Deck 7: Measurement

Question 1

As job requirements become more specific,the need to segment the labour market increases.

Answer 1

False

Question 2

Within large organizations with multiple locations,the administration of the recruitment function is centralized,but the ultimate hiring decision continues to reside in the business unit

Answer 2

True

Question 3

Colleges generally charge fees for their recruitment services.

Answer 3

False

Question 4

External recruitment services are often used by large organizations because of the convenience and relatively low cost of such services.

Question 5

When using demographic data to target applicant pools,discrimination issues should be considered.

Question 6

Recruiters used by organizations come exclusively from the human resources area.

Question 7

Executive search firms operate on the basis of a retainer fee rather than a contingency fee.

Question 8

As a source of job applicants,walk-ins are especially attractive because they require fewer formal recruitment procedures.

Question 9

Search firms are used as recruitment sources when a moderate level of KSAOs is required.

Question 10

Employee referral programs sometimes fail because current employees tell everyone they know to apply for jobs without any regard for the person/job match.

Question 11

The starting point for locating job applicants is a listing of recruitment sources.

Question 12

Recruitment guides are beneficial to applicants as well as employers.

Question 13

An open recruitment approach occurs when an organization identifies those segments of the labour market where qualified candidates are likely to be.

Question 14

The starting point for using a targeted recruitment approach is the job requirements matrix.

Question 15

Technical and professional meetings can be especially advantageous for recruiting women and minorities.

Question 16

The primary purpose of a requisition is to remit payment of recruitment costs to external service providers.

Question 17

Cooperative recruitment efforts among organizations in the same product and labour markets are common.

Question 18

A "yield ratio" expresses the relationship between applicant inputs to outputs at various decision points in the recruitment process.

Question 19

Advantages of centralized recruitment versus decentralized recruitment include speed and greater responsiveness to business unit needs.

Question 20

One disadvantage of using a line manager as a recruiter is that he/she may not be very knowledgeable about career development opportunities.

Question 21

It is a mistake for organizations to treat employees who quit as "traitors."

Question 22

One advantage of employee referral programs is that they have a low cost/per hire.

Question 23

Research shows that having an employment brand does not make the employer any more attractive to applicants than job and organization attributes.

Question 24

"Realistic" messages are especially effective for recruiting under tight labour market conditions.

Question 25

One difficulty in the use of the Internet in recruiting is that many recruitment sites become defunct.

Question 26

One research finding concerning the role of the recruiter is that the influences of actual job characteristics on the applicant are greater than the influence of the recruiter.

Question 27

Recruiters need training in technology,marketing,working with other departments,and ethics in order to be effective.

Question 28

Blind ads are used to protect the identity of the applicant.

Question 29

The use of temporary employees has not been found to be an effective strategy for helping companies to overcome their shortage of high tech employees.

Question 30

The vast majority of organizations have employee referral programs.

Question 31

Research on the effectiveness of recruitment sources has focused on their impact on employee satisfaction,performance and retention.

Question 32

Display ads are flexible in terms of the information and messages they convey,but they are expensive in comparison with other forms of print communication.

Question 33

Accurate communication messages are important for aiding applicants' decision making and for facilitating their self-selection.

Question 34

Research on realistic job previews has found that they lead to lower job satisfaction and higher recruiting costs.

Question 35

One limitation of Web-based recruiting is that the cost of developing and maintaining the web site is extremely high.

Question 36

Detailed and written procedures for recording and processing job applications are needed for defending against human rights complaints and for effective operations within the recruitment function.

Question 37

Communicating negative job attributes to applicants is invariably a recruiting mistake.

Question 38

A critical strategy that employers can use to establish a positive relationship with colleges and universities is to develop a good working relationship with the placement director at the institution

Question 39

Organizations have created "homepages" on the World Wide Web in order to interact directly with potential job applicants.

Question 40

One feature of a high impact web site for recruiting is that it contains self-assessment in ventories to help college students learn about career paths in the organization.

Question 41

Research suggests that referrals,job postings,and re-hiring of former employees are the most effective recruitment sources.

Question 42

A functional manager is unlikely to use a requisition to ________.

A)specify the salary of the position to be filled
B)request approval to fill an open position
C)request a job analysis for a new hire
D)initiate hiring procedures for positions opened because of transfers

Question 43

When advertisements are used to attract job applicants,the ads should be coded in order to ______________.

A)track advertising costs
B)identify the medium where the ad is placed
C)track the types of individuals that are applying
D)allow the organization to assess the yield

Question 44

Which of the following would not get done in preparing a realistic job preview?

A)Present negative job attributes in the job message.
B)Present positive job attributes in the job message.
C)Take a "put your best foot forward" approach.
D)Describe job attributes in great detail within the message.

Question 45

The influence of the recruiter is more likely to be felt on the behaviors rather than the attitudes of the job applicant.

Question 46

When HR managers address such concerns as lead time and time sequence in recruitment,they are involved in __________.

A)conducting an evaluation of recruitment efforts
B)dealing with concerns related to the strategy phase of recruitment
C)confronting issues affecting the search phase of recruitment
D)assessing organizational issues in planning recruitment

Question 47

Which of the following is not a characteristic of employment agencies?

A)They are a source of non management employees.
B)They operate on a retainer fee basis.
C)Their references should be checked closely before using their services
D)They collect,screen and present applicants to employers.

Question 48

Although there are times when organizations form cooperative alliances for recruitment purposes,such arrangements are most often precluded by ____________.

A)cost factors
B)competitive factors
C)difficulty in organizing cooperative efforts
D)laws and regulations

Question 49

If an HR specialist is involved in developing a message to be communicated to job applicants,which of the following approaches is most likely to be effective?

A)Have a professional advertising agency develop the message.
B)Emphasize only the most positive aspects of the job in the message.
C)Use the job requirements and the job rewards matrices as the basis for message content.
D)Avoid having internal personnel involved in placing advertisements.

Question 50

A direct derivative of the economic conditions that led to market contraction or expansion is the amount of jobs available

Question 51

Which of the following is an appropriate use of a recruitment segmentation factor?

A)Using non-traditional sources to enhance visible minority hiring.
B)Broadening the geographical recruitment area to control selection costs.
C)Eliminating recruitment sources to minimize yield ratios.
D)Using demographics to avoid certain classes of potential applicants.

Question 52

Which of the following elements of a recruitment guide is the most useful for developing a recruitment strategy?

A)Budget
B)Staff members involved
C)Sources of qualified candidates
D)Position new hiree will report to

Question 53

Co-ops and internships are often ineffective sources of candidates for full-time jobs.

Question 54

One factor to keep in mind when designing an organizational web site is to keep it simple

Question 55

Within the external recruitment process,which of the following is most closely associated with strategy development?

A)Communication cost
B)Disclaimers
C)How to look for applicants
D)Evaluation

Question 56

Which of the following is an accurate description of a recruitment source?

A)Internships are among the most frequently used sources.
B)Realtors are a primary source for executive applicants.
C)Door hangers,bargain shoppers and welcome wagons are methods employed to locate job applicants.
D)Contingent workers would be used for operations with continuous and regular production needs.

Question 57

One disadvantage of most online databases is that they include passive candidates.

Question 58

Actual recruiters used by organizations may be __________.

A)line managers
B)employees
C)HR professionals
D)all of the above

Question 59

The recruiting approach which involves casting a wide net to identify potential applicants is called _____________.

A)open recruitment
B)closed recruitment
C)targeted selection
D)job requirements selection

Question 60

Which of the following budget line items would not appear in a recruitment budget?

A)Benefits of the person hired
B)Recruiter salaries
C)Candidate relocation expenses
D)Administrative staff expenses

Question 61

Which of the following would apply when a contingency approach to message selection is being employed?

A)Establish the job message based on labour market conditions,vacancy characteristics,and applicant characteristics.
B)Develop a standard "most effective" message and apply it in all cases for maximum effect.
C)Use the characteristics of the labour market as the sole guide in message development.
D)Use targeting as the principal method of message development.

Question 62

What is the main reason for taking a realistic job preview approach to developing a job communication message?

A)The approach aids applicants in self-directing in and out of the organization.
B)The method enhances employment standards compliance.
C)The approach results in lower advertising costs.
D)The approach presents potential job applicants with the most attractive description of the job attributes.

Question 63

Which of the following statements about defining job applicants is not true?

A)Any person qualifying as an applicant is a potential human rights complainant.
B)The denominator of the selection rate ratio is the number of applicants.
C)Not every individual who makes an effort at application might be considered an applicant for legal purposes.
D)The numerator in a selection ratio is the number of turndowns

Question 64

Research suggests that an ideal recruiter possesses _________________.

A)strong interpersonal skills
B)knowledge about the organization,jobs,and career issues
C)enthusiasm about the organization and job candidates
D)all of the above

Question 65

All of the following are the most promising job opportunities in Canada today except:

A)HR professionals
B)Specialist physicians
C)Environmental specialists
D)Software engineers

Question 66

The recruitment approach in which an organization identifies those segments of the labour market where qualified candidates are likely to be is called ___________.

A)targeted recruitment
B)job requirements matrix recruitment
C)geographic area recruitment
D)strategic recruitment

Question 67

Employer strategies for addressing the shortage of high-technology employees include ____________.

A)provide signing bonuses
B)buy banner ads on the Internet
C)actively research potential job candidates
D)all of the above

Question 68

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

Question 69

Job growth,job opportunities,turnover rates are part of __________

A)labour markets
B)economic conditions
C)labour unions
D)environmental scans

Question 70

To achieve the best combination among the three factors of cost,ability to provide an extensive message,and ability to control who receives the message,an organization would most likely deliver its message by means of _______________.

A)A classified ad
B)A brochure done by outside media professionals
C)A display ad
D)A brochure developed in-house

Question 71

The most critical aspect of an advertisement for enhancing applicant self-screening is _____________.

A)the medium where the ad is placed
B)the ad headline
C)the body of the ad
D)the ad's information on how to apply

Question 72

List and briefly describe each of the administrative issues that needs to be addressed in the planning stage of external recruiting.

Question 73

Which of the following statements,when placed in a job message,would not be likely to create human rights concerns?

A)"Applicants must be enthusiastic and willing to take risks."
B)"Applicants should be recent college graduates."
C)"Applicants should be healthy and athletiC."
D)"Applicants should be gentlemen of outstanding character."

Question 74

Which of the following recruitment messages is appropriate?

A)Use a targeted message when appealing to the broad labour market.
B)Use a realistic message when recruiting individuals with a lot of job experience.
C)Use a traditional message to avoid vagueness in portraying job attributes.
D)Use an attractive message when recruiting under tight labour market conditions.

Question 75

Examples of trigger words are ______________.

A)recent college graduate
B)professionally trained
C)dedicated
D)results oriented

Question 76

In designing the communication message to be used in external recruiting,what kinds of information should be included?

Question 77

List ten sources of applicants that organizations turn to when recruiting.For each source,identify needs specific to the source,as well as pros and cons of using the source for recruitment.

Question 78

Which of the following actions on the part of a recruitment specialist is likely to reduce the effectiveness of the recruitment effort?

A)Stress recruiter warmth as well as job knowledge.
B)Minimize delay times between steps of the recruitment process.
C)Use human resource specialists as the primary recruiters.
D)Use screening devices perceived by the applicants as job-relateD.

Question 79

Research suggests that the most effective recruitment sources include ___________.

A)newspaper ads
B)rehiring of former employees
C)employment agencies
D)none of the above

Question 80

Employment shortages,surpluses,employment arrangements demographic trends are part of _________

A)labour markets
B)economic conditions
C)labour unions
D)environmental scans