Deck 4: Recruitment

Question 1

A bidding system in recruitment is developed for the internal candidates.

Answer 1

True

Question 2

The INS I-9 form is the reporting form which determines the identity and legal work status of a worker.

Answer 2

True

Question 3

An instance of employee discrimination that affects the protected group as a whole is
classified as disparate treatment.

Answer 3

False

Question 4

Under IRCA, subcontractors are not held accountable to the same I-9 standards.

Question 5

Recruitment is defined as a process that provides the organization with a pool of qualified candidates.

Question 6

ERPs generate one of the highest returns on investment per hire.

Question 7

Themakes it legal to discriminate in hiring based on special circumstances-for
example, requiring airline pilots to be a certain age due to safety concerns.

Question 8

Global expansion plans are an example of the external factors that influence forecasting.

Question 9

Good networking skills are a feature of excellent recruiters.

Question 10

A contingent recruiter is one who gets paid only when the recruited employee starts
working.

Question 11

Social media campaigns are the most expensive means of generating a recruitment pool.

Question 12

For a high-level executive position, networking websites are one of the best recruitment strategies.

Question 13

The Patriot Act strengthens domestic and international investigations and surveillance
activities in the U.S.

Question 14

Job design and job analysis are processes aimed at the same purpose.

Question 15

For an entry-level job, corporate recruiters may yield a better ratio than a campus recruitment process.

Question 16

Formal internship programs represent one way in which campus recruitments occur.

Question 17

The ability to work in groups is an example of a candidate's competence.

Question 18

A yield ratio is the total number of applicants who have been eliminated in the recruitment process.

Question 19

Companies with more than 15 employees are covered by EEOC laws.

Question 20

Websites ensure that the quality of applicants is high.

Question 21

In 1986, Congress adopted the Immigration Reform and Control Act with the purpose of:

A) preserving jobs for those who have legal documentation to work in the United States.
B) undertaking domestic and international investigations and surveillance activities.
C) creating a system which allows for release of information requested by the government.
D) enforcing equal employment regulations in all US companies.
E) establishing the standard rate of pay or other forms of compensation for different jobs.

Question 22

Which of the following is a difference between task-based and competency-based job analyses?

A) Task-based job analysis relates to internal factors of the job while competency-based job analysis relates to external factors of the job.
B) Task-based job analysis is typically unclear and subjective while competency-based job analysis lists the specific tasks clearly.
C) Task-based job analysis focuses exclusively on knowledge and abilities of an employee while competency-based job analysis is an evaluation of his/her duties.
D) Task-based job analysis modifies a job to make it more effective while competency-based job analysis focuses on retaining old features of the job.
E) Task-based job analysis is suited for lower-level job positions while competency-based analysis might be more appropriate for specific, higher-level positions.

Question 23

The implication of the IRCA in the recruitment process is that companies must:

A) hire only those people who do not have a criminal record.
B) ensure that people they select are eligible to work in the US.
C) protect employees from discrimination at workplace.
D) file using the BFOQ whenever they hire employees of a different nationality.
E) minimize the use of legalities in the hiring process.

Question 24

The primary aim of the Patriot Act is to:

A) prescribe new rules about the electronic storage of forms of employee details.
B) ensure that employers attest to their employees' immigration status.
C) create a system which allows for release of information requested by the government.
D) enforce equal employment regulations for all US companies.
E) establish the standard rate of pay or other forms of compensation for different jobs.

Question 25

A list of tasks, duties, and responsibilities of a job resulting from the stage of job analysis is called a _____.

A) job protocol
B) standard operating procedure
C) job description
D) referral report
E) job announcement

Question 26

A job analysis largely involves:

A) rounds of interviews with potential candidates to select the person for the job opening.
B) research and study to review job responsibilities of current employees.
C) creation of proper staffing plans and forecasting to determine manpower requirements.
D) announcement of open positions to everyone in and outside of the company.
E) evaluation and selection of the best recruiting strategies for the company.

Question 27

Which of the following is an internal factor influencing forecasting?

A) Unemployment rates
B) Shifts in population
C) Changes in legal measures
D) Development of technology
E) Global expansion plans

Question 28

A _____ analysis focuses on the duties of the job.

A) competency-based
B) role-based
C) knowledge-based
D) task-based
E) skill-based

Question 29

Which of the following is the first stage in the recruitment process?

A) Implementation of a recruiting strategy
B) Acknowledgment of a job opening
C) Exercise of the bidding system
D) Creation of job descriptions
E) Identification of the best recruitment strategies

Question 30

_____ is defined as a process that provides the organization with a pool of qualified job candidates from which to choose.

A) Budgeting
B) Attrition
C) Recruitment
D) Auditing
E) Downsizing

Question 31

Which of the following is a process that was established with the purpose of helping internal candidates apply for a job vacancy in the same organization?

A) Bidding system
B) Job analysis
C) Surveillance systems
D) EEOC regulations
E) Job rotation

Question 32

Duncan Solutions, a growing electronics firm, has recently installed an automatic service to respond to customer queries that can be resolved with minimal troubleshooting information. This system, which uses interactive voice response, has enabled them to significantly reduce the number of customer support employees they require. This reduced manpower requirement depicts the role of _____ as an external factor that impacts forecasting in the company.

A) sales
B) laws
C) policies
D) technology
E) marketing

Question 33

The data gathered from forecasting helps the recruitment process by:

A) listing out the tasks, duties, and responsibilities of a job.
B) pointing out the demographic characteristics of the workforce.
C) providing job specifications listing skills required for the job.
D) determining how many people must be hired.
E) creating ways to modify, change, and enrich the job.

Question 34

The danger in filling all vacant job positions with internal candidates is that it reduces the _____ in the organization's workforce.

A) familiarity
B) affinity
C) similarity
D) diversity
E) uniformity

Question 35

_____ is a formal system developed to determine what tasks people actually perform in their jobs.

A) Job design
B) Job announcement
C) Job analysis
D) Job bidding
E) Job rotation

Question 36

_____ is the reporting form which determines the identity and legal work status of a worker.

A) Form 1040
B) Form 550
C) INS I-9
D) BFOQ form
E) Form 990

Question 37

Which of the following is an example of a competency-based job analysis?

A) Assisting customers
B) Making cold calls
C) Working with data analysis tools
D) Preparing daily sales reports
E) Writing performance evaluations

Question 38

In the recruitment process, a protocol involves a:

A) predetermined systemic procedure for how applications and résumés will be processed.
B) discussion of the skills and abilities the person must have in order to perform the job.
C) list of tasks, duties, and responsibilities of a job.
D) blueprint of plans focused on modifying or changing the job to make it more effective.
E) format presenting the criteria against which performance appraisals will be compiled.

Question 39

People who are already working for the company and meet the qualifications for the job position are called _____.

A) free candidates
B) informal candidates
C) bidding candidates
D) internal candidates
E) contingent candidates

Question 40

_____ systems are systems by which internal jobs may be sent through a predetermined method so all employees have access to the job announcement.

A) Expansion
B) Bidding
C) Control
D) Escalation
E) Domestic

Question 41

The amendments brought in by the Patriot Act have made it possible for:

A) employees to protect their right to information and privacy.
B) employees to prevent unauthorized access to their personal information.
C) the government to reduce access to their electronic communication.
D) the government to conduct surveillance without informing employees.
E) employees to file discrimination suits against the employer in discrimination cases.

Question 42

The percentage of applicants from one source who make it to the next stage in the selection process is referred to as the _____.

A) applicant ratio
B) variance ratio
C) yield ratio
D) selection ratio
E) recruitment ratio

Question 43

When hiring through a campus recruitment process, the recruiter should be aware that the candidate is likely to lack:

A) formal training in the demands of the job.
B) talent that is required at the entry level for employees.
C) actual experience in the specific field for which they are hired.
D) technical specialization in the specific area.
E) academic qualifications and certifications.

Question 44

Which of the following statements is true regarding disparate impact?

A) It relates to one person who has faced a discriminatory practice in the recruitment process.
B) It typically has an adverse effect on the majority of people in the community facing discrimination.
C) It provides a ready and clear understanding of the factor causing the discrimination.
D) It represents the only mode of understanding employment discrimination cases.
E) It examines the role of a process rather than a conscious intention to discriminate.

Question 45

The number of candidates at the screening interview round of a company's recruitment process was seventy-two. By the time of the selection interviews, this number reduced to sixteen potential candidates that could fulfill the job position effectively according to its protocol. The yield ratio in this case is _____ percent.

A) twenty-two
B) twenty
C) forty-eight
D) sixteen
E) twenty-six

Question 46

When recruiters from a company attend job fairs to seek potential candidates, they are using _____ as a recruitment strategy.

A) special interest groups
B) websites
C) events
D) professional organizations
E) referrals

Question 47

Which of the following is true regarding the EEOC?

A) The EEOC regulations apply to all companies irrespective of their size.
B) National origin does not come under the purview of the EEOC laws.
C) It is optional for companies to display the EEOC policy in the workplace.
D) The EEOC functions involve data collection and investigation of discrimination claims.
E) A 50-year-old pilot can appeal to the EEOC against an airline that refused to hire him for safety concerns.

Question 48

Which of the following statements is true regarding professional organizations?

A) Typically, membership to a professional organization is free and open to all.
B) Professional organizations run on a for-profit basis to make them more efficient.
C) Professional organizations do not exist for professions based in the service industry.
D) Identifying and networking with such organizations is a good recruitment strategy.
E) Professional organizations do not encourage job postings and announcements.

Question 49

_____ is a drawback closely related to the use of referrals that involves a preference for hiring relatives of current employees.

A) Rationalism
B) Fraternalism
C) Nepotism
D) Atavism
E) Ageism

Question 50

Referrals must not be used as the only mode of recruitment as they can lead to a lack of _____ in the workforce.

A) quality
B) retention
C) productivity
D) diversity
E) capability

Question 51

Mark, a trained gourmet chef, has been applying repeatedly for a job in a restaurant that specializes in the cuisine of a different ethnic group. Despite his extensive training and experience in serving this cuisine, the restaurant has not hired him without providing clear reasons for the rejection. Mark, however, felt that the panel members who interviewed had an unsaid but strong feeling that only people belonging to their ethnicity can serve their food and that the ability cannot be learned. This is an example of _____.

A) employee eligibility verification
B) disparate treatment
C) bias suppression
D) Bona Fide Occupational Qualification
E) disparate impact

Question 52

Which of the following legal provisions represents an exception of the EEOC laws?

A) Patriot Act
B) Immigration Reform and Control Act
C) Electronic Communications Privacy Act
D) Bona Fide Occupational Qualification BFOQ)
E) Employment Eligibility Verification

Question 53

When a company has a temporary vacancy for a lower-level job for which it does not want to hire an individual permanently, it approaches _____.

A) staffing firms
B) professional organizations
C) executive search firms
D) corporate recruiters
E) campus recruiters

Question 54

A companyis going through a rough period owing to faulty management practices, increased bureaucracy, and a lack of strategic planning in its operations. To overcome this deterioration, there is a move to replace some of its top managers including the CEO. Which of the following types of recruitment strategies would be recommended for hiring a new CEO for the company?

A) Staffing firm
B) Internet recruiting
C) Campus recruitment
D) Executive search firm
E) Events

Question 55

The implication of the BFOQ in the recruitment is that:

A) companies should seek legal council before assuming that a BFOQ applies.
B) recruiters must hire people on the basis of the equal employment laws at all times.
C) the selection process should incorporate race and gender as criteria for all jobs.
D) customers' specific preference for a gender or race are a valid BFOQ.
E) companies are not required to present justifications of their BFOQ-based decisions.

Question 56

For an ERP to be effective, it must be:

A) aimed at challenging goals that are modifiable throughout the recruitment process.
B) designed such that it shows a preference for hiring relatives of current employees.
C) focused on reducing the amount of diversity among employees to ensure smooth functioning.
D) communicated to all existing employees of the company in detail.
E) implemented such that it is accessible to select employees only.

Question 57

A type of recruitment strategy that involves a planned program to access potential candidates who are known to current employees is the _____.

A) campus recruitment program
B) employee referrals program
C) Internet recruiting program
D) event-based recruiting program
E) external recruitment program

Question 58

The _____ is a federal agency charged with the task of enforcing federal employment discrimination laws.

A) Employees' Compensation Appeals Board
B) Federal Labor Relations Authority
C) Bureau of Labor Relations
D) Social Security Advisory Board
E) Equal Employment Opportunity Commission

Question 59

Which of the following is a drawback of using websites as a recruitment strategy?

A) Low yield ratio
B) Nepotism
C) High costs of advertising
D) Limited options for advertising
E) High breadth of responses

Question 60

A corporate recruiter is one who:

A) deals with campus recruitments exclusively.
B) receives payment only when the recruited person begins working.
C) engages in a generalized employee search for temporary positions.
D) focuses on the recruitment needs of the company for which he/she is employed.
E) freelances in seeking talented candidates for vacant job positions for clients.

Question 61

The _____ is a formal system developed to determine what tasks people actually perform in their jobs.

Question 62

Projected sales are an example of an) _____ forecasting factor.

Question 63

How can the effectiveness of recruitment methods be measured?

Question 64

Reporting for the IRCA is done using the _____ form.

Question 65

Describe the characteristics and purpose of the BFOQ.

Question 66

The percentage of applicants from one source who make it to the next stage in the selection process is called the _____.

Question 67

Discuss the six aspects of the development of a recruitment strategy.

Question 68

What are the advantages and disadvantages of using social media to recruit?

Question 69

Explain the difference between a task-based job analysis and a competency-based job analysis.

Question 70

What is a bidding system? How can it be made more effective?

Question 71

Explain the nature and purpose of a job analysis.

Question 72

People who work in an organization and meet the qualifications needed to apply for a job vacancy in the same organization are called _____ candidates.

Question 73

The IRCA prohibits the hiring of illegal _____.

Question 74

The _____ allows the government to view communications if an employee is suspected of terrorism and it does not need to let the employer know of the surveillance.

Question 75

Explain the difference between disparate treatment and disparate impact.

Question 76

A _____ is a person who is an employee within a company and specializes in recruiting for them.

Question 77

Executive search firms are focused on _____ positions.

Question 78

Explain the requirements that IRCA mandates from companies. How does an HR manager help to ensure the documentation is smooth and accurately recorded?

Question 79

Describe the three types of recruiters.

Question 80

_____ is defined as a process that provides the organization with a pool of qualified job candidates.