Recruiting Ch.6 Test Bank Answers

File: Ch06, Chapter 6, Recruiting

TRUE/FALSE

Recruiting should take place prior to creating job descriptions in order to match the job to the talent.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Recruiting is usually an upper-level HR position.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Effective recruiting requires a large pool of diverse candidates which may be hard to find.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Organizations that are downsizing or not growing will need recruitment as a major human resource activity.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

90 percent of employees consider an organization’s employment brand when deciding whether to apply for a job.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Recruiters are primarily responsible for establishing the culture of the organization.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Employment Branding communicates the culture and values of the organization to applicants.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Fortunately, internal organizational policies do not constrain a firm’s recruiting efforts.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Having either too few or too many applicants can be a challenge to organizations.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

“Promote from within” policies help recruit for upper-level positions, but are a deterrent for applicants for entry level positions.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

“Cost per Hire” is an HR metric used to evaluate the effectiveness of recruiting.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Applicant Tracking Systems use GPS technology to screen applicants.

Difficulty: Easy

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Internal searches of current employees for job openings helps to build morale.

Difficulty: Easy

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

One of the better sources for individuals who will most likely perform effectively on the job is a recommendation from a current employee.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Unfortunately, employee referrals are not an effective means of locating potential employees for hard-to-fill positions.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Employee referrals may minimize an organization’s effort to diversify its workforce.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Blind box ads are an effective way to communicate organizational culture.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

CareerOneStop provides resources to job seekers and links to job service listings in each state.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Private employment agencies work for a fee.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

“Head Hunters” focus on entry level and low skill jobs requiring a large number of applicants.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Past applicants and former employees may be passive candidates.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Artificial intelligence may be used to find passive candidates for specialized positions.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

“Gamification” may be used to improve recruiting.

Difficulty: Easy

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

“Gamification” is used to test potential applicants’ coding skills.

Difficulty: Easy

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

Social recruiting is popular and effective, but expensive and time-consuming.

Difficulty: Easy

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

Interestingly, older workers have less absenteeism than younger employees.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

Temporary help service agencies provide nurses, computer programmers and managers.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

Professional Employee Organizations (PEOs) provide leased employees.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

The difference between a leased and a temporary employee is that a temporary employee typically remains with an organization for a longer period.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

The first step in recruiting for overseas positions is to define the relevant labor market.

Difficulty: Medium

Learning Objective 7: Explain the elements of recruiting for overseas positions.

Expatriate employees are hired by a foreign organization to work in their home countries.

Difficulty: Medium

Learning Objective 7: Explain the elements of recruiting for overseas positions.

Cover letters are rarely used and may cause an application to be “screened out”.

Difficulty: Easy

Learning Objective 8: Identify ways to conduct an effective job search.

Templates are an effective way to create a memorable cover letter.

Difficulty: Easy

Learning Objective 8: Identify ways to conduct an effective job search.

Social media sites can be used to your advantage in your job search.

Difficulty: Easy

Learning Objective 8: Identify ways to conduct an effective job search

MATCHING KEY TERMS AND DEFINITIONS

a) “Headhunter” firms

b) Expatriate

c) Leased employees

d) Internal search

e) Recruiting

f) Employment brand

g) Blind-box ad

h) Employee referral

i) Cover letter

j) Constraints on recruiting efforts

k) Executive search firm

l) Social Media

m) Job fairs

n) Independent contractor

o) Recruiter

Process of discovering potential candidates for actual or anticipated organizational vacancies.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Represent employer to prospective applicants as colleges and job fairs.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

May involve factors such as culture, community involvement, and corporate responsibility.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Limit human resource recruiters’ freedom to recruit and select a candidate of their choice.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

A promotion-from-within concept.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Recruiting technique used effectively in tight or specialized markets.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Another name for executive search firms.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

An advertisement that does not identify the advertising organization.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Private employment agency specialized in middle- and top-management placements.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Events attended by employer representatives or recruiters with the goal of reaching qualified candidates.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Second only to referrals in recruiting effectiveness.

Difficulty: Medium

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

Workers often referred to as consultants that are not employees but do specific work at a location on or off the company’s premises.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

Individuals hired by one firm and sent to work in another for a specific time.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

An individual who lives and works in a country of which he or she is not citizen.

Difficulty: Easy

Learning Objective 7: Explain the elements of recruiting for overseas positions.

Important tool in convincing employers to read your resume.

Difficulty: Easy

Learning Objective 8: Identify ways to conduct an effective job search.

FILL-IN THE BLANKS

________ is the process of discovering potential candidates for actual or anticipated organizational vacancies.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

A good recruiting program encourages only ________ applicants to apply.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Cost-per-hire is a metric used to evaluate the _____________ of recruiting efforts.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Conducting an ________ for an employee builds morale, reduces orientation and training costs, and is less costly than going outside to recruit.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

_________ is a recommendation from a current employee regarding a job applicant.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Advertisements, employment agencies, and college job fairs are examples of _____________ recruiting sources.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Employers may contact _____________ candidates who are not actively seeking a position.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Recruiters may contact potential employees at ________________ either on college campuses, communities or in a virtual setting online.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

LinkedIn, CareerBuilder and Monster are examples of __________________ .

Difficulty: Medium

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

________ are valuable in meeting short-term fluctuations in HRM needs.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alternatives.

A ________ is a citizen of the host country hired by an organization based in another country.

Difficulty: Medium

Learning Objective: 7 Explain the elements of recruiting for overseas positions.

MULTIPLE-CHOICE

Which of the following is NOT true regarding recruiting?

a) It is fairly easy to generate a pool of qualified candidates. People always need jobs.

b) An effective recruiting process requires a significant pool of candidates from which to choose.

c) The greater the number of applicants, the better the chances of finding an individual who is best suited to the job requirements.

d) A good recruiting program should attract the qualified and discourage the unqualified.

e) Recruiting is the process of seeking sources for job candidates.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Marian is the vice-president of human resources for a large manufacturing organization. She is concerned that there are 40% more unqualified applicants for jobs this year than last year. She should talk to the director of

a) Recruiting.

b) Training.

c) Benefits.

d) Employee relations.

e) Location.

Difficulty: Easy

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

A good recruiting program is indicated by which of the following?

a) The large number of applicants has stretched the resources and budget of HR.

b) Increased numbers of internal candidates apply for open positions.

c) More qualified applicants apply. Fewer unqualified applicants apply.

d) All applicants are encouraged to apply for jobs.

e) Recruiting is phased out for women and minority applicants.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Successful recruiting efforts are indicated by all of these outcomes EXCEPT:

a) Turnover increases.

b) Training costs go down.

c) More job seekers know about available jobs.

d) The applicant pool is increasingly diverse.

e) More job offers are accepted when they are offered to applicants.

Difficulty: Medium

Learning Objective 1: Explain necessary elements for effective recruiting and the importance of employment branding.

Evan, a recruiter, is trying to identify the different constraints that may impact his recruiting efforts. Which of the following is NOT a major constraint on recruiting efforts?

a) Organization image

b) Job attractiveness

c) Marketing mix

d) Government influence

e) Internal organizational policies

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

At a recent meeting of HR executives, Rico announced that his firm did not recruit. What is the most likely reason for this?

a) The organization is growing.

b) Rico’s company is a not global organization.

c) Rico’s firm recently lost an EEO suit.

d) There are many new jobs being created in his organization.

e) The organization is downsizing and not growing.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Riya is a recruiter for a large corporation. Which of the following is a warning signal that her efforts are not effective?

a) Recruiting costs have increased 5% over the last 3 years.

b) More applicants are responding through social media.

c) Riya’s spends more time acknowledging ad responses from qualified applicants than she did a year ago.

d) Riya's spends more time acknowledging ad responses from under qualified applicants than she did a year ago.

e) The applicant pool is becoming increasingly diverse.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Which of the following is NOT a constraint on recruiting efforts?

a) Organizational image

b) Job attractiveness.

c) Internal organizational policies.

d) Applicant Tracking Systems

e) Recruiting costs

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Chelsea, director of human resources at a medium sized city in the Southwest, has been unable to fill the last three vacancies for day activity supervisor for senior citizens. After checking with friends who have talked to candidates and potential candidates, she found that the jobs are low paying, boring, and very stressful, compared to the same job at other activity centers in the area. Recruiting for other positions for the city has not been a problem. What constraint is affecting her organization?

a) Organization image

b) Job attractiveness

c) Internal organizational policies

d) Government influence

e) Recruiting costs

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

A private college needs to hire a Chief Information Officer. The human resources area has been directed to promote a current employee, but no one has the technical skills or abilities needed. These recruiting efforts are constrained by

a) Organization image.

b) Job attractiveness.

c) Internal organizational policies.

d) Government influence.

e) Recruiting costs.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

A manufacturer has difficulty hiring qualified engineers for specialized building projects. The pay and benefits are generous, but the supply of engineers with these specialized skills is small. The employer is trying to reach passive candidates. Which of these methods would be the least effective?

a) Search the hiring database for past applicants for the position.

b) Invite qualified engineers to a conference or social event.

c) Track potential candidates on social media or industry sites.

d) Provide a bonus to current employees with the same skills for referrals of qualified candidates.

e) Put the position on the manufacturer’s website.

Difficulty: Medium

Learning Objective 2: Outline challenges that affect the organization's ability to recruit qualified employees.

Which method tends to generate more likely acceptance from applicants and once employed have a higher job survival rate?

a) Online recruiting.

b) Executive search firm.

c) Employee referral.

d) Newspaper.

e) Online posting.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Which of the following is NOT an advantage associated with promotions from within?

a) It encourages good individuals who are ambitious.

b) It is more costly than external recruiting.

c) It boosts employee morale.

d) It is good public relations.

e) It improves the likelihood of selecting a qualified candidate.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Which of the following is NOT a disadvantage associated with internal recruiting sources?

a) Individuals chosen internally already know the company.

b) Internal recruiting sources tend be more costly than external recruiting.

c) Internal candidates start at lower salaries than external candidates.

d) Internal recruiting sources can be dysfunctional if the company prefers less qualified internal candidates over more qualified external candidates.

e) Internal recruiting sources usually reduce the likelihood of selecting a qualified candidate.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Mark, an Information Technology specialist for a large firm, is at a party with some friends from college. He runs into Devon, a fellow computer science major, and says, “Why don’t you come to work with us? You were at the top of the class in school and I know you’ve done really well with CIStems. Let’s do dinner next week and I’ll fill you in on opportunities.” The dinner is a success. Devon starts work. Mark receives a $10,000 bonus for referring his friend. Is anything wrong with this as a recruiting activity?

a) Yes. Recruiting activities should only be performed by trained professionals.

b) Yes. This kind of nepotism causes technology failure in the long run.

c) No. This ploy to get competitive information is accepted in the Information Technology world.

d) Yes. Such actions are illegal.

e) No. Mark saved his company an expensive recruiting search and got a qualified candidate.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Employee referrals offer all of these recruiting advantages EXCEPT

a) The expense of a recruiting search can be saved.

b) An employee knows his/her reputation is at stake, and so uses good judgment in making a referral.

c) Referrals use personal friendship instead of job skills as reference criteria.

d) Referrals get more accurate information about their potential job.

e) Referrals are more likely to stay in a job than other applicants.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

An upscale retailer of expensive trendy clothing and accessories caters to young adults. They have been criticized for a lack of diversity in both the corporate staff and retail sales staff and several complaints have been filed for racial and national origin discrimination. Which of the following recruiting initiatives would be least effective in hiring a more diverse workforce?

a) Work with professional, civic and educational institutions with significant minority membership.

b) Partner with organizations that have missions to serve minorities.

c) Examine pre-employment testing for adverse impact.

d) Ask current employees to refer friends and relatives.

e) Work with local transit authorities to create transit routes that make it easier for diverse neighborhoods to commute to work.

Difficulty: Hard

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Which of these are problems with employee referrals?

a) Most referrals do not accept initial job offers.

b) Use of referrals may minimize an organization’s desire to add diversity to the workplace.

c) Friends cause friction in work groups.

d) Employees who are referrals have less company loyalty.

e) Bonuses are often paid to the employee for the referral.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Which is NOT an advantage of a promote-from-within policy?

a) It reduces external applications.

b) Low cost per hire.

c) Reduces orientation costs.

d) Builds employee morale.

e) Promotes good public relations.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Which of the following is an advantage when hiring employee referrals?

a) Employee referrals have a better understanding of the organization and job duties.

b) Employee referrals minimize organizational diversity.

c) Employee referrals limit nepotism.

d) Friendship and job performance both increase.

e) Employee referrals have a higher job survival rate.

Difficulty: Medium

Learning Objective 3: Explain internal recruiting sources and their effectiveness.

Sharifa, the new chief financial officer of a Fortune 500 company, was likely located through which of the following sources?

a) Online résumé

b) Local newspaper

c) Public agency

d) “Headhunter” firm

e) Indeed.com

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

If external recruiting efforts are not producing desired results, what type of candidate should be sought out?

a) Internal candidates

b) Unsolicited candidates

c) Passive candidates

d) Candidates who have posted on job boards

e) Entry level candidates

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Which of the following is NOT a quality that is important when looking for a job in recruiting?

a) An advanced business degree.

b) Confidence and enthusiasm.

c) Organizational skills.

d) Be technology oriented.

e) Be people-focused.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

The most effective external recruiting sources are:

a) Professional organizations

b) Employment agencies

c) Schools and colleges

d) Advertisements

e) It depends on the needs of the organization.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Which is not true of blind box advertisements?

a) The employing organization is not identified.

b) They are rarely used by large national organizations.

c) They are used when the employer doesn’t want a current employee know that they are being replaced.

d) Applicants apply to an e-mail address or employment agency

e) They are appropriate when hiring higher level executives.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Ira, a recruiter for a large non-profit, is explaining why the company uses job fairs. He gives all of these reasons EXCEPT

a) They are a good way to inform applicants about openings without letting current employees knowing they are about to be replaced.

b) Staffing the booth with employees is a good employee development experience.

c) They tend to increase online applications following the job fair.

d) They’re a good way to build the organization’s employment brand.

e) They are a convenient way to contact college students in the spring.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

An organization looking for a new executive vice president with strong financial management skills is most likely to use:

a) A blind box advertisement in the New York Times or Wall Street Journal.

b) Employee referrals.

c) Company website.

d) Executive search firms

e) Job fairs.

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Which of the following is NOT true regarding unsolicited applicants?

a) The number of unsolicited applicants depends on economic conditions.

b) The number of unsolicited applicants depends on the firm’s reputation.

c) Unsolicited applications provide an excellent supply of stockpiled applicants.

d) Employers keep a record of unsolicited applications for only a few days if there are no current openings.

e) Unsolicited applicants should be treated with respect.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Allaballa.com, an online retailer is experimenting with opening retail outlets in large cities to provide fast pick-up of some items and a few perishable or seasonable items. The three prototype stores will be open for a year before the program is re-evaluated and either extended or closed. The best staffing alternative is:

a) Public employment agency.

b) Temporary help services.

c) Independent contractors.

d) Job fairs.

e) Employee leasing.

Difficulty: Hard

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Which of the following is NOT true regarding state employment agencies?

a) They are public agencies that partner with the U. S. Department of Labor.

b) They assist workers receiving unemployment benefits to find employment.

c) Their services to job seekers may include assistance with career guidance and job seeking skills.

d) Examples include Adecco and Manpower.

e) Many provide employers with job analysis and community wage surveys.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Characteristics of social media recruiting include which of the following:

a) Effective recruiting but with significantly higher cost per hire.

b) Facebook, LinkedIn and Instagram are among the least effective.

c) It’s difficult to communicate organizational culture on social media.

d) Job seekers use social media sites to compare employee comments with recruiter claims.

e) Social media recruiting takes more time to produce candidates than other recruiting methods.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Dominique is not looking for a job. She went to hear a nationally known speaker with some co-workers. The speaker was sponsored by a professional organization and a competitor of her employer. At the social hour following the seminar, she met several employees of the sponsoring organization and became interested in the positive culture they described. What kind of external search is she experiencing?

a) Social recruiting.

b) Head hunters.

c) Passive recruiting.

d) Executive search.

e) Specialized job board.

Difficulty: Medium

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Which of the following is NOT an external recruiting source?

a) Advertisements

b) Employment agencies

c) Schools and colleges

d) Employee referrals

e) Unsolicited applicants

Difficulty: Easy

Learning Objective 4: Explain external recruiting sources and their effectiveness.

Ruth, an HR specialist in a technology firm, needs to present the benefits of online recruiting for hard-to-hire tech positions. She can use all of these examples EXCEPT

a) It will improve the quality of the applicant pool.

b) Some job boards specialize in technology careers.

c) Virtual job fairs are appealing to millennials and applicants that do not have time or money to travel.

d) Although it does not save money, it does improve response time.

e) It will improve the quality of the applicant pool. Potential applicants who are not interested will self-select out.

Difficulty: Medium

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

A major IT provider has decreased recruiting costs significantly by which of these techniques?

a) Using an online application within the company website

b) Running ads in the Wall Street Journal

c) Organizing job fairs

d) Sponsoring technology centers in high schools

e) Encouraging unsolicited applications through gaming software

Difficulty: Medium

Learning Objective 5: Describe the elements and effectiveness of online recruiting.

Why is employee leasing increasing in popularity? Your text mentions all of these reasons EXCEPT:

a) The leasing company can train the leased employee to its specifications.

b) Group discounts for benefits such as health, life, vision and dental insurance.

c) Wider variety of benefits available.

d) Possibility of substantial cost savings to smaller employers.

e) Provide workers for specialized areas like Human Resources.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alter-natives.

The difference between an expatriate and a host-country-national can be summarized as:

a) Expatriates do not require re-location services. Host-country-nationals do.

b) Expatriates are more likely than host-country-nationals to have extensive experience with the home country headquarters.

c) Host-country-nationals may fail because of their family’s inability to adjust to new surroundings.

d) Expatriates are more likely to understand local markets than host-country-nationals.

e) Host-country-nationals are more likely to have language problems with local workers than expatriates.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alter-natives.

Jane is a retired insurance agent. She now files medical claims from home for several doctor’s offices. Each doctor’s office pays her an arranged amount for each claim filed. They pay no taxes or benefits for Jane, just the per claim fee. What kind of worker is Jane?

a) Independent contractor.

b) Full-time.

c) Leased employee.

d) Permanent part-time.

e) Recruiter.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alter-natives.

Alejandro, the HR manager at North American Cabinet, Inc., needs to hire an accountant but only for a four-month period. What should he do?

a) Contact a state employment agency.

b) Contact a temporary help service.

c) Contact an executive search firm.

d) Advertise on the career section of the company website.

e) Attend the next job fair at a local university.

Difficulty: Medium

Learning Objective 6: Explain the alternatives to recruiting full-time, permanent employees and the benefits to the organization of using these alter-natives.

Wei Xu is the human resources manager of a medium-sized construction company based in China. His company just signed its first multi-million dollar contract to build a hotel in India. He needs to quickly hire a site manager, one familiar with Indian customs and the language. What should he do?

a) Send a Chinese employee overseas to run the project.

b) Do a global search to find the best candidate for the job.

c) Place an ad on Monster.com listing the job opening.

d) Post a job opening placard on the job site fence.

e) Hire a host-country national who has the job qualifications.

Difficulty: Medium

Learning Objective 7: Explain the elements of recruiting for overseas positions.

If a company wants to launch a technical product in a new target country, why would they choose a home-country national to run the project?

a) The home-country national will have a better understanding of the local market.

b) Headquarters in the home country may want to control all strategic decisions.

c) The home-country national will have a fresh outlook on the national identity of the host country.

d) The host country may have a wealth of technical employees, but they may need close supervision.

e) The employees are already at the work site even though they are not citizens in the target country.

Difficulty: Medium

Learning Objective: 7 Explain the elements of recruiting for overseas positions.

Which of the following is NOT a characteristic of an effective resume?

a) Printed on a quality printer

b) Use an italic font style to get the attention of the recruiter

c) Easy-to-read font style

d) Use standard job description phraseology

e) Use a font the scanner can easily read

Difficulty: Medium

Learning Objective 8: Identify ways to conduct an effective job search.

Emily is ready to get a bachelor’s degree in business from a large urban university located on the East Coast. After graduation, she wants to relocate to Portland, Oregon. She has very little money available for her job search. What should she do?

a) Contact the state employment agency.

b) Look for virtual job fairs that includes employers in the Portland area.

c) Hire a consultant at a “headhunter” firm.

d) Take a trip to Portland.

e) Send unsolicited résumés to a large number of employers in Portland.

Difficulty: Medium

Learning Objective 8: Identify ways to conduct an effective job search.

Ajani plans to graduate from college in May. He is unsure as to how to go about his job search. What advice would you give him?

a) Prepare a thorough cover letter explaining his strengths. Do not be concerned about length.

b) Prepare a creative resume with a typeface that is unique and will stand out among the others.

c) Delete all social media accounts. They can only work against him.

d) Join professional organizations to create a professional network, even if he doesn’t have a job yet.

e) Develop a short 5-minute “elevator pitch”.

Difficulty: Medium

Learning Objective 8: Identify ways to conduct an effective job search.

How can a social media site be used effectively during a job search?

a) By indicating what firms you are applying to, generating an increase in competition

b) As a replacement for a resume

c) By allowing friends and colleagues to post comments about your personality, allowing potential employers to really understand who you are

d) By including photos and personal data

e) By including professional information and links to your online resume

Difficulty: Medium

Learning Objective 8: Identify ways to conduct an effective job search.

When it comes to networking, what is an “elevator pitch”?

a) A replacement for a cover letter when sending a resume

b) A networking opportunity within a professional organization

c) A skills summary found on your LinkedIn site

d) A 30 second personal message about your goals and qualifications

e) An appeal to friends and colleagues to refer you to open positions

Difficulty: Medium

Learning Objective 8: Identify ways to conduct an effective job search.