Chapter 05 - External Recruitment Answer Key and Strategy Development

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 closing B. it is useful for companies too small to have dedicated recruiters C. it is very inexpensive D. all of the above
15. Which of the following are advantages of centralized recruitment? A. duplications of effort are reduced B. increased responsiveness to immediate needs C. closer links to day-to-day operations D. 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 hired B. affirmative action compliance methods C. list of selection methods to be used D. all of the above
17. Which of the following is not one of the major areas written into recruiting budgets? A. website development and administration B. costs of signing bonuses C. time spent making personal contacts and following up with candidates D. bringing candidates onsite
18. A recruiting requisition is ________________________. A. a formal document that authorizes the filling of a job opening B. a flowchart that enumerates costs of each selection tool C. a formal document that details the process to be followed to attract applicants to a job D. 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 opening B. a flowchart that enumerates costs of each selection tool C. a document that details the process to be followed to attract applicants to a job D. a description of the costs and benefits of various methods of selection
20. Research suggests that an ideal recruiter has ________________________. A. strong interpersonal skills B. knowledge about the organization C. extensive knowledge about the job D. 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 shut B. proactive or pensive C. open or targeted D. general or targeted
41. Which of the following is an advantage of open recruiting? A. it is seen as more fair B. it ensures a diverse set of applicants C. a small set of qualified applicants is considered D. both a and b
42. Which of the following is an advantage of targeted recruiting? A. it is seen as more fair B. it ensures a diverse set of applicants C. a small set of qualified applicants is considered D. both a and b
43. Which situation most strongly calls for open recruitment? A. a small number of applicants are required B. specific skill sets are needed C. pre-entry qualifications are not important D. the organization is downsizing
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44. Which situation most strongly calls for targeted recruitment? A. a small number of applicants are required B. specific skill sets are needed C. pre-entry qualifications are not important D. 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 recruitment B. job requirements matrix recruitment C. geographic area recruitment D. 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 opportunities B. detailed information on career opportunities C. rsum builders D. 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 function B. personal search engines C. self-assessment inventories D. 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 committed B. those recruited by referrals are more qualified and committed C. referral programs may be effective, but few are hired in this way D. 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 online B. employment sites sometimes cross-list jobs with local newspapers C. at any given time there are millions of rsums available on employment websites D. 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 types B. it really doesn't matter which college you recruit from because they're all the same C. it's fast and easy to establish relationships with campus recruiting offices D. 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 applicants B. relatively homogenous population of individuals C. uniformly high quality of individuals D. 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 success B. KSAOs are in short supply C. only a small number of individuals are needed D. 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 trials B. websites C. newspaper advertising D. 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 information B. a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the job C. a series of structured video exercises showing a job's task characteristics D. a largely negative recruiting approach
71. Research suggests __________ realistic job previews lead to reduce turnover most. A. verbal B. videotaped C. written D. 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. realistic B. targeted C. considerate D. branded
74. Which method of recruiting is most effective for tight labor markets and highly valued jobs? A. realistic B. targeted C. considerate D. branded
75. Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs? A. realistic B. targeted C. considerate D. 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 credible B. the most effective messages also allow employees to find more information and customize their experience C. recruiting advertisements in publications with large circulations will usually be more expensive D. 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 brochures B. word of mouth C. advertising D. 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 brochures B. word of mouth C. advertising D. 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 job B. in an HR-related function C. the same gender D. brusque
90. Recruiter characteristics are ________________. A. important in every stage of the selection process B. not at all related to employee interested in a company C. not as important as the actual job characteristics D. equally related to applicant attitudes and behaviors
91. Recruiters should not _______________. A. be knowledgeable of the job rewards B. be knowledgeable of job characteristics C. show enthusiasm during recruiting interviews D. try to avoid showing too much interest in candidates
92. 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
93. Which of the following statements is false? A. applicants are very concerned about the fairness of recruiting processes B. delay times in the recruiting process can reduce applicant interest C. increasing expenditures on recruiting increases yields D. 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 leadership B. advertisements showing a relatively homogeneous workforce C. advertising in publications that aim for a general audience D. 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 considered B. require that the applicant indicate the precise position applied for C. keep applications on hold or on file for future consideration D. 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 employment B. the employer considers the individual for employment in a particular position C. the individual possesses the basic qualifications for the position D. 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 websites B. all expressions of interest submitted through the Internet C. only applications backed up by paper files D. 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 success B. language specifically encouraging women and minorities to apply is banned C. ratios of applicants by race and gender categories must be adhered to strictly D. none of the above
108. OFCCP suggested actions for the recruitment process include _____________. A. encourage white male employees to refer job applicants B. carefully select and train all personnel included in staffing C. eliminate the use of job descriptions D. none of the above
109. What is the legal status of video rsums? A. they are considered a very low risk recruiting tool B. they can lead to lawsuits related to "lookism" C. they have been banned outright in most states D. 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 occurred B. that the plaintiff relied on the information to make a decision C. that the plaintiff had perfect knowledge regarding the misrepresentation D. 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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Chapter 05 - External Recruitment Answer Key and Strategy Development

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Chapter 05 - External Recruitment