Reference no: EM13522538
Multiple Choice Questions
1. 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
2. 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
3. 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
4. Research suggests __________ realistic job previews lead to reduce turnover most.
A. verbal
B. videotaped
C. written
D. computerized
5. 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.
6. Which method of recruiting is most effective at reducing turnover?
A. realistic
B. targeted
C. considerate
D. branded
7. Which method of recruiting is most effective for tight labor markets and highly valued jobs?
A. realistic
B. targeted
C. considerate
D. branded
8. 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
9. 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
10. 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
11. 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
12. Applicants typically prefer recruiters who are ________________.
A. well-informed about the job
B. in an HR-related function
C. the same gender
D. brusque
13. 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
14. 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
15. 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
16. 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
17. 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
18. 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
19. 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
20. 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
21. 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
22. 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
23. What is the legal status of video résumés?
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
24. 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
25 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."