Chapter 11: Recruitment

Test Bank

Multiple Choice

1. Recent research has indicated that talent acquisition is ______ difficult than it used to be.

A. more

B. less

C. equally

D. suddenly

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Knowledge

Answer Location: Chapter Opener
Difficulty Level: Easy

AACSB: Systems and processes in organizations

2. According to the recruitment process described in the reading, you would pre-board your potential employees during which phase of the process?

A. source

B. assess

C. market

D. employ

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Application

Answer Location: Chapter Opener
Difficulty Level: Medium

AACSB: Systems and processes in organizations

3. Which part of the recruitment process is where you evaluate the KSAOs of the applicants in terms of how they would translate to performance on the job?

A. source

B. assess

C. employ

D. pooling

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Knowledge

Answer Location: Chapter Opener
Difficulty Level: Easy

AACSB: Systems and processes in organizations

4. The recruitment process ______.

A. ends when the person applies for the job

B. ends when the person interviews for the job

C. ends when the person finds your ad

D. ends when the person accepts the job offer and is onboarded

Learning Objective: 11-2: Explain the three sequential stages of recruitment and key activities that affect each one.

Cognitive Domain: Analysis

Answer Location: Chapter Opener
Difficulty Level: Medium

AACSB: Systems and processes in organizations

5. All of the following are contextual/environmental features that affect recruiting efforts EXCEPT ______.

A. characteristics of the applicant resume

B. characteristics of the firm

C. characteristics of the job vacancy

D. characteristics of the labor market

Learning Objective: 11-2: Explain the three sequential stages of recruitment and key activities that affect each one.

Cognitive Domain: Knowledge

Answer Location: Chapter Opener

Difficulty Level: Medium

AACSB: Systems and processes in organizations

6. All of these are considered to be key factors during the “generating viable candidates” stage EXCEPT ______.

A. determining message orientation

B. building rapport

C. using social networking

D. doing internal recruiting

Learning Objective: 11-2: Explain the three sequential stages of recruitment and key activities that affect each one.

Cognitive Domain: Comprehension

Answer Location: Chapter Opener
Difficulty Level: Hard

AACSB: Systems and processes in organizations

7. The process of recruitment planning should begin ______.

A. because an employee has left the organization

B. by deciding where to put an advertisement

C. with a clear specification of HR needs

D. without connection to a job analysis

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Comprehension

Answer Location: Recruitment Planning
Difficulty Level: Hard

AACSB: Systems and processes in organizations

8. According to the reading, all of the following are messages that you should use to appeal to older workers you are recruiting EXCEPT ______.

A. a focus on person-group fit

B. the chance to transfer previous knowledge

C. equal opportunity statements

D. traditional, non-flexible schedules

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Application

Answer Location: Recruitment Planning
Difficulty Level: Hard

AACSB: Systems and processes in organizations

9. Internal recruits ______ than external recruits.

A. are generally more expensive

B. take longer to onboard into higher positions

C. are less likely to succeed

D. have a more positive impact on the motivation of other employees

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Comprehension

Answer Location: Internal Recruitment
Difficulty Level: Medium

AACSB: Systems and processes in organizations

10. Managers may feel ______ about having their top subordinates interviewing for transfer or promotion.

A. reluctant

B. excited

C. indifferent

D. angry

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: Internal Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

11. Calculating the number of leads a company needs to get to certain number of invites (and subsequently interviews) is called ______.

A. selection ratios

B. yield ratios

C. success ratios

D. time-lapse ratios

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: External Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

12. Using previous data, you know that for every 10 leads your company gets 3 invites, and for every 10 invites, you get 5 interviews. If you have 100 leads, how many interviews do you predict you will be able to conduct for your position?

A. 30

B. 20

C. 15

D. 5

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Application

Answer Location: External Recruitment
Difficulty Level: Hard

AACSB: Systems and processes in organizations

13. If you wanted to know how long it typically takes your company to go from one stage to another (i.e., posting an ad to interview), you would likely look at ______.

A. yield ratios

B. selection ratios

C. time-lapse data

D. base rates

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: External Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

14. According to a study by Weber (2012), if 1,000 people notice a job posting, about 200 will ______.

A. be interested

B. begin the application process

C. complete the application process

D. be reviewed by the hiring manager

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: External Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

15. The estimate that it takes the average candidate 6 days to go from interview to offer is an example of ______.

A. yield ratio

B. source yield

C. labor estimate

D. time-lapse data

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Comprehension

Answer Location: External Recruitment
Difficulty Level: Medium

AACSB: Systems and processes in organizations

16. If the supply of suitable workers in a certain labor market is high relative to the available jobs, then the price of labor will generally be ______.

A. more expensive

B. cheaper

C. equal to low supply

D. consistent over time

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: External Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

17. An employee enters an organization at the entry-level, but eventually rises to a management position because of their ability, growth, and knowledge of the organization. This is an example of ______.

A. the internal labor market

B. referrals

C. external recruitment

D. source yields

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Application

Answer Location: External Recruitment
Difficulty Level: Medium

AACSB: Systems and processes in organizations

18. Full-time recruiters for a large company may be expected to hire up to ______ people a year.

A. 30

B. 50

C. 85

D. 100

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Knowledge

Answer Location: Staffing Requirements and Cost Analyses
Difficulty Level: Easy

AACSB: Systems and processes in organizations

19. When an organization looks at important characteristics that applicants will look at when decided to work at their company, such as cost of living, public schools, and geographic factors. This is called a ______.

A. labor market analysis

B. corporate branding

C. company advantage study

D. recruiting artificial intelligence

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Comprehension

Answer Location: Staffing Requirements and Cost Analyses
Difficulty Level: Medium

AACSB: Systems and processes in organizations

20. According to the reading, the following are all reasons having a positive organizational image is important EXCEPT ______.

A. a positive reputation may make applicants more receptive to whatever information an organization provides

B. a positive reputation may signal that an organization is likely to provide other desirable attributes, such as high pay

C. organizations with a positive reputation use better recruiting strategies

D. people seek to associate themselves with organizations that enhance their self-esteem

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Comprehension

Answer Location: Staffing Requirements and Cost Analyses
Difficulty Level: Medium

AACSB: Systems and processes in organizations

21. The sum of all your external recruiting costs during the first quarter of the year are $50,000 and $40,000 for your internal recruiting costs. You have to make 20 hires during that time. What is your cost per hire?

A. $2,500

B. $4,000

C. $4,500

D. $9,000

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Analysis

Answer Location: Staffing Requirements and Cost Analyses
Difficulty Level: Hard

AACSB: Systems and processes in organizations

22. Which of these sources is considered to be generally being a more expensive mode of recruiting?

A. field trips

B. internal transfers

C. newspaper advertisements

D. search firms

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Knowledge

Answer Location: Source Analysis

Difficulty Level: Easy

AACSB: Systems and processes in organizations

23. Which characteristic has a lesser influence on the likelihood of someone will accept a job?

A. recruiter

B. pay

C. challenging work

D. location

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Knowledge

Answer Location: Source Analysis

Difficulty Level: Medium

AACSB: Systems and processes in organizations

24. All of the following are reasons recruiter characteristics might be important EXCEPT ______.

A. they play a strong role on whether people will accept the job

B. they vary in the amount of job-related information they possess

C. they signal different things to job candidates

D. they differ in terms of their credibility in the eyes of recruits

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Comprehension

Answer Location: Source Analysis

Difficulty Level: Medium

AACSB: Systems and processes in organizations

25. All of the following are listed as means for recruiting applicants in the reading EXCEPT ______.

A. military

B. employee referrals

C. educational institutions

D. indirect applications

Learning Objective: 11-6: Know the fundamental questions about internal recruitment that all organizations need to address.

Cognitive Domain: Knowledge

Answer Location: External Sources for Recruiting Applicants

Difficulty Level: Easy

AACSB: Systems and processes in organizations

26. When a company hires someone through the referral of one of their current employees, this is classified as a ______ means of recruiting.

A. formal

B. informal

C. required

D. outsourced

Learning Objective: 11-6: Know the fundamental questions about internal recruitment that all organizations need to address.

Cognitive Domain: Application

Answer Location: External Sources for Recruiting Applicants

Difficulty Level: Easy

AACSB: Systems and processes in organizations

27. According to the reading, there is not a consistent relationship between the type of external recruitment source used and ______.

A. performance

B. person-job fit

C. turnover

D. job satisfaction

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Comprehension

Answer Location: External Sources for Recruiting Applicants
Difficulty Level: Easy

AACSB: Systems and processes in organizations

28. To make ads more attractive and increase applicant interests, they should be ______.

A. more informative, but less specific

B. more specific, but less informative

C. more informative and specific

D. less informative and specific

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Application

Answer Location: External Sources for Recruiting Applicants
Difficulty Level: Medium

AACSB: Systems and processes in organizations

29. All of the following are reasons that employee referrals lead to good new employees EXCEPT ______.

A. current employees value their reputations and will not refer bad applicants

B. the referrals have someone they can go to for coaching when needed

C. employees want to get the large bonuses that many companies offer

D. the referrals are likely to have accurate information about the company

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Comprehension

Answer Location: External Sources for Recruiting Applicants
Difficulty Level: Medium

AACSB: Systems and processes in organizations

30. Companies looking to avoid operational problems that lead to poor recruiting outcomes and bad applicant experience may try to use ______ in their operations.

A. ATS

B. OCB

C. PAQ

D. RJP

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Knowledge

Answer Location: Managing Recruiting Operations
Difficulty Level: Easy

AACSB: Systems and processes in organizations

31. Which of these is a metric you would measure post-hire, as opposed to pre-hire?

A. level of productivity

B. quality of resume by source

C. offer/interview ratio

D. geographical sources of candidates

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Comprehension

Answer Location: Measurement, Evaluation, and Control
Difficulty Level: Easy

AACSB: Systems and processes in organizations

32. Which of the following is NOT true about most applicants based on research from the reading?

A. They have incomplete knowledge about what a job opening involves.

B. They do not have insight into their own knowledge, skills, and abilities.

C. They can accurately predict how they will react in a new job.

D. They are not sure what they want from a position.

Learning Objective: 11-8: Identify situations in which realistic job previews will and will not work well.

Cognitive Domain: Comprehension

Answer Location: Job Search From the Applicant’s Perspective
Difficulty Level: Medium

AACSB: Systems and processes in organizations

33. According to meta-analysis data presented in the reading (Chapman et al., 2005), one of the best ways to improve recruiting would be to increase ______.

A. recruiter satisfaction

B. job characteristics

C. salary

D. organizational image

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Application

Answer Location: Job Search From the Applicant’s Perspective
Difficulty Level: Medium

AACSB: Systems and processes in organizations

34. Realistic job previews lead to all of the following outcomes EXCEPT ______.

A. increased satisfaction

B. increased chance of accepting positions

C. decreased turnover

D. increased job performance

Learning Objective: 11-8: Identify situations in which realistic job previews will and will not work well.

Cognitive Domain: Comprehension

Answer Location: Realistic Job Previews
Difficulty Level: Medium

AACSB: Systems and processes in organizations

35. RJP’s work best when ______.

A. unemployment is high

B. many applicants end up being hired

C. retention rates are unimportant

D. used for entry-level positions

Learning Objective: 11-8: Identify situations in which realistic job previews will and will not work well.

Cognitive Domain: Comprehension

Answer Location: Realistic Job Previews

Difficulty Level: Hard

AACSB: Systems and processes in organizations

Short Answer

1. Pick one of the three main steps of the recruitment process presented in recruitment model in Figure 11.1 (e.g., source, assess, or employ), and describe what happens in that part of the process.

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Comprehension

Answer Location: Chapter Opener
Difficulty Level: Medium

AACSB: Systems and processes in organizations

2. What aspects of recruitment are still taking place after the offer has been made?

Learning Objective: 11-2: Explain the three sequential stages of recruitment and key activities that affect each one.

Cognitive Domain: Knowledge

Answer Location: Chapter Opener
Difficulty Level: Medium

AACSB: Systems and processes in organizations

3. What are some of the positives for hiring internally? What about for hiring externally?

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Analysis

Answer Location: Internal Recruitment
Difficulty Level: Medium

AACSB: Systems and processes in organizations

4. What is the basic statistic needed to plan the process of external recruitment, and what data would you want to have to calculate it.

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Knowledge

Answer Location: External Recruitment
Difficulty Level: Easy

AACSB: Systems and processes in organizations

5. Briefly discuss the research on source yields by Breaugh et al. (2003).

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Comprehension

Answer Location: Staffing Requirements and Cost Analyses
Difficulty Level: Medium

AACSB: Systems and processes in organizations

6. Explain what an ATS is, how it works, and how it improves the recruiting process for organizations.

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Comprehension

Answer Location: Managing Recruiting Operations
Difficulty Level: Medium

AACSB: Systems and processes in organizations

7. Briefly discuss how site visits affect candidates’ views and ultimate choice to accept offers.

Learning Objective: 11-5: Explain why a positive organizational image and employer brand help attract candidates.

Cognitive Domain: Knowledge

Answer Location: Job Search From the Applicant’s Perspective
Difficulty Level: Easy

AACSB: Systems and processes in organizations

Essay

1. Explain some recent technology advances that have affected how organizations must recruit top talent.

Learning Objective: 11-1: Describe the recruitment process as a talent supply chain.

Cognitive Domain: Comprehension

Answer Location: Chapter Opener
Difficulty Level: Medium

AACSB: Systems and processes in organizations

2. Explain and discuss some of the questions that an HR/IO professional must answer in the process of planning recruiting.

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Comprehension

Answer Location: Recruitment Planning
Difficulty Level: Medium

AACSB: Systems and processes in organizations

3. Create a recruiting yield pyramid for hiring 20 accountants similar to Figure 11.3 using the following ratios: offers/hires--3:1, interviews/offers--2:1, invites/interviews--5:3, and leads/invites--5:1.

Learning Objective: 11-4: Discuss the pros and cons of hiring internally versus externally.

Cognitive Domain: Application

Answer Location: External Recruitment
Difficulty Level: Hard

AACSB: Systems and processes in organizations

4. Explain what the research says about different sources of recruiting.

Learning Objective: 11-3: Identify fundamental questions to address when planning for recruitment.

Cognitive Domain: Knowledge

Answer Location: External Sources for Recruiting Applicants

Difficulty Level: Medium

AACSB: Systems and processes in organizations