Deck 5: Expanding the Talent Pool: Recruitment and Careers

Question 1

Organizations tend to integrate their promotion-from-within policy and their employment equity programs.

Answer 1

True

Question 2

There is a correlation between the accuracy and completeness of an advertisement and recruitment success.

Answer 2

True

Question 3

The lines of advancement for an individual within an organization are known as job paths.

Answer 3

False

Question 4

Nepotism is a problem with executive search firms.

Question 5

The realistic job preview informs applicants about all aspects of the job,including both its desirable and its undesirable facets.

Question 6

Advertisements can allow selectivity in attracting applicants.

Question 7

It is the responsibility of the organization to supply information about its mission,policies,and plans for providing support for employee self-assessment,training,and development.

Question 8

Labour unions can be a recruiting source for some professional job openings.

Question 9

A recruiting strategy that works for one form might not work for another.

Question 10

Yield ratios should be calculated for each recruiting source.

Question 11

Career planning workbooks are popular means of helping employees identify their potential.

Question 12

In addition to the positive morale benefits,recruiting from within the organization also attempts to capitalize on HR and human capital investments.

Question 13

Recruiters sent to university and college campuses must be properly trained and prepared to talk to candidates about their company and job requirements of specific openings.

Question 14

Human resources information systems can be used to predict the career paths of employees.

Question 15

Excessive reliance upon internal sources can create the risk of employee cloning.

Question 16

A recruiter's job is to "sell" applicants on the organization,but they have no influence on their decision.

Question 17

The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a job rotation.

Question 18

Mentoring functions can be divided into two broad categories: (1)technical development and (2)career planning.

Question 19

Outplacement services help terminated employees find a job elsewhere.

Question 20

Applicants who find employment through an employee referral tend to be a problem because they tend to quit more often.

Question 21

It is the responsibility of the employee to identify his or her own knowledge,skills,abilities,interests,and values and to seek out information about career options in order to set goals and develop career plans.

Question 22

The most common method used by job searchers is responding to printed advertisements.

Question 23

Placement is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings.

Question 24

At least one research study has found that managers often hire external candidates rather than promote their current employees because they have a tendency to overvalue unfamiliar candidates and undervalue known ones.

Question 25

Job posting and bidding can be done via electronic bulletin boards or on regular bulletin boards,employee publications,special handouts,direct mail,and public address messages.

Question 26

Often,applicants will respond to an advertisement even if they don't meet the job requirements.

Question 27

Educational institutions are typically a source of young applicants with formal training but relatively little full-time work experience.

Question 28

The most commonly used search tactic for job seekers is Internet recruiting.

Question 29

If career development is to succeed,it must receive the complete support of top management.

Question 30

Realistic job previews reduce turnover,but also reduce job acceptance rates.

Question 31

The effectiveness and attractiveness of recruiters is often a main reason why applicants select one organization over another.

Question 32

An assessment centre is a place where people are evaluated.

Question 33

Some career development paths provide new assignments that increase skill areas and assignments in different functional areas.

Question 34

Private employment agencies often specialize in particular occupations or professions.

Question 35

A common approach to establishing a career development program is to integrate it with the existing HR functions and structures in the organization.

Question 36

Mentoring is one important indicator of management support in career development.

Question 37

In many cases,hiring someone from outside is seen as essential for revitalizing the organization.

Question 38

Career management involves a good deal of analysis and planning.

Question 39

Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates.

Question 40

For technical and managerial positions,community colleges are generally the primary source of recruitment.

Question 41

The best source for recruitment will vary depending on the industry.

Question 42

A dual career path is for couples who are both working professionals in the same field.

Question 43

When Mark applied for a job as an engineer in a small town in Northern Canada,he was told that the pay was good,but that it can be very lonely and cold in the winter.Which of the following approaches to recruiting is the employer using?

A)realistic job preview
B)balanced scorecard
C)balanced recruiting
D)negative/positive job assessment

Question 44

Public employment agencies work closely with private employment agencies.

Question 45

Skill inventories are an important tool for succession planning.

Question 46

What is the first stage in the career stage model?

A)early childhood
B)organizational entry
C)preparation for work
D)early career

Question 47

When unemployment levels are low,employers may need to use more sources of recruitment.

Question 48

ABC Corporation identifies the top 10 of its junior engineers and allows them to select a top executive to work with on their career development,including goals,expectations,and standards.How would you describe the resulting relationship between the executive and the junior engineer?

A)formal mentoring
B)controlled development
C)dual career planning
D)career networking

Question 49

Mentoring programs develop over time and on an informal basis.

Question 50

Which external recruiting source normally provides applicants who stay with the organization the longest?

A)newspaper ads
B)search firms
C)job fairs
D)employee referrals

Question 51

Which of the following is a characteristic of a tight labour market?

A)high unemployment
B)low unemployment
C)declining compensation rates
D)low productivity

Question 52

Which of the following best describes private employment agencies?

A)They commonly provide services only to college graduates.
B)They do not charge a fee for their services.
C)They are administered through the provincial governments.
D)They commonly specialize in providing services for a specific occupational area.

Question 53

Transfers usually provide the same motivational value as promotions.

Question 54

If you are to offer advice to an employer for an effective newspaper advertisement,which of the following is NOT something that you should advise?

A)Overlook community newspapers or classified publications that target a specific market segment.
B)Try to be too creative.
C)Provide a lot of information about the position.
D)Mention that the company is an equal opportunity employer.

Question 55

Recruiters usually have minimal influence on an applicant's decision to work for one organization or another.

Question 56

What is often the greatest criticism of search firms?

A)They allow for too much "inbreeding."
B)Their clients have to pay them even if the search is unsuccessful.
C)Their search is not sufficiently wide.
D)They attract too many lawsuits.

Question 57

What is the practice of hiring relatives called?

A)insourcing
B)nepotism
C)favouritism
D)inbreeding

Question 58

Which of the following is the most important disadvantage of using employee referrals for recruitment?

A)It makes human resource planning near impossible due to the unpredictable nature of the talent pool.
B)Training recruiters to recognize potential in candidates in this way is difficult and costly.
C)Discrimination may result because people tend to refer others from similar backgrounds.
D)It is likely that individuals will refer weak candidates in order to lessen internal competition for promotions.

Question 59

Employability refers to the skills and support needed to find a job.

Question 60

Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.

Question 61

Hamid is a professional engineer.He is not permanently in a management role,but is paid at management rate,and can choose to take up management roles without sacrificing his engineering role.How would you describe his career path?

A)complex career path
B)boundaryless career path
C)dual career path
D)divergent career path

Question 62

Which recruitment method is more likely than the others to result in discrimination against members of protected groups?

A)executive search firms
B)social media
C)employee referrals
D)educational institutions

Question 63

Luba is developing a mentoring program for her organization.She has put a great deal of effort into making sure that all protégés are matched demographically with their mentor (gender,race,etc.),educating participants about facts such as the reciprocal nature of the relationship,and that the relationship can be used for personal and professional development.In her plans,which myth about mentors has Luba fallen victim to?

A)A mentor has to be the same gender and race as the protégé.
B)Mentoring should focus on the professional and not the personal.
C)Although mentoring can be reciprocal,that is just a by-product.The focus should be on the protégé.
D)Highly profiled people make the best mentors.

Question 64

When Mary was recruited for her position,she was evaluated in a series of situations that resembled what she would likely experience on the job.Which recruitment method was the employer using?

A)skills inventory
B)management talent inventory
C)assessment centre
D)performance appraisal

Question 65

Which of the following positions would most likely be filled by external candidates?

A)intermediate IT technicians
B)senior accounting clerks
C)supervisors
D)head coaches of professional sports teams

Question 66

Which of the following best captures the "Peter Principle"?

A)Through natural selection,incompetent employees tend to turn over.
B)When promoting based on past performance and seniority,employees will be promoted regularly until they are promoted to a position where they cannot perform well.
C)Incompetence breeds incompetence.
D)Managers who are incompetent tend to produce situations where there are more grievances,more voluntary turnover,more absenteeism,and more harassment.

Question 67

Sukhi is an excellent engineer and has been promoted three times within her current organization-she is now at the top level of engineering.She loves being an engineer,but the organization has now offered her a very lucrative position as a manager.If she wants to continue to be promoted,the only way is to move into management,since there are no higher engineering jobs for her.Which of the following programs would benefit Sukhi?

A)a boundaryless career
B)competency analysis
C)dual career tracking
D)a structural career plateau

Question 68

Which of the following is NOT a factor included in a self-evaluation for successful career development?

A)your interests
B)academic achievement
C)academic aptitude
D)organizational opportunities for advancement

Question 69

What is the most likely outcome of hiring an external candidate for a position in an organization?

A)It would lead to an increase in information about the market.
B)It would increase morale among executives.
C)It would lead to revitalization of the organization.
D)It would decrease creativity.

Question 70

Organization W has had an opening in a key managerial role for three weeks,which is viewed as a long time.In situations like this in the past,Organization W has had to resort to hiring external to the organization,which is less preferable to the company,in order to fill the position in question.What is Organization W likely suffering from?

A)poor HR planning
B)a weak training and development program in the organization
C)a weak talent bench
D)a lack of value for promotions in the organization

Question 71

Which of the following is NOT a service generally offered by public employment agencies?

A)compensation surveys
B)evaluation programs
C)employment testing
D)apprenticeship programs

Question 72

Linda has advanced through several roles with increasing responsibilities at ABC Corporation,including HR assistant,HR generalist,and HR manager.What is the term for this line of advancement?

A)line path
B)career line
C)job line progression
D)career path

Question 73

Trade schools can be a good source for recruits for what types of positions?

A)entrepreneurial and managerial
B)managerial and executive
C)entrepreneurial and executive
D)entry level and highly skilled employees

Question 74

What is a key factor in the success of any employee referral program?

A)measuring results
B)paying employees well for good referrals
C)increasing the visibility of the program
D)ensuring nepotism

Question 75

What determines the effectiveness of a computerized record system (such as SAP and PeopleSoft)for locating qualified internal job candidates?

A)the extent to which data in the system is kept current
B)the extent to which the system is "user-friendly"
C)the costs for updating the system
D)the availability of the system to line personnel

Question 76

In identifying career opportunities and requirements within an organization,what is the vital first step?

A)preparing a competency or job analysis
B)preparing performance appraisals of existing staff in those positions
C)ensuring the job progressions within the organization are clear
D)identifying career paths

Question 77

Company A sometimes recruits employees from its network of past employees/alumni.What is this process called?

A)retiree recruiting
B)re-recruiting
C)network recruiting
D)employee leasing

Question 78

What is the key reason why the quality of employee-referred applicants tends to be high?

A)Employees are hesitant to recommend applicants who might not perform well.
B)Employees train the applicants.
C)Employees tend to refer their friends and relatives.
D)Inbreeding improves the quality.

Question 79

Which organizational situation is most likely to benefit from using realistic job previews?

A)in the financial industry where there are few jobs but the training is arduous and jobs are not very lucrative despite the promise of wealth in the long run
B)in creative organizations,such as symphony orchestras,where the work is not well paid and the training is intense
C)in a high-tech organization where despite being in a very competitive industry engineers are allowed to explore their creative side and are motivated financially to suggest innovative products
D)in a meat-processing plant where the work is very messy,the smell is strong and unpleasant,and a lot of expensive training is needed to do the job well

Question 80

Which of the following refers to those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions?

A)artificial barriers
B)the glass floor
C)the job plateau
D)the glass ceiling