Deck 6: Recruitment

Question 1

Joan applied for a job in another department within her current company. She was not selected and was upset because she felt she was the more qualified person. This scenario can often happen when an organization uses ________ to fill a vacant position.

A) internal recruitment
B) employment advertising
C) job posting
D) external recruitment
E) Both A and C

Answer 1

E

Question 2

All of the following are accurate about rehiring employees as a method of recruitment EXCEPT:

A) they are familiar with the company culture and would fit in right away.
B) they know the job and would require limited training.
C) the administrative process to rehire them may be easier than hiring a brand new employee.
D) they would need to go through a more extensive recruitment process than other applicants.
E) not all rehires may be eligible to return to the organization due to being involuntarily terminated.

Answer 2

D

Question 3

A recruiting agency which charges their clients based on the time they spend recruiting rather than charging based on each person they hire is known as a/an

A) public employment agency.
B) private employment agency.
C) on-demand recruiting services.
D) contingency recruiting agency.
E) retained recruiting agency.

Answer 3

C

Question 4

If an organization is looking to enhance the diversity of its workforce or fill positions with individuals who have a new or different perspective in order to enhance the organizations success, which of the following recruitment methods should be used?

A) Employee referrals
B) Job posting
C) Employee inventory
D) Newspaper ads
E) None of the above

Question 5

XYZ Insurance Company was looking to fill several claims representative positions. They searched their employee database and were able to find 6 current employees who all had the education, experience and computer skills which were required for the job. These employees were then contacted to set up interviews if they were interested in transferring into these new positions. This is an example of using:

A) a realistic job preview.
B) a job posting.
C) an employee inventory.
D) succession planning.
E) employee referral.

Question 6

Some pros and cons of using external recruiting sources include all of the following EXCEPT:

A) Productivity is improved and there is less training involved when brining in external candidates.
B) It is generally more costly than internal recruiting.
C) Bringing in "outsiders" may help the organization see things differently.
D) Specific competencies which are currently missing can be targeted when looking for applicants outside the company.
E) Bringing in "outsiders" may upset current employees who are turned down for promotions or transfers.

Question 7

The following are all necessary in order to have a successful recruitment process EXCEPT:

A) determining what outcome you are looking for.
B) having a recruiter, either internal or external, assist with the process.
C) having a full understanding of the job duties and qualifications.
D) identifying the best sources for recruitment.
E) designing a clear and accurate recruitment advertisement.

Question 8

Using a job posting system as a recruitment method:

A) allows organizations to provide internal career growth.
B) must be set up as a strict, formal process in order to be effective.
C) provides employers with access to the largest applicant pool.
D) allows employees to apply for any internal job whether it is vacant or filled.
E) slows down the recruitment process because jobs are only posted on the intranet.

Question 9

When determining the relevant labor market you must first consider the skill level of the job and then:

A) analyze the number of minorities in the local labor market.
B) contact your local unemployment office for the latest unemployment statistics.
C) the skill level required will determine how far your recruitment message needs to reach to find someone qualified.
D) consider the level of education required of job.
E) write an appropriate recruitment advertisement to attract qualified applicants.

Question 10

Your firm is located in a large city and you are in need of a staff accountant with at least 3 years of experience. You have evaluated the relevant labor market and determined the best recruitment source may be:

A) to hold a job fair at a local business school.
B) engage an external recruiter to do the search.
C) an ad in the city newspaper.
D) an ad in a nationwide professional journal.
E) the local unemployment office.

Question 11

City Medical Center (CMC) generally has a good response to newspaper ads for nursing assistants, however their latest ad only resulted in two applicants. To try to generate more applicants, CMC would be well advised to try all of the following recruitment methods EXCEPT:

A) a job fair.
B) contact the local vocational school that has a nursing assistant program.
C) a job posting.
D) contact the local unemployment office.
E) employee referrals.

Question 12

Recruitment involves all of the following EXCEPT:

A) explaining the company culture and values.
B) communicating job requirements.
C) identifying potential employees.
D) convincing potential employees to apply for a job.
E) building the competency of potential employees.

Question 13

Resume spidering is a way to search for passive job applicants and is a method of:

A) job posting.
B) advertising.
C) sourcing.
D) EEO disclosure.
E) interviewing.

Question 14

Using search firms to do your recruiting will produce the best results when the firm:

A) writes your employment ads and places them in local newspapers.
B) uses employee inventories to fill positions.
C) provides HR consulting services as well.
D) specializes in recruiting for positions within a specific industry.
E) requires a contingency agreement.

Question 15

An organization has a Vice President of Operations position open. It is rare that the organization has to recruit for this level of position. The position requires higher level education and at least 15 years of experience. The company is located in a rural area about two hours outside of a large metropolitan area. Which of the following would be the best approach to recruiting for this position?

A) Contingency recruiting agency
B) Newspaper ad
C) Employee referral
D) Public employment agency
E) Educational institution

Question 16

Using employee referrals as a recruitment source:

A) results in lower turnover and higher job satisfaction for those referred.
B) is effective at helping an organization meet its affirmative action plan goals.
C) enhances the number of new ideas an organization can generate through its employees.
D) lengthens the recruitment process.
E) focuses the recruitment process on active job seekers.

Question 17

All of the following are accurate regarding placing recruitment advertisements in newspapers EXCEPT:

A) The Internet has had a huge impact on how much employers use newspaper advertising for recruitment purposes.
B) The cost per line of ad may limit your ability to completely describe the job and the organization.
C) Most employers place their ads in Sunday editions of large newspapers to reach a large pool of applicants.
D) It is the most cost effective approach to external recruitment.
E) This method is not generally used when trying to recruit for a highly specialized position.

Question 18

A recruiting agency which an up front fee to begin the recruitment process then charges another portion of the fee after recruitment is complete and another portion after the person is hired is known as a/an

A) public employment agency.
B) private employment agency.
C) on-demand recruiting services.
D) contingency recruiting agency.
E) retained recruiting agency.

Question 19

Which of the following jobs would most likely not be appropriate to advertise for on-line?

A) Nurse
B) Janitor
C) Accountant
D) Manager
E) Secretary

Question 20

Organizations may recruit at educational institutions because:

A) it is a cheap external recruiting method.
B) it gives them access to recent graduates who have the latest skills and knowledge about their particular field.
C) they can hire someone with no experience and mold them to their culture and methods of work.
D) it allows an organization to grow the number of younger workers and move older workers into retirement.
E) Both B and C are correct.

Question 21

Jennifer, the new recruiter, is setting up her recruitment process. Which of the following items would you advise her NOT to do?

A) Keep an accurate database all applicants with their complete information, when they applied, etc. so that she can reference it at any time there is a particular opening.
B) Set up routine contact with those applicants you may be interested in but for whom you do not have a current opening.
C) Save time by only contacting those applicants who seem worthwhile. All others can be filed and communicated with if they initiate a call or email.
D) Create a standard postcard which can be sent to each applicant, notifying them that their application or resume has been received.
E) Send a follow up rejection letter to each applicant who was interviewed so that they know they were not chosen but may be considered in the future.

Question 22

The job ad includes information about flexible scheduling options, continuing education opportunities and a comprehensive medical plan and generous time off package. Of the following, assuming each meets the job qualifications, which person may be most attracted to applying for this position?

A) A person who is currently working part time and who is covered under their spouses medical plan
B) A single person with a few years of experience trying to work their way up the corporate ladder
C) A long term employee who is a few years away from retiring
D) A recent college graduate with no family commitments
E) A previous stay-at-home mom interested in returning to workforce whose husband was just laid off

Question 23

After interviewing each applicant for the toy assembly position, the recruiter takes the individual on a tour of the assembly line so that they can see the process in action, meet people who currently do the job and explain what would be required of the individual, should they be offered and accept the position. This is most likely an example of:

A) interviewing.
B) job shadowing.
C) mentoring.
D) employee inventory.
E) realistic job preview.

Question 24

Marianne was offered the Regional Director of Sales position at a competitive salary, an outstanding benefits package, 5 weeks of vacation, annual performance bonus, and the flexibility to set her own travel schedule in order to work from home a few days a week. None of the other company's she interviewed with offered all of these things. This is an example of a/an:

A) realistic job preview.
B) employer brand.
C) sourcing occurrence.
D) recruitment value proposition.
E) succession plan.

Question 25

A recruitment value proposition:

A) involves making a final offer to a job applicant and determining a start date.
B) is an agreement between an organization and a search firm.
C) is what an organization can offer applicants that is unique and differentiates it from another organization.
D) makes up the annual compensation, bonuses, and benefits package offered to an applicant.
E) is the total value of employee to the organization based on their KSAs.

Question 26

Recruiting globally can result in all of the following EXCEPT:

A) there is a need to create a unique recruitment message for each country in which you recruit.
B) the recruitment laws and regulations of different countries must be taken into consideration.
C) the norms and values of each country must be understood so that the recruitment process is handled appropriately.
D) the labor pool is quickly expanded but then many companies are competing for these same people.
E) a slower recruitment process due to the time it takes to get your recruitment message to all the necessary geographic locations.

Question 27

Which of the following is most likely the priority when designing the recruitment strategy and process?

A) Ensuring that each manager has a full understanding of each job, how that job fits within the organization, and what qualifications are necessary in order to find the right person for the job.
B) Understanding the organizational demands so that the company can appropriately react to them.
C) Evaluating the environmental influences so that the level of their impact can be determined.
D) Being knowledgeable about the regulatory issues that may come into play during the recruitment process.
E) Hiring the most effective recruitment staff or search firm so that the best people can be hired.

Question 28

One of the best ways to increase the perceived fairness of the recruitment process is to:

A) offer a realistic job preview.
B) provide a detailed offer letter.
C) write a complete job description.
D) pay wages which are comparable to your competition.
E) interview every applicant that applies.

Question 29

When writing a recruitment ad it should include all of the following EXCEPT:

A) recruitment value proposition.
B) employer branding.
C) job duties.
D) description of the company.
E) job title of the supervisor.

Question 30

Samantha, a nursing assistant, has been considering a job change and recently interviewed for a surgical attendant position at her local hospital. As part of the recruitment process the recruiter scheduled time for her to meet with a current surgical attendant and follow them for part of a day. This is most likely an example of:

A) interviewing.
B) job shadowing.
C) mentoring.
D) employee inventory.
E) realistic job preview.

Question 31

Which of the following statements would be MOST appropriate to include in a job advertisement for a sales clerk at a music store?

A) Must be able to deal with difficult customers and resolve complaints appropriately.
B) Looking for young, ambitious applicants to promote student lessons.
C) Mature, trustworthy individuals need only apply.
D) Must not have family conflicts that would interfere with ability to work flexible schedule.
E) Must be able to stand for long periods of time while waiting on customers.

Question 32

Recruiters, whether internal or external to the company, mostly likely could be described as:

A) one who explains the company benefits and compensation package and leaves the detailed interviewing to the direct manager.
B) a critical determinant of whether an applicant continues to pursue a position with the company.
C) focused on interviewing and not actually finding applicants for the vacant positions.
D) one who is most effective when they come across as authoritative and serious in order to demand respect from applicants.
E) one who will do whatever it takes to hire an applicant, even if they need to bend the rules and promise certain benefits or perks to the applicant.

Question 33

All of the following are accurate statements regarding the impact of organizational demands on recruiting EXCEPT:

A) in a larger company the recruitment process should be managed by both HR and the hiring manager.
B) upper management sets the tone for how the recruitment message is communicated to applicants, not those that interact directly with the applicant.
C) applicants can take away a picture of a company's culture by seeing what benefits are listed and how the company is described in its advertisements.
D) if seeking changes an organization is best to fill positions with external applicants.
E) by disregarding external applicants an organization runs the risk of becoming stale and losing its competitive advantage.

Question 34

The following factors are important to recruiting effectively EXCEPT:

A) a well written employment advertisement.
B) creating a recruitment brand which is separate from the employer brand.
C) using knowledgeable recruiters.
D) creating a value proposition.
E) evaluate recruiting outcomes in order to make necessary improvements.

Question 35

Technology has impacted recruitment by offering the following options to help manage the process EXCEPT:

A) Application Service Providers
B) Replacement charts
C) Recruitment application packages
D) Online job postings and applications
E) Enterprise Resource Planning

Question 36

In order to determine how much recruitment an organization needs to do it should:

A) ignore the unemployment rate as it is usually inflated based on economic factors.
B) look outside its local labor market to see what is happening on a national level.
C) consider the current unemployment rate and what type of applicants are available in the relevant labor market.
D) not be concerned with skill level of applicants because anyone can be trained to fit the organization's needs.
E) focus on recruiting for those positions for which it received the most applications.

Question 37

Identify which most important piece of information is missing from the following job ad: "Part Time Cook wanted to work 2nd shift in busy Italian restaurant kitchen. Must have at least 3 years of previous experience, management experience preferred. Must be familiar with using a variety of kitchen equipment and tools to prepare main courses, side dishes and desserts. To apply call 555-1111. EOE"

A) Directions to the restaurant
B) Explanation of the type of education or training required
C) Who the cook will be reporting to
D) The hourly rate for the position
E) How many employees work there

Question 38

All of the following are accurate in regard to labor force considerations in the recruitment process EXCEPT:

A) targeting the most qualified applicants sometimes means that organizations unintentionally discriminate against minority groups.
B) applicants should be hired based on qualifications not which minority group they belong to.
C) the diversity of the employee population should not match the diversity of the relevant labor force.
D) it is appropriate to target a recruitment message towards a particular group of the labor force.
E) a recruiting a diverse workforce not only helps an organization's success but enhances its community reputation.

Question 39

When considering an organization's strategy in the recruitment process all of the following are accurate statements EXCEPT:

A) The recruitment message should reflect the appropriate strategy in order to attract those who will help it retain its competitive advantage.
B) If the organization differentiates itself based on product quality they would want the recruitment message to convey the importance of the applicant to have attention to detail and process improvement skills.
C) If the organization is part of a rapidly changing industry the recruitment message needs to explain that the applicant needs to be flexible and open to new ideas.
D) If the organization is a discount retailer the recruitment message may focus more on what the employer has to offer versus what skills the employee has.
E) If pursuing a cost leadership position a recruitment method that may be emphasized is employee referrals.

Question 40

All of the following accurately describe web-based advertising EXCEPT:

A) It reaches a wider applicant pool than newspaper advertising alone.
B) Job seekers must be more actively involved in the search process when using the Internet in order to find what is of interest to them.
C) Web-based recruiting offers many opportunities for a company to "sell" its organization to potential applicants.
D) Due to the technological requirements it tends to be a rather expensive recruitment method.
E) Clear and concise links to job information are necessary on a company's webpage in order not to discourage job seekers.

Question 41

External recruitment would involve placing a job posting on the company's intranet site.

Question 42

The external recruitment method is determined by the skill level of the job and whether or not that skill level can be found in the local labor market or beyond that area.

Question 43

Offering internal recruitment opportunities decreases employee commitment and productivity.

Question 44

PQR Logistics spent $124,000 last year on recruiting two Warehouse Supervisors whose salaries totaled $102,000. This information will give PQR which of the following recruitment metrics?

A) Cost-per-hire
B) Yield ratio
C) Staffing efficiency ratio
D) Hiring manager satisfaction
E) Time-to-fill

Question 45

Family Crisis Center had 100 applicants for its Executive Director position. Of the 100, 33 were identified as meeting the qualifications. Of those, 20 received from the website ad, 18 received from the newspaper ad, and 12 from employee referrals. What is the yield ratio at this point in the recruitment process?

A) 12%
B) 20%
C) 33%
D) 55%
E) 61%

Question 46

Employee inventories are helpful to organizations because they can be searched to identify any possible internal job candidates.

Question 47

PQR Logistics asked for information from their management staff about how timely the recruiters were at responding to their recruitment needs, whether they felt that quality applicants were being interviewed and hired, and how the overall recruitment process was working. PQR is using which recruitment metric?

A) Cost-per-hire
B) Hiring manager satisfaction
C) Time-to-fill
D) Time-to-start
E) Turnover

Question 48

Truth-in-hiring lawsuits can be reduced by doing all of the following EXCEPT:

A) Excluding employment-at-will information in an offer letter.
B) Providing a realistic job preview.
C) Offering a job contingent on acceptable references and the necessary background checks.
D) Provide up to date information about the company and the job.
E) Do not provide amounts of expected bonuses or commissions in the offer letter.

Question 49

Based on regulatory issues, which of the following should NOT be part of the recruitment process?

A) Avoiding references to age or sex in employment advertisements
B) Destroying recruitment documentation once you have made a final selection for the position
C) Inquiring about availability to work overtime or various schedules as workload requires
D) Providing training to anyone in the organization who recruits to ensure appropriate questions are asked of applicants
E) Follow a truth-in-hiring policy by being up front about job requirements

Question 50

Lawsuits based on truth-in-hiring violations occur because:

A) when there is a low unemployment rate employers will do whatever it takes to recruit employees.
B) if an employee feels false information was provided they are likely to pursue legal action.
C) a low unemployment rate causes those without jobs to be disgruntled and want to sue someone.
D) those who were enticed to leave a good job thought the job they were going to a job which was even better but then find out that they were mislead.
E) employers promise job growth, compensation or other employment conditions which are not or cannot be met.

Question 51

PQR Industries filled 8 warehouse technician positions three months ago. They had received 75 applications, 40 of which were qualified. After 3 months on the job only 5 of the new warehouse technicians are still employed with PQR. What is the yield ratio this recruitment process?

A) 7%
B) 11%
C) 13%
D) 20%
E) 60%

Question 52

Placing an advertisement for a specific position on your organization's website or on a recruitment related website for applicants to respond to is known as sourcing.

Question 53

Employee referral programs work well because employees refer people they know can do the job and will be a good fit for the organization

Question 54

Evaluating recruitment effectiveness through the use of metrics and benchmarking is important because:

A) it saves time and money by not using recruitment methods that have proven unsuccessful.
B) it determines the quality of employee that is being hired into the company and whether they are meeting the organization's needs.
C) it identifies what others within the same industry are doing and figure out what does and doesn't work.
D) A and C are correct.
E) All of the above are correct.

Question 55

On demand recruiting services provide temp to hire employees to allow employers an opportunity to observe the employee to determine if they will be a good fit for the company.

Question 56

Private employment agencies are affiliated with the DOL and provide employers with access to both skilled and unskilled workers.

Question 57

At PQR Logistics the Logistics Director requested that the two Warehouse Supervisor positions be filled on October 1. An offer was made to Supervisor A on October 16 and to Supervisor B on October 21. Supervisor A started on November 5 and Supervisor B started on November 14. What was the time to start for Supervisor A and what was the time to fill for Supervisor B?

A) 16 and 36
B) 21 and 45
C) 36 and 21
D) 16 and 45
E) 16 and 21

Question 58

In many cases, a company's website is its most valuable recruitment tool because applicants can learn a wealth of information about the company and job and applying for the job is quick and accessible around the world.

Question 59

Family Crisis Center had 100 applicants for its Executive Director position. Of the 100, 33 were identified as meeting the qualifications. Of those, 20 were received from the website ad, 18 were received from the newspaper ad, and 12 came from employee referrals. Which recruitment source had the best yield ratio?

A) Website ad
B) Newspaper ad
C) Employee referrals
D) Both A and B
E) None of the above because they did not reach a 75% yield ratio.

Question 60

The recruitment process begins by placing an employment advertisement.

Question 61

The first step in the recruitment process should be to decide on the ________ for the recruiting process.

Question 62

It is not recommended that employment advertisements include any reference to compensation, benefits, bonuses, or relocation reimbursement, as they may be viewed as promises to the applicant and create a an obligation for the employer to provide them.

Question 63

Recruiting outside the organization is a way to focus on specific ________ that the current workforce does not possess.

Question 64

It is best to write a very brief and simple employment advertisement so that it entices applicants to ask questions and want to apply to find out more.

Question 65

An organization pursuing a cost leadership strategy generally use low cost recruitment methods to attract applicants.

Question 66

Managers are generally more concerned with the time-to-start metric rather than the time-to-fill metric because it more accurately reflects how long it takes to fill a vacancy.

Question 67

Some organizations recruit at ________ because they are looking for applicants with little or no experience so they can train them to fit the ________ of their company.

Question 68

The best way to bring diversity to an organization through the recruitment process is to bring in ________ employees rather than ________ current employees.

Question 69

Realistic job previews are a way to allow applicants to screen themselves out of the recruitment process if they find out information about the job that makes them no longer interested.

Question 70

________ agencies require that you pay the full recruitment fee after the person is hired, while ________ agencies require that you pay part of the fee up front then the remainder once the person is hired.

Question 71

Yield ratios are most useful when calculated at the first step in the recruitment process to determine which recruitment source generated the greatest number of qualified applicants.

Question 72

The concept of value proposition applies to both marketing and recruitment advertisements because both are trying to demonstrate to potential customers or applicants the reason why they should respond to an advertisement; either by purchasing or applying.

Question 73

Trying to recruit a former employee is useless because those individuals left for a reason and probably have no interest in returning to work for the organization.

Question 74

By recruiting mainly through internal sources a company runs the risk of not being exposed to new perspectives and limiting the growth of the organization and its employees.

Question 75

To provide an accurate view of the company's culture and values organization's should allow their HR departments to handle the entire recruitment process.

Question 76

TUV Manufacturers Inc. includes information in their ads about their flexible scheduling options and employee discounts that they offer. This may signal to an applicant that the wages they pay are not as competitive with what the local labor market is paying.

Question 77

Organizations in the food manufacturing industry who use a differentiation strategy would most likely use a headhunter to recruit upper level executives.

Question 78

Whether an organization is required to complete an affirmative action plan or not, it is always good practice to include an EEO disclosure in all employment advertisements.

Question 79

The cost per hour is calculated by adding the cost of the recruiters time to the cost of any advertising that was done.

Question 80

Misleading applicants during the recruitment process may entice them to accept a job offer but may result in high turnover.