Reference no: EM131145004

Write the answers of the question related to the topic "External Recruitment"

Multiple Choice Questions

1. 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

2. 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

3. 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

4. Actual recruiters used by organizations may be __________.

a. line managers
b. employees
c. HR professionals
d. all of the above

5. 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

6. 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

7. 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

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

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.

9. 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

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

a. They are a source of nonexempt 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.
.
11. 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.

12. 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

13. 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.

14. 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.

15. 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 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.

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

a. Establish the job message based on labor 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 labor market as the sole guide in message development.
d. Use targeting as the principal method of message development.

17. Which of the following recruitment messages is appropriate?

a. Use a targeted message when appealing to the broad labor 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 labor market conditions.

18. 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

19. 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

20. In evaluating the recruitment process, which of the following statements is true?

a. Yield ratios can be calculated either as applicants to hires or as offers to hires.
b. Yield ratios would not be used to assess type of recruiter.
c. Time lapse data is calculated only for the interval between identification of applicants and a job offer.
d. Overhead costs are inappropriate to include as a recruitment cost.

21. 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.

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

a. Any person qualifying as an applicant is a potential litigant against the organization.
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. Explicit application policies are needed to protect the organization in an EEO/AA case.

23. An effective application process would do all of the following except _____________.

a. require applicants to specify the job applied for
b. record and file unsolicited applications for EEO/AA purposes
c. Set a limit for keeping applications live and on file
d. Set a limit on the number of people to be considered applicants when the number of applicants is likely to be large.

24. 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."

25. 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

26. 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

27. 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

28. 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

29. 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

30. 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