Deck 6: Recruiting and Retaining Qualified Employees

Question 1

A(n)_____ is a database that contains information about the pool of current employees.

A)organizational job analyses
B)management information system (MIS)
C)employee information system
D)talent inventory
E)competency ledger

Answer 1

D

Question 2

The relevant labor market in which your firm competes has been marked by high unemployment and a recession.The following condition should exist when recruiting

A)You will have to pay top dollar for talent.
B)Applications for job openings will be low.
C)Voluntary turnover within your firm will be high.
D)You will be able to pay less than the market wage.
E)You will have to do a national search for talent.

Answer 2

D

Question 3

Milorganite Fertilizer Company would like to hire a warehouse supervisor.The company has placed a notice on its employee bulletin board announcing that it was taking applications for this new position.This bulletin board notice is an example of a(n):

A)job posting
B)employment offer
C)position announcement
D)transfer opportunity
E)work notice

Answer 3

A

Question 4

Compared to external recruitment,internal recruiting:

A)the most qualified candidates may never be considered because they don't work for the company.
B)increases labor costs
C)eliminates conflict among job candidates
D)is in all ways superior
E)is accurately described by none of the above

Question 5

In order to be useful,talent inventories should include all of the following information EXCEPT:

A)employees' prior job experience
B)medical history
C)work-related interests
D)geographic preferences
E)career goals

Question 6

Prestige Adventures,Inc. ,offers unusual excursions for prosperous middle-aged clients looking for personally-guided luxury travel adventures.This market niche requires a new slate of excursions every year,which must be logistically flawless and appealing to a sophisticated clientele.As HR director of Prestige Adventures,your recruiting and retention strategies for trip planners and guides include:

A)developing layoff plans for off-season
B)maintaining low labor costs
C)recruiting top talent,even if compensation is high
D)focusing on lateral transfers to fill vacancies
E)focusing on new hires more than retention of existing staff

Question 7

Compared to external recruitment,internal recruiting:

A)can reduce employee morale
B)is less costly
C)can diminish employees' willingness to maximize their productivity
D)will prevent problems with inbreeding
E)is accurately described by all of the above

Question 8

Webb Greenhouse is looking for an accomplished gardener/ salesperson.Studies have shown that the best recruiting method to fill this position is:

A)ads in the local newspapers
B)a notice in the local gardening club newsletter
C)posting the position on the company bulletin board
D)applications from walk ins
E)Research shows no clear differences in employment experiences from any one sourcE.

Question 9

Job postings:

A)can generate ill will if hiring decisions are made before the postings appear
B)can reduce employee turnover by communicating to employees that they don't have to go elsewhere to find opportunities for advancement
C)are used to create an open recruitment process
D)usually provide complete job descriptions
E)are accurately described by all of the above

Question 10

Which of the following is not a cost of high turnover?

A)lost knowledge
B)excessive hours for remaining employees
C)more errors
D)increased litigation
E)opportunities missed

Question 11

Which of the following statements about recruitment activities is true?

A)Recruiting and hiring are interchangeable terms.
B)Effective recruitment attracts individuals to the organization.
C)Recruiting has little effect on employee retention.
D)Recruiting involves sorting and ranking job applicants.
E)Once hired,employees permanently disengage from the recruiting process.

Question 12

Questions to be addressed during strategic HR recruitment planning might include all but:

A)How many new hires do we need in the near term and three to five years from now?
B)Are we prepared to pay top dollar,or would we look for people who will be attracted to our company despite the modest compensation we offer?
C)What is our plan for downsizing employees?
D)What competencies do we need from our employees?
E)All of these are valid questions.

Question 13

Which of the following statements about employee referrals as a job recruitment method is true?

A)Compared with other internal recruiting methods,employee referrals result in the highest one-year survival rate.
B)The employee referral approach benefits only the employer and not the employee.
C)The informal employee referral approach is a very low-cost recruitment method.
D)The employee referral process is a useful method of increasing diversity.
E)An organization that relies heavily on employee referral will have no difficulty in complying with equal employment opportunity goals.

Question 14

Common problems encountered by electronic applicants include which of the following:

A)Difficulties in site navigation
B)Concerns about security of personal data
C)Lack of relevant information about the company
D)Slow feedback and follow-up
E)All of the above

Question 15

What is the best recruiting and retention strategy given the company objective of "increase return on investment by offering innovative products and maintaining high margins"

A)best talent not likely to be looking so we will have to go get them
B)develop layoff plans
C)recruiting plans may call for preparation of lateral transfers
D)retain current talent as company grows
E)none of these are appropriate strategies

Question 16

Our organization has adopted a strategy of increasing market share by offering the lowest cost services.Which of the following is NOT a recruiting and retention objective?

A)retain current talent as company grows
B)recruiting plans may call for preparation of lateral transfers
C)low cost strategy puts pressure on compensation and benefits,so need to be creative in our programs
D)continuously improve efficiency of recruitment practices
E)need to predict rate of growth and translate into needed increases in workforce

Question 17

Amanda is upset.Her supervisor has told her she will receive a developmental move with new duties,in a new department,with no increase in pay or title.Should Amanda necessarily be concerned?

A)No.She has been given a "dry promotion" and an increase in pay will come later.
B)Yes.This is a demotion and a career-killer.
C)Yes.She has been "broadbanded" and this is usually the first step in layoff procedures.
D)No.This is a lateral transfer designed to broaden her skills.
E)No.This is an example of organizational reconfiguration.

Question 18

Effective recruitment activities:

A)are consistent with the organization's strategy
B)cause the job applicants to perceive the organization as an employer of choice
C)should be consistent with the values of the company
D)rely heavily on job analyses
E)are accurately described by all of the above

Question 19

In designing recruitment activities,the two central issues addressed are:

A)cost and applicant fit within organizational culture
B)cost and places to look for applicants
C)methods used to find applicants and cost
D)methods used to find applicants and sources to target
E)job analyses and places to look for job applicants

Question 20

The Mariposa Veterinary Clinic is a highly-respected animal hospital,specializing in high-risk surgeries and cancer care for pets.It is doubling the size of its hospital and sick animal boarding facility.The expansion will be ready for use in four weeks.To fully staff the addition will require doubling the staff of veterinaries,licensed vet techs,groomers and handlers.Dr.Matt,the clinic director,has borrowed $800,000 to build this expansion.He has asked your advice on recruiting.You tell Dr.Matt:

A)It is most important to fully staff the clinic for its opening in four weeks,even if the staff are only acceptable quality.
B)It is most important to hire trainable staff who can learn the skills on the joB.This will save labor costs.
C)It is most important to hire quality staff,even if it means the new clinic will not be fully utilized for months.
D)Suggest that all current staff work double shifts until the expansion is fully staffeD.
E)Since the clinic's competitive strategy is unclear,you cannot make any recommendations.

Question 21

Affirmative action programs (AAPs):

A)have been in effect since the beginning of the twentieth century
B)correct underutilization of qualified members of protected groups in an organization's relevant labor market
C)are governed by state agencies
D)require that all private-sector companies who have more than five employees hire members from protected groups
E)specify the employee hiring and firing practices for all private-sector companies

Question 22

When doing an availability analysis for a secretarial position,the relevant labor market would most likely be:

A)in a 20-mile radius from the work
B)within the same state
C)within the same region
D)national
E)international

Question 23

If a federal court finds that an employer is employing proportionately fewer members of a protected group than are available,a(n)_____ will specify the affirmative action steps the organization needs to take to come into compliance with the wishes of the Equal Employment Opportunity Commission.

A)statement of availability
B)utility statement
C)consent decree
D)employment plan
E)policy of diversity

Question 24

Which of the following statements about school placement services and trade associations as sources of potential job applicants is true?

A)Since half the student body majors in business at Kenyon University,employers looking for a medical technician would not as likely to attend the school's job fair as an employer looking for a salesperson.
B)It is not unusual for employers to begin the recruitment process by interacting with high school students.
C)Trade journals provide an excellent forum for help wanted ads.
D)Prior to job fairs,many employers use electronic screening to identify the best applicants.
E)All of the above statements are truE.

Question 25

Asphalt for building roads cannot be laid until the temperature is above 70 degrees for at least five days in a row.Consequently,road construction crews have to be increased during the summer months when they must try to lay as much asphalt as possible.Privately-owned road construction firms would use all but which of the following strategies to recruit workers?

A)internal transfers
B)temporary help agencies
C)recalls and rehires from previous years
D)word-of-mouth to find temporary workers
E)all of the above

Question 26

Headhunters:

A)are private employment agencies
B)are employees who regularly provide job referrals
C)refer to people who read organizational bulletin boards looking for job opportunities
D)are potential job applicants who seek positions with a firm without knowing if any positions are currently open
E)are college recruiters

Question 27

Which of the following statements about foreign nationals is true?

A)Most foreign nationals are hired to fill sales positions.
B)A Mexican engineer who is employed in the U.S.by a U.S.wholesaling company is called a host-country national.
C)A U.S.marketer who is employed in Australia by a U.S.banking company is referred to as a second-world national.
D)A German engineer who is hired by a Japanese company to work on an engineering project in Germany is an example of a host-country national.
E)Culture has no impact on searches for job applicants that have high-tech skills.

Question 28

Which of the following statements about employment agencies is true?

A)State employment agencies are supported by a special tax on wholesale products.
B)Private employment agencies only serve professional and managerial labor.
C)Employment agencies are a form of internal recruitment.
D)State employment agencies tend to be small organizations with very limited lists of potential employees.
E)The Social Security Act provides that most workers who have been laid off must register with the state employment agency in order to be eligible for unemployment benefits.

Question 29

Effective recruiters do all but the following:

A)get adequate training
B)spend a great deal of time trying to sell the job to potential employees
C)make an effort to understand the jobs being filled.
D)sit in on business meetings
E)read up on the industry.

Question 30

Which of the following statements about how job applicants view recruiting practices is true?

A)Job seekers' perception of how well they fit a job is typically most affected by contacts with the recruiter.
B)Effective recruiters show sincere interest in job applicants,and in return,applicants show more interest in the joB.
C)Negative impressions about the job tend to be created primarily by the body language used by the recruiter.
D)High quality job seekers are not deterred by long application processes.
E)The job recruiter has little impact on how the job applicant perceives the recruiting process.

Question 31

Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?

A)The job applicant will expect the recruiter to be overly optimistic;to not be overly optimistic might mislead the applicant.
B)The recruiter should try to change the subject every time the recruiter asks a potentially unpleasant question.
C)The recruiter should provide accurate information so that the applicant can make an informed decision about whether the job is right for her.
D)The recruiter should tell the applicant nothing negative about the company until after the applicant takes the job and signs the contract.
E)False statements made by a recruiter at the time of hiring are not considered sufficient grounds for a lawsuit.

Question 32

If a company has a federal contract of more than $50,000 and has 50 or more employees,it:

A)must pay its male and female equally
B)must have job descriptions for every job
C)is legally required to maintain a specified number of minority employees
D)must have and abide by an equal employment policy
E)must have a mission statement that supports diversity

Question 33

Which of the following organizations would be most likely to use contingent workers?

A)a manufacturer of disposable diapers
B)a Christmas tree farm
C)a restaurant supplier
D)a pet food manufacturer
E)an insurance agency

Question 34

Which of the following statements about contingent employment is true?

A)Rehiring former or laid-off employees as contingent workers is an effective method of recruiting.
B)The growing reliance on contingent employment is often considered a positive trend for employees.
C)The commitment of rehired employees to do the best job possible tends to be very high.
D)Conflict between permanent and temporary workers is seldom a problem.
E)All of the above statements about contingency employment are truE.

Question 35

Federal contractors are required to file affirmative action plans with the Office of Federal Contract Compliance Program (OFCCP).These written plans must contain:

A)a utilization analysis
B)the contractor's mission statement
C)the contractor's plan for diversity
D)job descriptions for every position in the organization
E)a talent inventory for every employee and job applicant who is a member of a protected group

Question 36

Which of the following is not true about affirmative action programs?

A)Many people oppose affirmative action efforts.
B)Affirmative action hires are perceived as being less competent that equally qualified employees not hired under an AAP.
C)Minority applicants tend not to be attracted to firms that advertise the importance of diversity.
D)Affirmative action efforts are more acceptable when merit is emphasized as being central to the employment decision
E)All of the above are truE.

Question 37

Which of the following statements about employee referrals as a job recruitment method is true?

A)Formal referral systems reward employees for referring qualified applicants.
B)Employee referral is an internal recruitment method.
C)There are no financial incentives involved with the job referral method.
D)The employee referral approach benefits both employers and employees
E)All of the above statements about employee referrals as a job recruitment method are truE.

Question 38

Gwen Madison is a recruiter for a waste management company.She is trying to hire a water purification expert.What should she tell the expert about the job and the company?

A)Gwen should only show the applicant the positive aspects of the job.
B)Gwen should portray the future of the company as bright even if the company fears a hostile takeover.
C)Gwen should not mention the amount of stress that is a daily part of the job that the expert is applying for.
D)Gwen should provide the applicant with a realistic job preview.
E)Gwen should change the subject every time the applicant brings up a potentially troublesome question.

Question 39

Jessica had applied for a job and now you have to tell her that she will not be hired.As a competent HR professional you are sending her a letter.In the letter,you have:

A)told her bluntly but honestly she does not have the skills for the position
B)sent a form letter of rejection
C)told her that your company needed to hire a minority candidate
D)included a statement about the size and quality of the applicant pool
E)told her to lower her career goals

Question 40

Adam Lee is a recruiter for a large actuarial firm.He really wants to hire Michelle Parrot,a newly certified actuary,who scored high on the company's skills test._____ will have a strong effect on whether Michelle accepts the job offer.

A)Location of the company's offices
B)How well the organization's values match Michelle's own
C)The company's reputation
D)The attributes of the job
E)All of the above

Question 41

Regardless of how external applicants are recruited,the goal should be to attract qualified applicants,not just a large number of applicants.

Question 42

High turnover may threaten a firm's strategic competitiveness.

Question 43

The primary objective of recruitment is to make sure that the organization is in compliance with federal laws.

Question 44

Inbreeding results when someone who is unfamiliar with the organization has come to accept its ways of doing things.

Question 45

Which of the following recruiting practices may create a glass ceiling?

A)reliance on employee referrals
B)use of executive search firms that are unaware of affirmative action obligations
C)job postings for only lower-level positions
D)reliance on word-of-mouth referrals
E)all of the above

Question 46

Gaining a reputation for excellent employee development is one of the best ways to become an employer of choice.

Question 47

Imagine you work for a low-tech company that is not experiencing any market growth.The company is thinking of laying off 40% of its employees as a way to cut costs.Which of the following might save as many costs as a massive layoff?

A)not renewing contracts for temporary and part-time workers
B)job sharing
C)reducing the hours in a standard workweek
D)temporary leaves
E)all of the above

Question 48

The legal rights of employee bloggers are well established.

Question 49

Line managers are often directly involved in the early recruiting stages.

Question 50

Retention activities refer to everything an employer does to encourage employees to continue to work at an organization.

Question 51

Conflict between permanent employees and temporary workers is commonplace.

Question 52

Effective job recruiters show sincere interest in applicants,and,in return,applicants show more interest in the job.

Question 53

The EEOC's compliance manual warns that word-of-mouth recruiting-including employee referrals-may generate applicant pools that do not reflect the diversity of the labor market.

Question 54

Contingent workers are people hired by companies to cope with unexpected or temporary challenges.

Question 55

Which of the following is not among the current recruitment and retention challenges that U.S.firms must address today and in the future:

A)new technologies
B)diverse workforce
C)an aging workforce
D)an oversupply of high-skilled labor
E)all of the above

Question 56

The two sides to the battle in the war for good employees are recruiting talented people and dismissing poor performers.

Question 57

Which of the following techniques can an organization use to avoid the problems associated with glass ceilings?

A)offer AAP awareness training to its top management
B)adopt of policy of no reverse discrimination
C)use talent inventories and career replacement charts
D)develop a long-term recruitment policy
E)comply with every affirmative action law

Question 58

Causes of voluntary employee turnover include:

A)high compensation
B)high unemployment rates
C)lack of other opportunities
D)flexible scheduling
E)low pay

Question 59

Recruiting from multiple sources is a good way to increase the diversity of the applicant pool.

Question 60

The Spanish engineer is a host-country national when he works in his homeland for a Swiss consumer products manufacturer.

Question 61

A federal contractor is defined as a company that has a federal contract valued at least $5,000 and more than five employees.

Question 62

An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization.What is a relevant labor market?

Question 63

What two central issues should be addressed when designing recruitment activities?

Question 64

Ethical recruitment practices reduce the likelihood that applicants may take the risk of rejecting other opportunities.

Question 65

Why do some people choose contingency employment over full-time employment?

Question 66

Laron is bank manager of the Polk County Bank,a small regional bank.When the bank was sold to a larger banking institution,Laron was moved to a bank in a neighboring community where he also held the title of bank manager.Which type of internal pool recruitment is this an example of?

Question 67

Why should a recruiter be concerned about whether the recruiting experience is a positive one for a job applicant?

Question 68

By the late 1980s,many companies found that,even after two decades affirmative action recruiting at lower levels,there were few women in the pipeline for higher-level positions.

Question 69

Why does the employee referral method of external job recruitment typically result in the highest one-year survival rates?

Question 70

_________________________ are people hired with no implicit or explicit contract for long-term employment,including "free agents," independent contractors,and temporary workers.

Question 71

Jan Schulze is Austrian.He works for a U.S.consumer product manufacturer as a quality control engineer.Jan has recently been transferred to the manufacturer's plant in Mexico.What term best describes Jan's status as a non-native employee?

Question 72

Only federal contractors are subject to Executive Order #11246 which mandates workforce analysis.

Question 73

Which type of U.S.employment laws is most directly relevant to recruitment practices?

Question 74

Of all external recruitment methods,which method typically results in the highest one-year survival rates?

Question 75

The U.S.employment laws most directly relevant to recruitment are those describing affirmative action programs (AAPs).

Question 76

What is a federal contractor?

Question 77

What are other names for a private employment agency?

Question 78

What are the two sources for the job applicant pool?