Chap005.doc

Chapter 05 - External Recruitment

Chapter 05 External Recruitment Answer Key

Recruitment Planning

True / False Questions

1. Most organizational recruiting is done in-house. TRUE

2. Organizations with low turnover rates will probably prefer to use internal recruitment agencies. FALSE

3. Some organizations cooperate with one another during recruitment drives to minimize individual recruitment costs. TRUE

4. A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units. TRUE

5. One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner. FALSE

6. It is typically easy to determine the number of contacts with applicants needed to fill a vacancy. FALSE

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7. One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies. TRUE

8. Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization. FALSE

9. The practice of not charging the business unit may result in the business unit users not being concerned about minimizing recruitment costs. TRUE

10. Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source. TRUE

11. A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed. FALSE

12. Most recruiters receive a great deal of training. FALSE

13. Research consistently shows that HR department employees make better recruiters than line managers. FALSE

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Multiple Choice Questions

14. Which of the following is an advantage of using an external recruiting agency? A. it ensures consistency from opening to closingB. it is useful for companies too small to have dedicated recruitersC. it is very inexpensiveD. all of the above

15. Which of the following are advantages of centralized recruitment? A. duplications of effort are reducedB. increased responsiveness to immediate needsC. closer links to day-to-day operationsD. decreased costs in the centralized HR function

16. Which of the following are components of a well-developed recruiting requisition? A. quantity of labor to be hiredB. affirmative action compliance methodsC. list of selection methods to be usedD. all of the above

17. Which of the following is not one of the major areas written into recruiting budgets? A. website development and administrationB. costs of signing bonusesC. time spent making personal contacts and following up with candidatesD. bringing candidates onsite

18. A recruiting requisition is ________________________. A. a formal document that authorizes the filling of a job openingB. a flowchart that enumerates costs of each selection toolC. a formal document that details the process to be followed to attract applicants to a jobD. a description of the costs and benefits of various methods of selection

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19. A recruitment guide is ________________________. A. a formal document that authorizes the filling of a job openingB. a flowchart that enumerates costs of each selection toolC. a document that details the process to be followed to attract applicants to a jobD. a description of the costs and benefits of various methods of selection

20. Research suggests that an ideal recruiter has ________________________. A. strong interpersonal skillsB. knowledge about the organizationC. extensive knowledge about the jobD. all of the above

Strategy Development


21. With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings. TRUE

22. The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants. FALSE

23. Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match. TRUE

24. Targeted recruiting is a poor choice for diversity-conscious firms. FALSE

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25. Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism. TRUE

26. It is usually advised that a company either adopt open or targeted recruitment across the board for all employees. FALSE

27. One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration. TRUE

28. Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design. FALSE

29. Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive. TRUE

30. Most estimates suggest that employee referrals are one of the least commonly used recruiting methods. FALSE

31. Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates. TRUE

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32. One major problem with Internet-based recruiting is that there are too few applications for most jobs. FALSE

33. Niche employment websites are a popular method for finding recruits with a specific set of skills. TRUE

34. Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting. FALSE

35. Executive search firms are usually extremely expensive. TRUE

36. In a small number of states, there are employment or job service options to help employers find candidates for jobs. FALSE

37. Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match. TRUE

38. If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking. TRUE

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39. There has not been any research on the effectiveness of various recruitment sources. FALSE


40. What are the two major strategies for recruiting? A. open or shutB. proactive or pensiveC. open or targetedD. general or targeted

41. Which of the following is an advantage of open recruiting? A. it is seen as more fairB. it ensures a diverse set of applicantsC. a small set of qualified applicants is consideredD. both a and b

42. Which of the following is an advantage of targeted recruiting? A. it is seen as more fairB. it ensures a diverse set of applicantsC. a small set of qualified applicants is consideredD. both a and b

43. Which situation most strongly calls for open recruitment? A. a small number of applicants are requiredB. specific skill sets are neededC. pre-entry qualifications are not importantD. the organization is downsizing

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44. Which situation most strongly calls for targeted recruitment? A. a small number of applicants are requiredB. specific skill sets are neededC. pre-entry qualifications are not importantD. the organization is downsizing

45. The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called __________. A. targeted recruitmentB. job requirements matrix recruitmentC. geographic area recruitmentD. strategic recruitment

46. Which of the following is an appropriate use of targeted recruiting? A. Using non-traditional sources to enhance 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.

47. Which of the following are not components of a strong corporate recruiting website? A. exciting flash graphics presentations of opportunitiesB. detailed information on career opportunitiesC. résumé buildersD. self-assessment inventories

48. A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is ____________. A. a job cart functionB. personal search enginesC. self-assessment inventoriesD. all of the above

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49. Which of the following statements about using employee referrals is true? A. those recruited by employee referrals tend to be less committedB. those recruited by referrals are more qualified and committedC. referral programs may be effective, but few are hired in this wayD. over 80% of organizations provide incentives for referrals

50. Which of the following statements is false? A. many employment sites now offer the ability to create and approve job requisitions onlineB. employment sites sometimes cross-list jobs with local newspapersC. at any given time there are millions of résumés available on employment websitesD. none of these statements is false

51. College placement offices are used because ___________. A. they reach individuals with diverse levels of skills for all job typesB. it really doesn't matter which college you recruit from because they're all the sameC. it's fast and easy to establish relationships with campus recruiting officesD. campus recruiting efforts are seen as more credible than websites or bulletin boards

52. The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply. A. highly eager group of applicantsB. relatively homogenous population of individualsC. uniformly high quality of individualsD. large number of individuals

53. A high cost method of search may be worth the cost to the organization if ___________. A. the job is not crucial to the organization's successB. KSAOs are in short supplyC. only a small number of individuals are neededD. none of the above

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54. Evidence suggests that, overall, ___________ are likely to attract employees who have a better understanding of the organization and its culture. A. referrals and job trialsB. websitesC. newspaper advertisingD. employment agencies

Searching


55. A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear. TRUE

56. Research suggests that realistic job previews lead to massive reductions in turnover. FALSE

57. The hope with realistic job previews is that job applicants will self-select into and out of the organization. TRUE

58. There is some evidence that realistic job previews might scare away the most promising job candidates. TRUE

59. Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions. FALSE

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60. Written or videotaped RJPs are more effective than verbal RJPs. FALSE

61. Realistic recruiting messages are less effective for those with considerable previous job experience. TRUE

62. Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes. TRUE

63. An organization's employment brand is completely different than its product market image. FALSE

64. A targeted recruiting message is designed to appeal to a particular audience. TRUE

65. A realistic job preview strategy is best for tight labor markets or higher-value jobs. FALSE

66. Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control. TRUE

67. Advertising is an ideal method for providing rich information to job candidates. FALSE

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68. It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices. FALSE

69. Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam. TRUE


70. A realistic job preview is _________________________. A. a description of a job that integrates both positive and negative informationB. a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the jobC. a series of structured video exercises showing a job's task characteristicsD. a largely negative recruiting approach

71. Research suggests __________ realistic job previews lead to reduce turnover most. A. verbalB. videotapedC. writtenD. computerized

72. 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-selecting out of the organization.B. The method enhances AA 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.

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73. Which method of recruiting is most effective at reducing turnover? A. realisticB. targetedC. considerateD. branded

74. Which method of recruiting is most effective for tight labor markets and highly valued jobs? A. realisticB. targetedC. considerateD. branded

75. Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs? A. realisticB. targetedC. considerateD. branded

76. Which of the following statements regarding the development of recruiting strategies is false? A. recruiting information coming from employees is seen as especially credibleB. the most effective messages also allow employees to find more information and customize their experienceC. recruiting advertisements in publications with large circulations will usually be more expensiveD. organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal

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77. Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies? A. recruitment brochuresB. word of mouthC. advertisingD. organizational websites

78. Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants? A. recruitment brochuresB. word of mouthC. advertisingD. organizational websites

Applicant Reactions and Transition to Selection


79. Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization. FALSE

80. Applicants have a strong preference for recruiters who are the same gender and race as they are. FALSE

81. Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants. TRUE

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82. Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job. TRUE

83. Although delays in the recruiting process should not be ignored, in general, they don't have much effect on applicant attraction to an organization. FALSE

84. The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process. FALSE

85. Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs. FALSE

86. Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials. TRUE

87. Traditional recruiting methods like campus recruiting and job fairs are an ideal method for increasing the age diversity of the workforce. FALSE

88. It is a bad idea to share too much information with applicants about the selection system during the later parts of the recruiting process because it's likely that applicants will just learn how to game the system. FALSE

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89. Applicants typically prefer recruiters who are ________________. A. well-informed about the jobB. in an HR-related functionC. the same genderD. brusque

90. Recruiter characteristics are ________________. A. important in every stage of the selection processB. not at all related to employee interested in a companyC. not as important as the actual job characteristicsD. equally related to applicant attitudes and behaviors

91. Recruiters should not _______________. A. be knowledgeable of the job rewardsB. be knowledgeable of job characteristicsC. show enthusiasm during recruiting interviewsD. try to avoid showing too much interest in candidates

92. Research suggests that an ideal recruiter possesses ________________. A. strong interpersonal skillsB. knowledge about the organization, jobs, and career issuesC. enthusiasm about the organization and job candidatesD. all of the above

93. Which of the following statements is false? A. applicants are very concerned about the fairness of recruiting processesB. delay times in the recruiting process can reduce applicant interestC. increasing expenditures on recruiting increases yieldsD. none of the above

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94. Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process? A. advertisements showing women and minorities in positions of leadershipB. advertisements showing a relatively homogeneous workforceC. advertising in publications that aim for a general audienceD. none of the above

Legal Issues


95. Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities. TRUE

96. Only those who fill out paperwork for employment need be considered applicants, for legal purposes. FALSE

97. If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant. TRUE

98. According to the OFCCP, to be considered an Internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position. TRUE

99. The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs. FALSE

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100. Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers. TRUE

101. Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA. FALSE

102. The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising. TRUE

103. It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising. TRUE


104. Which of the following is not a good way to manage the recruiting process for optimal legal defense? A. require a formal application from all who seek to be consideredB. require that the applicant indicate the precise position applied forC. keep applications on hold or on file for future considerationD. keep track of applicants who drop out of the process

105. Which of the following is not required for someone to be considered an Internet applicant? A. the individual submits an expression of an interest in employmentB. the employer considers the individual for employment in a particular positionC. the individual possesses the basic qualifications for the positionD. evidence of a visit to the physical employment site

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106. Employers need to keep track of which of the following for adverse impact calculations? A. demographic profiles of all who visit organizational websitesB. all expressions of interest submitted through the InternetC. only applications backed up by paper filesD. none of the above

107. Which of the following statements is true regarding the OFCCP's regulation of affirmative action plans? A. organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP successB. language specifically encouraging women and minorities to apply is bannedC. ratios of applicants by race and gender categories must be adhered to strictlyD. none of the above

108. OFCCP suggested actions for the recruitment process include _____________. A. encourage white male employees to refer job applicantsB. carefully select and train all personnel included in staffingC. eliminate the use of job descriptionsD. none of the above

109. What is the legal status of video résumés? A. they are considered a very low risk recruiting toolB. they can lead to lawsuits related to "lookism"C. they have been banned outright in most statesD. they reveal protected class characteristics that may form the basis of a lawsuit

110. Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting? A. that a misrepresentation occurredB. that the plaintiff relied on the information to make a decisionC. that the plaintiff had perfect knowledge regarding the misrepresentationD. that the plaintiff was injured because of reliance on the information

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111. Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC? 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."

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Chap005.doc