BUS 335 Week 5 Quiz– Strayer
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Quiz
4 Chapter 5 and 6
Chapter
5
Student:
___________________________________________________________________________
1. Most
organizational recruiting is done
in-house.
True False
2. Organizations
with low turnover rates will probably prefer to use internal recruitment
agencies.
True False
3. Some
organizations cooperate with one another during recruitment drives to minimize
individual recruitment costs.
True False
4. A
centralized approach to recruiting can ensure that policy is being interpreted
consistently across business units.
True False
5. One
advantage to centralized recruitment is that recruitment efforts may be
undertaken in a more timely manner.
True False
6. It
is typically easy to determine the number of contacts with applicants needed to
fill a vacancy.
True False
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 False
8. Research
has shown that greater employer involvement with prospective applicants does
little to improve the image of the
organization.
True 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 False
10. Applicant
tracking systems make it possible to assess how many individuals are attracted
and hired through each recruiting
source.
True False
11. A
recruitment guide is an informal set of principles suggesting, but not
proscribing, how recruiting might
proceed.
True False
12. Most
recruiters receive a great deal of
training.
True False
13. Research
consistently shows that HR department employees make better recruiters than
line managers.
True False
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
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
21. With
an open recruitment approach, organizations cast a wide net to identify
potential applicants for specific job
openings.
True False
22. The
growth of Web-based recruiting means that many employers have found that open
recruiting yields too few applicants.
True False
23. Targeted
recruiting is done to find applicants with specific characteristics pertinent
to person/job or person/organization match.
True False
24. Targeted
recruiting is a poor choice for diversity-conscious
firms.
True False
25. Targeted
recruitment can achieve the same ends of inclusion as open recruitment, though
by a different mechanism.
True False
26. It
is usually advised that a company either adopt open or targeted recruitment
across the board for all employees.
True False
27. One
shortcoming of targeted recruitment is that by seeking out one group, one may
exclude another from the same
consideration.
True False
28. Research
indicates that recruits are bored by overly simple web-based recruiting systems
and they prefer a more elaborate
design.
True False
29. Research
shows that candidates prefer organizational Web sites that allow them to
customize the information that they
receive.
True False
30. Most
estimates suggest that employee referrals are one of the least commonly used
recruiting methods.
True False
31. Organizations
sometimes use social networking sites like LinkedIn and Facebook
to find job candidates.
True False
32. One
major problem with Internet-based recruiting is that there are too few
applications for most jobs.
True False
33. Niche
employment websites are a popular method for finding recruits with a specific
set of skills.
True False
34. Research
has shown that organization websites and electronic bulletin boards are seen as
more informative and credible than campus
recruiting.
True False
35. Executive
search firms are usually extremely expensive.
True False
36. In
a small number of states, there are employment or job service options to help
employers find candidates for jobs.
True 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 False
38. If
a recruiting search is too narrow, the organization will likely be engaged in a
long-term process of looking.
True False
39. There
has not been any research on the effectiveness of various recruitment
sources.
True 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
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. résumé 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
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 résumés 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
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
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 False
56. Research
suggests that realistic job previews lead to massive reductions in
turnover.
True False
57. The
hope with realistic job previews is that job applicants will self-select into
and out of the organization.
True False
58. There
is some evidence that realistic job previews might scare away the most
promising job candidates.
True False
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.
True False
60. Written
or videotaped RJPs are more effective than verbal
RJPs.
True False
