Deck 9: Attracting and Retaining the Best Employees

Question 1

What are the advantages and disadvantages of internal recruiting?

Answer 1

Answer not provided.

Question 2

In what ways can disabled persons benefit from the provisions of the Americans with Disabilities Act?

Answer 2

Answer not provided.

Question 3

What is the job evaluation process in terms of the wage structure decision?

Answer 3

Answer not provided.

Question 4

There are at least four methods for reducing the number of employees when sales demand is really down. Name each and define the term.

Question 5

Define human resources management (HRM), and discuss the overall activities involved in each of its three main phases.

Question 6

Discuss the effect of Title VII of the Civil Rights Act of 1964 on employment opportunities for minorities. Are the effects similar to those of the Age Discrimination and Employment Act?

Question 7

HR Solutions, Inc. (HRSI)
HR Solutions, Inc. (HRSI) is a human resources management company that specializes in helping small companies learn the proper ways of handling human resources issues and activities. The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future. HRSI even helps companies downsize without having their reputations suffer. However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition. Another main objective of HRSI is to increase cultural diversity within every organization that it helps. HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees. This is a critical decision for the company because it is supposed to be the expert on this issue. Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc. When HRSI is going through the selection process, which of the following activities would it include?

A) Job analysis
B) Recruiting
C) Compensation
D) Checking references
E) Orientation

Question 8

HR Solutions, Inc. (HRSI)
HR Solutions, Inc. (HRSI) is a human resources management company that specializes in helping small companies learn the proper ways of handling human resources issues and activities. The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future. HRSI even helps companies downsize without having their reputations suffer. However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition. Another main objective of HRSI is to increase cultural diversity within every organization that it helps. HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees. This is a critical decision for the company because it is supposed to be the expert on this issue. Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc. When HRSI helps small companies with the development phase of human resource management, it is involved with which of the following activities?

A) Profit sharing
B) Training
C) Downsizing
D) Determining health benefits
E) Attrition

Question 9

To learn the exact nature of a job, we may use job analysis, a job description, and a job specification. For what purpose is each used? What information would a job description contain? A job specification?

Question 10

HR Solutions, Inc. (HRSI)
HR Solutions, Inc. (HRSI) is a human resources management company that specializes in helping small companies learn the proper ways of handling human resources issues and activities. The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future. HRSI even helps companies downsize without having their reputations suffer. However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition. Another main objective of HRSI is to increase cultural diversity within every organization that it helps. HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees. This is a critical decision for the company because it is supposed to be the expert on this issue. Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc. HRSI hopes that all companies can downsize simply by attrition, a word that, in this context, refers to

A) increasing quality.
B) being dismissed from the workforce.
C) people leaving the company.
D) retiring early because employees are within a few years of retirement anyway.
E) an increasing amount of work per employee.

Question 11

What is a new employee orientation? What subjects might reasonably be covered for a new clerical employee?

Question 12

HR Solutions, Inc. (HRSI)
HR Solutions, Inc. (HRSI) is a human resources management company that specializes in helping small companies learn the proper ways of handling human resources issues and activities. The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future. HRSI even helps companies downsize without having their reputations suffer. However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition. Another main objective of HRSI is to increase cultural diversity within every organization that it helps. HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees. This is a critical decision for the company because it is supposed to be the expert on this issue. Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc. Since HRSI puts a great deal of emphasis on cultural diversity, it needs to inform its clients about its advantages. These include all of the following except

A) profit sharing.
B) cost.
C) flexibility.
D) creativity.
E) problem solving.

Question 13

Define the concept of comparable worth, and discuss its advantages and disadvantages.

Question 14

Why does the selection process focus not on choosing the applicant with the most qualifications but on choosing the applicant with the most appropriate qualifications for the job?

Question 15

How does a replacement chart differ from a skills inventory? What is the purpose of each?

Question 16

Discuss the challenges and advantages of a culturally diverse workforce.

Question 17

HR Solutions, Inc. (HRSI)
HR Solutions, Inc. (HRSI) is a human resources management company that specializes in helping small companies learn the proper ways of handling human resources issues and activities. The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future. HRSI even helps companies downsize without having their reputations suffer. However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition. Another main objective of HRSI is to increase cultural diversity within every organization that it helps. HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees. This is a critical decision for the company because it is supposed to be the expert on this issue. Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc. Maintaining human resources involves which of the following?

A) Selection
B) Recruiting
C) Compensation
D) Job analysis
E) Checking references

Question 18

What is cultural diversity, and why is it an important issue?

Question 19

Is employee performance feedback important in the appraisal process? Support your view.

Question 20

Identify and describe the major types of compensation.

Question 21

Chevron's 60,000 employees work for thirteen major operating companies in fifty-eight countries. Each national unit does business according to the needs of its market. Effective management of human resources in such a complex environment is an awesome task, and the key to success is reliable, accurate management information. Thus, Chevron developed an online human resources information system, which is a critical tool in managing its human resources. As expected, one of the broad goals of the human resources information system is to help management

A) prepare specific job or position descriptions.
B) write a job specification for the computer programmer.
C) develop a replacement chart.
D) send greetings to employees on their birthdays.
E) utilize human resources efficiently to meet organizational goals.

Question 22

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. When JI management considers performance appraisal, various techniques and methods are either objective or ____ in nature.

A) measurable
B) marginal
C) judgmental
D) goal-oriented
E) personal

Question 23

Generally, human resources management is a responsibility shared by line managers and

A) top management.
B) unions.
C) foremen.
D) HRM specialists.
E) vestibule centers.

Question 24

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. JI management needs to know that effective reward systems must do which of the following?

A) Distinguish the best from the rest.
B) Enable employees to satisfy basic needs.
C) Provide noncomparable rewards to those offered by other firms so JI can be differentiated.
D) Distribute to the top performers only in the organization.
E) Recognize that all people have the same needs, which can be satisfied with more money.

Question 25

At a large book publishing company like Cengage, we would expect human resources management to be handled by ____. At a small local print shop, human resources management would probably be ____.

A) a vice president; completely ignored
B) the owner; handled at the vice-presidential level
C) a specialist; assigned to the vice president for personnel management
D) a departmental secretary; completely ignored
E) the personnel manager; the responsibility of the owner

Question 26

The HRM specialists at A&C Company took the opportunity to increase productivity and decrease manual data analysis by using their microcomputer along with a commercial database management system to develop a ____. Now the company can readily identify specific organizational skills, eliminating the need to comb personnel files manually.

A) compensation survey
B) management development program
C) skills inventory
D) human resources inventory
E) replacement chart

Question 27

If the Colgate-Palmolive Company were to develop a replacement chart, the chart would show

A) key personnel along with possible replacements within the firm.
B) those key personnel who are scheduled to be replaced because of poor performance reviews.
C) the skills and experience of key personnel.
D) the time between purchase and replacement of each Colgate product, such as toothpaste.
E) the key items of capital equipment due for replacement within the fiscal year.

Question 28

The development phase of human resources management consists of two important activities: (1) training and development (2) and

A) job analysis.
B) recruiting.
C) motivating.
D) appraising performance.
E) orientation.

Question 29

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. JI management must consider implementing the many different types of benefits. These include all of the following except

A) insurance packages.
B) pension and retirement programs.
C) worker's compensation insurance.
D) Social Security.
E) profit sharing.

Question 30

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. If JI management discovers that its female employees generally make less than its male employees, it may want to study the ____ of positions occupied by men and women.

A) job analysis
B) monthly salary
C) comparable worth
D) incentive payments
E) hourly wages

Question 31

A computerized data bank containing information on the skills and experience of all employees is called

A) a replacement chart.
B) a skills inventory.
C) a compensation survey.
D) management development.
E) a human resources inventory.

Question 32

Another name for human resources management is ____ management.

A) personnel
B) corporate
C) administrative
D) operations
E) marketing

Question 33

Jefferson, Inc. (JI)
Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. The training of new employees at JI can be carried out through

A) appraisal errors.
B) judgmental methods.
C) turnovers.
D) seminars.
E) rating scales.

Question 34

Activities that increase employee satisfaction such as satisfaction surveys, employee communication programs, exit interviews, and fair treatment are all part of which phase of the human resources management process?

A) Benefits and compensation
B) Job analysis
C) Developing human resources
D) Maintaining human resources
E) Acquiring human resources

Question 35

Information on evolving technologies, industry staffing practices, projected economic trends, the particular company's future business ventures, new products, and projected expansions or contractions of certain product lines can be helpful in predicting

A) human resources supply.
B) the level of industry unemployment.
C) human resources demand.
D) the quality of new applicants in the job market.
E) trends in the global market with regard to new skills.

Question 36

Chevron Corporation is one of the largest integrated oil companies in the world. Its management is assessing the world marketplace and taking steps to sustain the company's competitive position. Chevron is studying external and internal factors that could influence its success. Faced with business competition on a global scale, Chevron is modifying its strategic business model to manage its resources more efficiently. At Chevron, as at competing companies, one of the most important resources is

A) financial resources.
B) human resources.
C) natural resources.
D) lobbyists.
E) computers.

Question 37

John works for Texas Instruments. His tasks involve traveling to nearby colleges, interviewing students for hire after graduation, selecting certain ones to be invited for an office visit, and acquainting them with the facilities. He is in which phase of the HRM process?

A) Maintaining a certain level of human resources
B) Developing and training human resources
C) Human resources planning
D) Orientation and employee relations
E) Acquiring human resources

Question 38

Periodically, employees at Southwest Airlines complete satisfaction surveys that management uses to improve employee job satisfaction. This is an example of

A) job analysis.
B) employee relations.
C) human resources planning.
D) performance appraisal.
E) employee communication programs.

Question 39

Employee compensation systems are generally developed and administered by ____, and pay increases and promotions are usually recommended by ____.

A) top management; HRM specialists
B) unions; line managers
C) HRM specialists; line managers
D) top management; unions
E) professional HR consultants; HRM staff personnel

Question 40

A list of key personnel as well as possible successors within a firm is called

A) a replacement chart.
B) a skills inventory.
C) management inventory.
D) a wage survey.
E) performance appraisal.

Question 41

Martin Enterprises wants to ensure that it thoroughly understands all of its jobs so that it can determine the qualifications each job demands. To do so, Martin would first

A) draft job descriptions.
B) write job specifications.
C) conduct job analysis.
D) set up job orientations.
E) prepare a skills inventory.

Question 42

South Carolina is facing budget cuts. The number of employees needs to be reduced over the next three years at all state agencies. The state decides to stop hiring new employees to fill vacated positions to comply with budgetary constraints. This approach is called

A) attrition.
B) natural turnover.
C) layoffs.
D) passive firing.
E) downsizing.

Question 43

Blowfish Fisheries is considering hiring Hispanics to ensure the success of its newest products, blowfish enchiladas. The company expects that the additional cultural viewpoints will provide it with

A) cost advantages.
B) a marketing edge.
C) minority recruitment advantage.
D) cultural diversity.
E) a human resource advantage.

Question 44

Gabriela wanted to know about the skills and experience needed to qualify for a management position with JCPenney. Thus, he called and asked the personnel specialist to send him a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 45

A firm attempting to reduce the size of its workforce may use several approaches. The approach most likely to be saved as a last resort is

A) attrition.
B) early retirement.
C) firing.
D) hiring freeze.
E) layoff.

Question 46

The most humane form of workforce reduction is

A) attrition.
B) layoff.
C) early retirement.
D) termination.
E) employee strikes.

Question 47

The process of attracting qualified job applicants is called

A) development.
B) orientation.
C) selection.
D) training.
E) recruiting.

Question 48

When Foot Locker, a retailer of athletic shoes, wanted to study the various elements and requirements of the positions needed to staff a store in a large mall, it most likely began by

A) instituting a job analysis procedure.
B) recruiting with ads in a local newspaper.
C) having prospective employees complete application forms.
D) asking its personnel department to provide a listing of all current salespeople.
E) analyzing new applicants for their potential job skills.

Question 49

Workplace diversity refers to the differences among people in a workforce due to

A) social background, ethnicity, and race.
B) race, ethnicity, and gender.
C) gender, race, and education.
D) race, religion, and sexual orientation.
E) education, ethnicity, and gender.

Question 50

For a cultural diversity program to be successful, it is essential that

A) the employees themselves initiate the program.
B) it be given a set time frame in which to show positive results.
C) those who participate get a pay bonus for taking time out of their normal work schedule to participate.
D) it has a strong, sustained commitment from top leadership.
E) it be unstructured and free-flowing so that employees feel free to say whatever is on their minds.

Question 51

Lois walked into ABC Company to pick up an application for a secretarial job. When she asked about the duties and working conditions, the busy receptionist handed her a document that gave her a clear picture of the position. The receptionist gave Lois a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 52

A list specifying qualifications necessary for a particular position is called a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 53

Leading Lady, a manufacturer of maternity wear, maintains a database of information that records the various skills and abilities of its employees. This database can be referred to as a

A) replacement record.
B) skill appraisal system.
C) skills inventory.
D) skills database.
E) replacement chart.

Question 54

When sales drop each summer at Vail Mountain Resorts, a high-quality destination ski area, the resort owners temporarily have too many employees to service the reduced number of tourists that enjoy the area during the warmer months. In this situation, the resorts most likely would

A) hire more workers.
B) lay off workers.
C) fire as many workers as possible.
D) allow production workers to relax more on the production line.
E) force all of the extra workers to seek early retirement.

Question 55

Two useful tools for estimating the supply of needed human resources are the

A) recruiting chart and skills inventory.
B) employee survey and skills chart.
C) performance appraisal and replacement chart.
D) replacement chart and skills inventory.
E) skills inventory and attrition graph.

Question 56

Intel's corporate workforce diversity staff helps to ensure that the company's workforce does not become homogeneous. If properly integrated, which of the following outcomes is Intel likely to experience if it maintains a diverse workforce?

A) Increased costs
B) Decreased efficiency
C) Increased employee turnover
D) Increased creativity
E) Increased communication difficulties

Question 57

The reduction in the workforce that normally occurs when employees leave a company is called

A) attrition.
B) retirement.
C) layoff.
D) termination.
E) reduction.

Question 58

Atlas Company pays workers $500 for recommendations that result in a hiring. In two years, the company has hired at least forty people through this program. Atlas Company is fulfilling its employment needs by using ____ as a recruiting source.

A) college campuses
B) employment agencies
C) newspaper ads
D) walk-in applicants
E) employee referrals

Question 59

When people from a variety of different countries and educational and work experience backgrounds come together to work on a project, they often have varying perspectives on given issues. This benefits the company in the form of

A) lower costs.
B) resource acquisition.
C) matching supply with demand.
D) strong competitive advantages.
E) better problem solving.

Question 60

Suppose HP's minorities work at a multicultural plant, which provides a comfortable learning environment before they are assigned to their permanent positions within the company. Such a diversity training program will help HP develop a strong reputation for managing diversity, which is likely to lead to which of the following competitive advantages?

A) Cost
B) Resource acquisition
C) Marketing edge
D) Creativity
E) Problem solving

Question 61

The city government of St. Louis wants to be certain that its employment tests are legal. Therefore, it will be careful to use

A) only personality tests.
B) only OSHA-approved tests.
C) tests approved by the city council, the highest local law-making body.
D) tests that are valid predictors of personality.
E) tests that are valid predictors of on-the-job performance.

Question 62

Gathering information about applicants for a position and choosing the most appropriate applicant is called

A) recruitment.
B) selection.
C) orientation.
D) evaluation.
E) employing.

Question 63

For the past ten years, Savco has obtained its best employees from private employment agencies. Now that it has three additional jobs to fill, it will probably continue to use

A) a skills inventory.
B) external recruiting.
C) internal recruiting.
D) vestibule selection.
E) external replacement.

Question 64

All of the following are relevant areas for employment tests except

A) aptitudes.
B) skills.
C) abilities.
D) job-related knowledge.
E) all of the above are relevant areas for employment tests.

Question 65

As a human resources specialist, you were asked to briefly summarize the disadvantages of using internal recruiting. You have started your report by stating, "The main disadvantage of internal recruiting is that

A) there may be resentment among employees."
B) promotion leaves another position to be filled."
C) it helps hold on to quality personnel."
D) job posting may be required."
E) it brings in unfamiliar ideas and perspectives."

Question 66

The interview is part of

A) recruiting.
B) orientation.
C) selection.
D) training.
E) HRM development.

Question 67

All of the following are common methods of obtaining information about applicants except

A) employment applications.
B) tests.
C) private investigators.
D) interviews.
E) references.

Question 68

Misumi wants to impress prospective employers with a summary of her background and qualifications for a management position. Her father, who is a businessperson, suggested sending a(n)

A) application.
B) interview form.
C) transcript.
D) résumé.
E) assessment sheet.

Question 69

McCloud Company wants to avoid being unable to compare job candidates' qualifications after an interview because the applicants were asked different questions. Giving what type of interview might eliminate this problem?

A) Structured
B) Stress
C) Open-ended
D) Closed
E) In-depth

Question 70

At her interview, Andrea Wells is asked to provide three work-related references. What is the biggest drawback of this selection method?

A) The references are likely to be untruthful when contacted by Andrea's prospective employer.
B) The references are unlikely to be able to verify her reasons for leaving her previous employment.
C) This may give away information about Andrea's previous salary, which will unjustly influence the job offer.
D) Because Andrea provided these references, they are likely to make positive remarks about her.
E) This method can help to verify background information, but it is extremely expensive to use.

Question 71

Perhaps the most widely used selection technique is the

A) employment test.
B) interview.
C) assessment center.
D) employment application.
E) reference check.

Question 72

Whenever a new position becomes available at H&M, a retailer, the company requires current employees to be informed of the opening. H&M practices

A) job analysis.
B) internal recruiting.
C) job posting.
D) external recruiting.
E) promotion from within.

Question 73

If Jadena were moved from her management position in the men's department at Nordstrom to a management position in the women's department of the same store, this would be considered a(n)

A) job transfer.
B) promotion.
C) internal recruitment.
D) longitudinal move.
E) external recruitment.

Question 74

One organization carefully observes candidates' mannerisms, another uses gut feelings, and still another compares the candidates' grade point averages when making a ____ decision.

A) human resources planning
B) selection
C) recruiting
D) testing
E) retirement

Question 75

You were asked to write a report to management indicating the primary advantage of external recruiting. You chose to focus on external recruiting's ability to ____ as its primary advantage.

A) provide strong motivation for current employees
B) help retain quality employees
C) aid in reducing costs
D) bring in new perspectives and varied backgrounds
E) aid in motivating employees rather than causing resentment

Question 76

All of the following are sources of external recruiting except

A) promotion of a current employee.
B) newspaper advertising.
C) recruiting on college campuses.
D) using employment agencies.
E) using recommendations of present employees.

Question 77

Employment applications are used for two purposes: to familiarize interviewers with applicants' backgrounds and to

A) assess their aptitudes, skills, and abilities.
B) identify applicants who are worthy of further scrutiny.
C) get a better indication of the applicant's communication skills―both written and verbal.
D) determine whether they want to select the applicant for hire.
E) find out if the applicant knows anyone who currently works at the company.

Question 78

Chandler Corporation is interested in attracting managers who can contribute new perspectives to the managerial process. Chandler should concentrate on

A) a skills inventory.
B) external recruiting.
C) internal recruiting.
D) vestibule selection.
E) external replacement.

Question 79

Some union agreements state that current employees must be informed of upcoming new openings. This practice is called job

A) posting.
B) advertising.
C) description.
D) announcement.
E) specification.

Question 80

When United Parcel Service (UPS) is looking for crews to fly its giant 747 cargo aircraft, it wants to hire the very best people to whom to entrust its extremely expensive equipment. Therefore, it looks for

A) only applicants from internal sources.
B) only applicants from external sources.
C) only pilots laid off from passenger carriers.
D) many more applicants than there are positions to be filled.
E) a very small number of applicants to reduce the time and costs required to examine the complex credentials of a larger number of applicants.