time that must be spent explaining in detail the type of candidate required.
C)they can be more interested in persuading the employer to hire any candidate.
D)they tend to be more salespeople than they are professionals.
E)they tend to focus only on persons currently looking for new positions.

Question 64

All of the following statements about temporary help agencies are true except that

A)if a temp performs unsatisfactorily, a substitute can generally be sent within one business day.
B)temps cost much less than permanent employees.
C)temps are generally well paid.
D)temporary agencies provide supplemental workers.
E)firms may use temporary employees to handle special projects for which there are no current employees with time and/or expertise.

Question 65

Relying on employee referrals can result in systemic discrimination.

Question 66

Advantages associated with the use of headhunters include all of the following except

A)their skill in reaching individuals who are employed.
B)their skill in reaching individuals who are not actively looking to change jobs.
C)their wide number of business contacts.
D)they typically know the marketplace.
E)their skill in recruiting employees of all levels.

Question 67

Which of the following is true about recruiting members from Generation Y according to recent research?

A)They value job security.
B)Work/life balance is their greatest priority in choosing an employer.
C)They value job security and diversity.
D)They value creativity and social responsibility.
E)They value creativity, diversity, and social responsibility.

Question 68

As outlined in the text, sources of nonpermanent staff are

A)younger workers.
B)temporary help agencies.
C)contract workers and temporary help agencies.
D)older workers.
E)temporary help agencies, contract workers, and employee leasing.

Question 69

Recent research has found a strong correlation between successful recruiting and shareholder value.

Question 70

Significant benefits to hiring and retaining older employees include

A)the opportunity to develop flexible work options.
B)their strong work ethic.
C)the opportunity to invest in retraining.
D)their knowledge of history and how things used to be done.
E)none of the above.

Question 71

External recruitment is generally the major source of candidates.

Question 72

Recruitment is the process of searching out and hiring qualified job applicants.

Question 73

You are a recruiter with a software development firm and are seeking to fill positions requiring specific computer programming knowledge and work experience.Which of the following recruitment sources or methods would be particularly useful to you?

A)educational institutions
B)a labour organization
C)professional and trade associations
D)write-ins
E)newspaper advertising

Question 74

Having a recruit-from-within policy may mean that no external candidates can be considered until the posting period is over, even if it is well known that there are no qualified internal candidates.

Question 75

The types of positions commonly filled through union hiring halls include all of the following except

A)plumbers.
B)carpenters.
C)welders.
D)pipe fitters.
E)security guards.

Question 76

Job fair events would not allow

A)top prospects to be invited to visit the firm at a later date.
B)computer technology to be used.
C)recruiters to share information about the organization.
D)recruiters to share job opportunities in an informal, relaxed setting.
E)in-depth assessment of candidates.

Question 77

All of the following statements about contract workers are true except that

A)some have consciously made a decision to work for themselves.
B)many professionals with specialized skills become contract workers.
C)some contractors are individuals who have been unable to obtain full-time work.
D)contract workers tend to have high employer commitment.
E)some have found themselves out of a full-time job due to cutbacks.

Question 78

To seek out middle- to senior-level professional and managerial employees, firms often retain

A)a talent scout.
B)an employment agency.
C)a professional or trade association.
D)a professional agency.
E)an executive search firm.

Question 79

The CFLC is responsible for

A)requiring civilian employers to give reservists time off for training.
B)allowing employers to interview for personnel at more than 300 military units.
C)conducting reserve force training that develops military skills.
D)developing a database of job postings for skilled personnel at no charge.
E)promoting the hiring of reservists by civilian employers.

Question 80

To achieve optimum results from an advertisement, the four-point guide known as AIDA should be used.This stands for

A)attention, interest, development, and action.
B)approach, introspection, desire, and activity.
C)alert, interest, desire, and appraisal.
D)attention, illumination, development, and assessment.
E)attention, interest, desire, and action.