MGMGT ch 6 – Flashcards
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The process of generating a pool of qualified applicants for organizational jobs is called: a. requisitioning. b. pre-screening. c. recruiting. d. summoning.
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recruiting
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Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly nineteen applicants with the minimum qualifications were found and al the candidates accepted the job offer. Which of the following is true about this scenario? a. The yield ratio will be 50%. b. A selection process is not necessary in the given scenario. c. The acceptance rate in this scenario is 60%. d. The labor market in this area can be described as "loose."
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A selection process is not necessary in the given scenario
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Which of the following would be an advantage for U.S. organizations that do not want to outsource their work overseas? a. Advancements in American worker productivity b. Rapidly rising labor costs in countries like India and China c. Restrictive U.S. requirements for work permits d. Large tax penalties that U.S. firms must pay if they outsource jobs
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Advancements in American worker productivity
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The _____ includes all individuals available for selection, if all possible recruitment strategies are used. a. labor force population b. external labor market c. recruitment pool d. applicant population
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labor force population
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Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically provides direct access to the _____. a. applicant pool b. entire pool of eligible candidates c. entire labor market d. applicant population
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applicant population
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Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the Web site of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer. a. applicant population b. labor force population c. applicant pool d. entire labor market
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applicant population
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The _____ pool consists of all persons who are actually evaluated for selection. a. applicant b. selection c. labor d. talent
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applicant
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Linda is the director of HR at Colette Value Inc., a large tax-preparation firm. The firm faces a dearth of tax preparers every year when the tax season approaches. Every December, Linda outsources a bulk of the recruiting process to an employment agency to recruit temporary employees before the tax season begins. However, she wants to do so without excessively limiting her final hiring decisions. Which of the following processes of recruitment should Linda carry out first hand? a. Advertising for recruitment over the Internet b. Preliminary screening of résumés c. Designing the employment advertisements d. Face-to-face interviews with finalists
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face to face interviews with finalists
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Karl Graphics is conducting a vigorous recruiting campaign aimed at hiring 12 new employees within two weeks. This best exemplifies _____ recruiting. a. continuous b. emergency c. intensive d. crisis
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intensive
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A(n) ____ typically takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee. a. employment agency b. payroll vendor c. professional employer organization d. third-party employer
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professional employer organization
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One advantage of leasing companies for employees is that: a. employers can save money on benefits. b. employers can hire permanent employees. c. it reduces total payroll costs for the employers. d. it exempts employers following the OSHA regulations.
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employers can save money on benefits
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Which of the following statements is true about employees of employee leasing companies? a. They have employment contracts and are not at-will employees. b. They increase the costs on benefits and HR administration on the part of the employer. c. They are supplied by contract to employers with jobs. d. They can be regarded as self-employed for IRS purposes.
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They are supplied by contract to employers with jobs.
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Which of the following candidates have the highest probability of being rejected by a U.S. organization that practices sound HR practices and recruits nontraditional diverse workers? a. A middle-aged white male who is currently living in a halfway house for former drug addicts b. A 60-year-old woman living in an old age home. c. A 19-year-old man with an IQ of 92 d. A young college-educated Danish woman without an H1 visa
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A young college-educated Danish woman without an H1 visa
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Patricia, an outstanding performer, was placed at Oliver & Co. by a temporary service firm for two months. Patricia's manager approaches Oliver & Co.'s HR Director with the request that she wants her as a regular employee. Given this scenario, which of the following statements is true? a. The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is hired as a regular employee. b. The employers will not be liable for Patricia's safety under OSHA regulations. c. Patricia will be less expensive as a regular employee than as a temporary employee because temporary employees typically receive a 40% wage premium to offset the lack of benefits. d. Oliver & Co. is ethically bound not to hire temporary employees provided by an agency for regular employment.
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The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is hired as a regular employee.
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In which of the following situations would the use of temporary workers be most appropriate? a. A company that has a low rate of turnover among its regular employees. b. An employer who has received a long-term contract from the Federal government for oceanic research. c. A tax preparation company that mostly handles individual clients and has few business clients. d. A start-up company with a competitive strategy of continuing expert customer service.
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A tax preparation company that mostly handles individual clients and has few business clients.
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Angela is a self-employed graphic artist. She is usually hired by companies for special projects that lasts from a week to six months. Angela can be best described as a(n): a. independent contractor. b. undocumented worker. c. regular employee. d. full-time employee.
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independent contractor
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Which of the following statements is true about recruiting diversity? a. An organization that advertises job openings for individuals with "Christian values" employees would be considered impartial. b. Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts. c. "Journeyman lineman" is a permissible term for employment advertisements. d. Employers demonstrate exclusive recruiting by having diverse individuals represented in company materials.
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Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts.
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If an employer lists the designation EEO/M-F/AA/ADA in its employment advertisements, it indicates that a. the employer will hire only minorities and disabled persons. b. the company has been found liable in a discrimination lawsuit. c. the employer has a policy of complying with equal employment regulations. d. the company encourages disparity in its workforce.
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the employer has a policy of complying with equal employment regulations.
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Paul is the director of recruitment at Times Clockworks. After running a thorough study of their employees' backgrounds, Paul finds that Times Clockworks has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. Which of the following steps should Paul take to solve the problem most efficiently? a. Lower the job specifications for Hispanic applicants b. Begin advertising for job openings on the local Spanish radio station c. Continue its current recruiting practices because only organizations with Affirmative Action Plans are required to meet EEO guidelines d. Freeze the hiring process until qualified Hispanics apply for the position
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Begin advertising for job openings on the local Spanish radio station
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Which of the following statements is true about good recruiting efforts? a. If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. b. Advertising job openings for "exercise boys" for a race track would be considered legal terminology. c. A salon that advertises job openings for "young and enthusiastic" employees would be considered impartial. d. Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal.
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If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts.
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Which of the following statements is true of good recruiting efforts? a. If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its internal recruiting efforts. b. If a company has few Somali employees in a community with a large Somali presence, a good recruiting strategy is to have company employees who are not from Somali to help with recruiting. c. It would be discriminatory for a race track to advertise job openings for "exercise boys." d. The Equal Employment Opportunity Commission (EEOC) guidelines state that indirect references implying gender or age are permitted.
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It would be discriminatory for a race track to advertise job openings for "exercise boys."
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Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.? a. Avoid including specific designations such as EEO/M-F/AA/ADA in the job advertisements b. Highlight terms such as "young and enthusiastic" and " journeyman lineman" in their official Web sites c. Focus on training and development to generate internal candidates for all the new positions at the utility d. Plan to do more extensive external recruiting for technical and engineering positions
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Plan to do more extensive external recruiting for technical and engineering positions
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Which of the following is a defining characteristic of regular staffing? a. It uses workers who are traditional employees. b. It uses independent contractors. c. Companies can utilize the "try before you buy" approach. d. Companies can avoid litigation associated with the termination of workers.
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it uses workers who are traditional employees
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A passive job seeker is one who: a. seeks a job merely because it is a requirement of receiving unemployment compensation. b. conducts a haphazard and unplanned job search. c. has a good job and is not actively looking to change jobs. d. is an employed individual who is not satisfied with his or her current job.
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has a good job and is not actively looking to change jobs.
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Which of the following statements is true of job boards? a. Job boards enable job seekers to submit résumés to many employers simultaneously. b. Much of the information provided by companies on job boards is intended to mislead competitors. c. Applicants hired from job boards always have worse average performance levels than applicants hired via social networking media. d. Job boards fail to offer access to numerous candidates.
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Job boards enable job seekers to submit résumés to many employers simultaneously
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John's Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective for John's Medical to advertise: a. on a microblogging site like Twitter. b. online recruitment videos on a general job board such as Monster.com or CareerTV. c. on the Web site of the oncology nurse practitioner professional organization. d. on a social networking site such as Facebook.
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on the Web site of the oncology nurse practitioner professional organization.
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Which of the following is a feature of Internet recruiting? a. It requires the filing of applicant EEO reports. b. It requires the entire selection process to be conducted virtually. c. It makes global recruiting easier, but makes local recruiting complicated. d. It cannot be used to target specific audiences.
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It requires the filing of applicant EEO reports.
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Which of the following statements is true of Internet recruiting? a. Twitter is rarely used by recruiters because of the 140-word limit. b. The broad reach of Internet recruiting has significantly reduced the amount of discrimination against job seekers from racial/ethnic groups because it enlarges the applicant population exponentially over traditional recruiting methods. c. If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company can be charged with an EEO discrimination complaint. d. An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job Web site is considered an applicant for legal purposes.
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If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company can be charged with an EEO discrimination complaint.
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The major saving in time generated by Internet recruiting compared with traditional recruiting is: a. the time taken for conducting face-to-face interviews. b. the time taken for communication between the applicants and the employer. c. the time taken by new recruits to settle in a job. d. the time taken by HR staff members for handling blogs, tweets, and email with applicants versus snail mail, faxes and phone calls.
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the time taken for communication between the applicants and the employer.
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Exclusive use of the Internet for recruiting can reduce the diversity of an employer's applicant population because: a. it will only attract the attention of retirees who are interested in seeking new employment opportunities. b. individuals from lower socioeconomic groups mostly have limited access to the Internet. c. the use of terminology such as "young and enthusiastic" is restricted. d. it excludes retirees who are interested in seeking new employment opportunities.
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individuals from lower socioeconomic groups mostly have limited access to the Internet.
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Which of the following would be the least important topic of training for a recruiter who will conduct interviews in a university campus? a. EEO regulations b. Details of the jobs and job specifications c. The company's desired image and "brand" d. The company's job posting software
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The company's job posting software
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When compared to internal recruitment, an advantage of external recruiting is that: a. its selection process is more rigorous. b. it takes lesser time and resources. c. recruited employees often require more orientation efforts. d. it has the potential to generate larger applicant pools.
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it has the potential to generate larger applicant pools.
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Which of the following is an example of external sources of recruitment? a. A veterinarian selects one of her interns as her assistant b. Jolene recommends her colleague to fill an open position as a sales representative at the company where Jolene works as a technician c. An assistant librarian is shortlisted for the post of head librarian in the same library d. A salon shifts from Boston to New York and employs a new cashier through internet recruitment.
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A salon shifts from Boston to New York and employs a new cashier through internet recruitment
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Which of the following is the best way in which recruiters can easily and accurately track responses to advertisements in various media? a. Use only a few selected media. b. Ask applicants where they learned of the position. c. Ask applicants which media they found most effective. d. Use different contact names, e-mail addresses, or phone number codes in each ad.
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Use different contact names, e-mail addresses, or phone number codes in each ad.
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The best criterion to analyze the effectiveness of an advertisement for applicants is to measure the: a. cost of the ad per applicant. b. total number of applicants generated by the ad. c. number of applicants generated by the ad who were hired. d. performance level of the hired applicants generated by the ad.
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performance level of the hired applicants generated by the ad.
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Peter Cullen & Associates uses a private employment agency to locate engineering staff. The company pays a fee to the employment agency every time it hires a candidate provided by the employment agency. In this this scenario, Peter Cullen & Associates is using the services of: a. a contingency firm. b. a retainer firm. c. a fee-for-service firm. d. a labor union.
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contingency firm
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There are two kinds of executive search firms; _____ firms charge a fee regardless of the success of the search. a. contract b. commission c. contingency d. retainer
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retainer
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There are two kinds of executive search firms; _____ firms typically charge a fee only when a candidate is hired. a. contract b. consulting c. contingency d. retainer
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contingency
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In the building trade, unions can best benefit employers by providing: a. apprenticeship programs. b. providing interesting "employment games" online. c. pre-screening for job seekers. d. providing competitive wage scales for jobs.
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apprenticeship programs.
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Job fairs are primarily useful for: a. rapid hiring of large numbers of people. b. maintaining a continuous presence in a local labor market. c. passive recruiting. d. keeping out unemployable applicants.
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rapid hiring of large numbers of people.
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Which of the following is a feature of school and college recruiting? a. Vocational colleges and technical schools often have cooperative programs with employers that funnel quality students into regular jobs. b. College recruiting is one of the least expensive recruitment methods. c. Companies who target minority students before they graduate are likely to be violating EEO laws. d. School and college recruiting is a type of internal recruitment.
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Vocational colleges and technical schools often have cooperative programs with employers that funnel quality students into regular jobs.
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Which of the following is true of internal recruitment? a. Friends and family of current workers tend to be less qualified than external hires, especially if bonuses are offered to the referring employees. b. It has the potential to lead to EEO violations if the current workforce is not diverse. c. Family connections moderate the normal political maneuvering that occurs in firms. d. This process fails to motivate current employees to perform better.
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It has the potential to lead to EEO violations if the current workforce is not diverse.
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Which of the following is true of internal recruitment? a. Inbreeding of employees typically result in a more diverse workforce b. It can aid succession planning, future promotions, and career development. c. Family connections moderate the normal political maneuvering that occurs in firms. d. This process fails to motivate current employees to perform better.
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It can aid succession planning, future promotions, and career development.
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Which of the following is an advantage of internal recruitment? a. Inbreeding of employees typically results in a more diverse workforce. b. It ensures that there are no instances of infighting. c. Recruiting costs are comparitively lower. d. It eliminates the need of development programs when transfering employees into supervisory jobs.
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Recruiting costs are comparitively lower
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Which of the following is a feature of job posting and bidding? a. It gives existing employees the first chance at job openings before external candidates are considered. b. Job posting reduces the threat of organizational "in breeding," because the posting crosses divisional and departmental boundaries in the search for new talent. c. Job postings significantly hinder an employee's chances of promotion within an organization. d. In the case of internal recruitment, job posting is not a reliable source.
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It gives existing employees the first chance at job openings before external candidates are considered.
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Calculating the average time from contact to hire allows a firm to most accurately: a. calculate the cost per hire. b. estimate the efficiency of recruiters. c. calculate the "float time" in the recruiting process. d. target the most time-efficient recruiting sources.
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target the most time-efficient recruiting sources.
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A _____ is a comparison of the number of applicants at one stage of the recruiting process to the number at the next stage. a. progression rate b. yield ratio c. hit rate d. success base rate
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yield ratio
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The percentage hired from a given group of candidates is termed: a. the selection rate. b. the success base rate. c. the yield ratio. d. the acceptance rate.
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the selection rate
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The percent of applicants hired divided by the total number of applicants offered jobs is termed as: a. the selection rate. b. the success base rate. c. the acceptance rate. d. the fill rate.
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the acceptance rate
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What can a recruiter learn from calculating the acceptance rate? a. Whether recruiters can "close the deal" with top candidates b. The proportion of candidates who are of acceptable quality c. The cost effectiveness of the organization's internal mobility d. The competitiveness of the organization's salary structure
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Whether recruiters can "close the deal" with top candidates
