Q&A Hero

Q: Job postings influence the recruitment process by _________. A. clarifying requirements of the job B. reducing competition for the job C. eliminating external sources from consideration D. reducing the need for formal applications

Q: Formal policies for promotion and other internal recruiting activities can enhance: A. interpretive justice B. procedural justice C. psychological contract violations D. extrinsic discouragement

Q: Which of the following is true of recruiting messages in internal recruiting? A. supervisors can describe mobility paths in detail to internal candidates B. peers can give internal recruits a realistic idea of what happens in internal promotions and transfers C. word of mouth among internal employees can lead to inaccurate information D. all of these are true

Q: Which of the following is true of realistic previews in internal recruiting? A. they are even more important than for external recruiting B. research suggests they can increase turnover C. they are more necessary for newly created jobs or jobs in new locations D. they cannot really be used for internal selection

Q: An internal placement policy should include which of the following elements to increase perceptions of procedural justice? A. Minimal communication to avoid getting employee hopes up. B. Clearly stated policies and procedures and objective criteria. C. Heavy use of personal relationships as part of the organization's communication and hiring process, to facilitate networking. D. It is unclear that there is much of anything an organization can do to increase perceived justice.

Q: In developing career path policies, a good approach for promotion would not include which of the following? A. communication of management's intentions. B. reasons why external sources are preferred. C. rules regarding compensation. D. rules concerning fringe benefits.

Q: Which of the following is true regarding an open internal recruitment system? A. employees are made aware of all job openings. B. they use a job posting and job bidding system. C. they often lead to uncovering "hidden talent." D. all of these are correct.

Q: Which of the following is true regarding closed internal recruitment systems? A. employees are made aware of all job openings. B. they are very inefficient. C. they are not costly to implement. D. they are very time-consuming to implement.

Q: Some of the advantages of a closed internal recruitment system include: A. helps minimize favoritism B. it can uncover hidden talent C. it helps employees evaluate their qualifications for advancement D. none of these

Q: An open system of internal recruitment can be expected to minimize _________. A. competition among employees B. scrutiny of job qualifications C. overlooking talent D. low morale among those not advanced

Q: Under a closed internal recruitment system, which of the following is not likely to occur? A. speed of decisions is faster than with open systems B. contacted employees are immediately given preference under such a system C. managers have less influence over the ultimate decision D. overall effectiveness of the system in identifying qualified applicants will drop

Q: A well-defined mobility path should include all of the following except _______________. A. clear communication of the intent of the policy B. rules regarding compensation and advancement C. encouragement for all individuals to apply D. supervisors' responsibilities for employee development

Q: Organizations have become interested in alternative mobility paths because _______________. A. they are extremely easy to administer B. they allow employees to specialize in technical work or management work and advance within either C. they promote healthy competition to obtain rewards D. unions find them more acceptable

Q: A lattice mobility path is __________. A. characterized by upward, lateral, and downward movement B. found mostly within the external recruitment process C. used in conjunction with union contracts D. concerned with management level recruitment only

Q: Which of the following is a disadvantage of alternative mobility paths? A. they can discourage development of core disciplinary knowledge B. they are seen as hostile to the advancement of women and minorities C. they promote narrow skill sets D. they often need to be supplemented with alternative reward systems to maintain motivation

Q: Which of the following is true regarding mobility paths? A. Hierarchical mobility paths are primarily lateral in direction. B. Hierarchical mobility paths make it easy to identify where to look for applicants in an organization. C. Alternative mobility paths may move in any direction. D. Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.

Q: Some of the features of hierarchical mobility paths include: A. they are easier to administer B. the prospect of promotions can motivate employees C. they may not be useful in flat organizational structures D. all of these

Q: Formal mentoring, training, and flexible work hours all may reduce the problems of the glass ceiling.

Q: Informal promotion policies increase the ability of women and minorities to get ahead in most businesses.

Q: Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects.

Q: Unequal access to development experiences and internal selection systems have both contributed to the glass ceiling.

Q: The "glass ceiling" refers to the prevalence of policies and procedures that have resulted in reverse discrimination.

Q: Research has shown that since the 1970's there has been a radical shift in top management in most organizations, with nearly half of all top executive positions being held by women.

Q: The Federal Glass Ceiling Commission study found that although men and women were nearly equally eager to move into management, women were much less optimistic about their chances of being promoted.

Q: The "glass ceiling" refers to strong but invisible barriers for women and minorities to promotion in organizations.

Q: In the absence of a discriminatory intent, virtually any seniority system is likely to be bona fide, even if it causes adverse impact.

Q: According to the Supreme Court, an ADA related-reassignment request must prevail over an organization's seniority system.

Q: The Affirmative Action Programs Regulations specifically address internal recruitment as part of the federal contractor's AAP.

Q: The degree to which an organization utilizes its own internal information on candidate qualifications and job performance will determine how qualified the applicants will be.

Q: 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."

Q: 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

Q: What is the legal status of video rsums and social networking recruiting? 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

Q: 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 these

Q: 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 these

Q: 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 these

Q: Which of the following is not required for someone to be considered an internet application? 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

Q: 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

Q: 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

Q: 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 these

Q: The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply. A. a highly eager group of applicants B. relatively homogeneous population of individuals C. uniformly high quality of individuals D. large number of individuals

Q: 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. because 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

Q: 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 rsums available on employment websites D. none of these statements is false

Q: Which of the following statements about using employee referrals are 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

Q: 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 these

Q: Large employment websites have which potential disadvantage relative to niche websites? A. they are limited to simple advertising B. comparatively few job seekers access them C. they can result in a large number of applications from individuals who are either unqualified or not really interested in the job D. all of these

Q: 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. rsum builders D. self-assessment inventories

Q: 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

Q: 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

Q: 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

Q: 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

Q: Which method of recruiting is most effective for tight labor markets and highly valued jobs? A. realistic B. targeted C. considerate D. branded

Q: Which method of recruiting is most effective at reducing turnover? A. realistic B. targeted C. considerate D. branded

Q: 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.

Q: Research suggests __________ realistic job previews lead to reduce turnover most? A. verbal B. videotaped C. written D. computerized

Q: 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

Q: 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 these

Q: Which of the following statements is false? A. applicants are 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 these

Q: 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 these

Q: 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

Q: 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

Q: Applicants typically prefer recruiters who are _________________. A. well-informed about the job B. in an HR-related function C. the same gender D. brusque

Q: What are the most important factors in applicant attraction and job choice? A. website design B. work and organization characteristics C. recruiter characteristics D. recruitment processes

Q: 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

Q: 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

Q: 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

Q: 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 these

Q: 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

Q: 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 these

Q: Why is it important to know the time frame for strategic recruiting? A. It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used B. It is mostly useful for legal purposes C. It helps to deflect internal criticism for HR managers worried about time pressure D. Although defining the time frame for strategic recruiting is done fairly often, it isn't actually all that informative or useful

Q: Defining recruitment goals involves which of the following? A. finding out which strategies have been successful for prominent companies and implementing those B. using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed C. finding out what strategies are already in use and trying to keep consistency with past policy D. all of these

Q: It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.

Q: The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.

Q: Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.

Q: Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.

Q: The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.

Q: According to the OFCCP, to be considered an internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.

Q: If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.

Q: Only those who fill out paperwork for employment need be considered applicants, for legal purposes.

Q: Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.

Q: There has not been any research on the effectiveness of various recruitment sources.