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True / False
1. Job posting is an external recruiting mechanism.
a. True
b. False
ANSWER: False
2. Many organizations prefer to use both internal and external recruiting strategies.
a. True
b. False
ANSWER: True
3. Word-of-mouth recruiting has a reasonable chance of generating high-quality applicants when employees are satisfied
with their organization.
a. True
b. False
ANSWER: True
4. Public employment agencies became a formal part of the recruiting process with the passage of the Social Security Act
of 1935.
a. True
b. False
ANSWER: True
5. Headhunters are persons who are usually utilized for finding applicants for high-level management and executive
positions.
a. True
b. False
ANSWER: True
6. Education is the formal classroom training that an individual has received.
a. True
b. False
ANSWER: True
7. All questions on an employment application must relate to an individual's ability to perform the job.
a. True
b. False
ANSWER: True
8. Psychomotor ability tests measure mental skills.
a. True
b. False
ANSWER: False
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9. The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.
a. True
b. False
ANSWER: True
10. Research indicates that unstructured interviews are the best predictors of subsequent job performance than structured
interviews.
a. True
b. False
ANSWER: False
Multiple Choice
11. Judd, a human resource manager, is asked to select a pool of qualified applicants from which his employer can choose
the best suitable candidate. Judd is involved in which of the following activities?
a. Alternative work arrangements
b. Recruitment
c. Selection
d. Planning
e. Scheduling
ANSWER: b
12. Briana Foods Inc., a manufacturer and distributor of grocery products, uses online recruiting for sales personnel. On
its Website, Briana says, "A sales representative is required to distribute, sell, and promote Briana products. He or she
should be the primary link with retail customers and consumers, execute company promotions, meet inventory needs, and
monitor the competition within their region. A representative spends most of the work time communicating with the
customer to create a win-win solution." Which of the following goals of recruiting is Briana trying to meet in the given
scenario?
a. Ensuring that applicants are qualified
b. Exaggerating the job description to attract the best talent
c. Providing an honest assessment of the job
d. Generating fine distinctions between applicants
e. Keeping the applicant pool at a reasonable size
ANSWER: c
13. Which of the following is NOT a goal of the recruiting process?
a. To generate the largest possible pool of applicants
b. To encourage applicants who are well qualified
c. To give prospective applicants an honest assessment of the kinds of jobs an organization can potentially make
available to them
d. To choose appropriate sources and methods of recruiting
e. To create an applicant pool that meets the needs of an organization
ANSWER: a
14. Which of the following would be considered an important organizational goal in recruiting efforts?
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a. Attract as many applicants as possible for a job.
b. Attract job applicants by using a customized job profile description for each applicant.
c. Use the recruiting process to explicitly differentiate among applicants.
d. Optimize the size of the pool of qualified applicants.
e. Make the job opening sound as challenging as possible to the applicants.
ANSWER: d
15. Which of the following is a disadvantage of internal recruiting?
a. It prevents the ripple effect in an organization.
b. It fosters stagnation in an organization.
c. It hurts motivation among employees.
d. It is costlier to implement.
e. It increases turnover in an organization.
ANSWER: b
16. Which of the following is NOT an advantage of internal recruiting?
a. It motivates the existing employees to perform.
b. It provides advancement opportunities to existing employees.
c. It sustains organizational knowledge.
d. It prevents the ripple effect in an organization.
e. It is less costly to implement.
ANSWER: d
17. Which of the following would be considered an advantage of external recruitment?
a. It tends to be less expensive than internal recruiting.
b. It causes a ripple effect.
c. It increases the motivation of existing employees.
d. It can enhance organizational vitality and innovation.
e. It sustains the existing organizational culture.
ANSWER: d
18. Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization.
Bob notices the description of an excellent job opportunity on the bulletin board of his organization and hence decides to
apply for the position. What type of recruiting method was used?
a. Employment agency
b. Job posting
c. Weighted application blank
d. Formative assessment
e. Word-of-mouth recruitment
ANSWER: b
19. Which of the following is the most common method organizations use for internal recruiting?
a. Digital recruitment
b. Job posting
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c. Word-of-mouth recruitment
d. Walk-in applicants
e. Employment agencies
ANSWER: b
20. Which of the following is a disadvantage of external recruitment?
a. It hurts a company's ability to attract the best talent.
b. It fosters stagnation in an organization.
c. It decreases the motivation of existing employees.
d. It causes a ripple effect.
e. It stifles new ideas.
ANSWER: c
21. Which of the following external recruiting techniques is most likely to be associated with the goal of finding jobs for
unemployed individuals?
a. Public employment agencies
b. Internships
c. Executive search firms
d. College placement offices
e. Job postings
ANSWER: a
22. Alan frequently attends professional presentations and training seminars at his workplace. At one of these
presentations, it was announced that a new supervisory position in Alan's department was about to be created and that
there would be a formal search for potential candidates. Which of the following recruiting methods is being exemplified in
this scenario?
a. Employment agency
b. Job posting
c. Advertisements
d. Word-of-mouth
e. Supervisory recommendation
ANSWER: d
23. Which of the following external recruitment techniques is typically targeted toward higher-level positions?
a. Job postings
b. Private employment agencies
c. Advertisements
d. Supervisor recommendations
e. College placement offices
ANSWER: b
24. A realistic job preview is:
a. a description of the actual nature of a job and its working conditions.
b. similar to an internship.
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c. useful for attracting top candidates by presenting a job as exciting and rewarding.
d. a probationary work period.
e. an opportunity for a job applicant to perform a job as a temporary employee.
ANSWER: a
25. _____ enable an organization to utilize both the internal and external perspectives of an organization.
a. Realistic job previews
b. Internships
c. Headhunters
d. Private employment agencies
e. Advertisements
ANSWER: b
26. Raptors Inc., an automobile manufacturer, often gives a tour of its operations to applicants so that they can know
exactly what is expected of them in the job for which they have applied. In this scenario, which of the following
techniques is the company using?
a. Structured employment interview
b. Reliability
c. Digital recruiting
d. Realistic job preview
e. Utility analysis
ANSWER: d
27. The first step of the selection process is:
a. gathering information about the pool of recruits.
b. evaluating the qualifications of applicants.
c. making the decision about candidature selection.
d. accessing an individual's qualification.
e. assessing how closely an individual fits the desired profile.
ANSWER: a
28. In the context of the selection process, which of the following is most likely to constitute the second step?
a. Gathering information about the members of the pool of qualified recruits
b. Evaluating the qualifications of each applicant
c. Making the actual decision about which candidate should be offered employment
d. Selecting a large number of people to hire simultaneously
e. Conducting an employee attitude survey
ANSWER: b
29. _____ is the tendency to be outgoing, sociable, and upbeat.
a. Extraversion
b. Neuroticism
c. Agreeableness
d. Openness to experience
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e. Conscientiousness
ANSWER: a
30. A job interview shortlists candidates who possess a major in political science for the next round. In this case, which of
the following basic selection criteria is being used?
a. Education
b. Competency
c. Experience
d. Skill
e. Ability
ANSWER: a
31. Which of the following selection criteria relate more directly to the specific qualifications and capabilities of an
individual to perform a specific job?
a. Competencies and experience
b. Skills and education
c. Abilities and competencies
d. Experience and education
e. Skills and abilities
ANSWER: e
32. Karen has spent ten years working as an administrative assistant to Mr. Smith. Which of the following basic selection
criteria is being exemplified here?
a. Education
b. Competencies
c. Experience
d. Skills
e. Abilities
ANSWER: c
33. _____ is the tendency to be altruistic and cooperative.
a. Extraversion
b. Openness to experience
c. Agreeableness
d. Conscientiousness
e. Neuroticism
ANSWER: c
34. A firm hires a person who will adapt well into the overall organization rather than selecting a person who is the most
qualified for a specific job. In this case, which of the following criteria is the firm adopting?
a. Hiring for skills
b. Hiring for education
c. Hiring for experience
d. Hiring for fit
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e. Hiring for knowledge
ANSWER: d
35. In Spring 2013, the Mariners baseball team hired hitter Ibanez Raul. Which of the following types of employment test
is most likely to establish Ibanez's qualifications for this position?
a. A psychomotor ability test
b. A cognitive ability test
c. An intelligence test
d. A personality test
e. An integrity test
ANSWER: a
36. Which of the following tests would best suit an organization that wants to assess an applicant’s ability to perform a
job?
a. An employment test
b. A cognitive ability test
c. An integrity test
d. Work simulation
e. A structured interview
ANSWER: d
37. Which of the following errors is related to the initial meeting that occurs between an interviewer and interviewee?
a. First-impression error
b. Contrast error
c. Similarity error
d. Nonrelevancy error
e. Error of inadequate knowledge of the job
ANSWER: a
38. Westside Elementary School received a number of applications for a teaching position. The school wanted to increase
its staff diversity, who are mostly white females. The top two applicants were both white females, but a Hispanic female
and an African-American male were almost ranked as highly with very little difference in their scores. The school decided
to hire the Hispanic applicant. They were making their selection decision based on _____.
a. banding
b. alternate-form reliability
c. construct validity
d. screening
e. discriminatory testing
ANSWER: a
39. _____ applies to all employment decisions, but this legislation is the most critical for selection decisions.
a. Vestibule training
b. Utility analysis
c. The Civil Rights Act
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d. The Social Security Act
e. The in-basket exercise
ANSWER: c
40. _____ is an attempt to determine the extent to which a selection system provides real benefit to the organization.
a. An employment test
b. A nonrelevancy test
c. Organizational development
d. Utility analysis
e. A realistic job preview
ANSWER: d
Scenario 7.1
Brilliance Inc. is a management consulting firm that has offices in six large Midwestern cities. The head of human
resources, Franklin Walker, is currently facing several challenges. First, the firm needs to hire about twenty five new
consultants each year to ensure that there are enough consultants to fully staff all projects. The firm prefers to hire
business managers with about 3 to 10 years of experience in manufacturing for these jobs, and recent recruiting efforts
with advertisements have led to hundreds of responses. Brilliance's HR staff are overwhelmed with the volume of résumés
they receive for processing.
Second, the firm would like to recommend high-tech solutions for its customers. But many of Brilliance's consultants have
been out of school for more than a decade, some for 30 years or more, and their skills are no longer cutting edge. Third,
and the most troubling, the head of Brilliance, Indira Chaudhuri, is in her late sixties. She has not yet announced any
retirement plans, and she also has not identified anyone to assume her role when she does retire.
41. Refer to Scenario 7.1. Adamina, a native resident of a southern state, is thinking of applying for a consulting position.
Which of the following is NOT likely to be one of Adamina's goals?
a. Financial and nonfinancial compensation
b. Working close to her hometown
c. Challenging work opportunities
d. Job security
e. Opportunities for advancement and training
ANSWER: b
42. Refer to Scenario 7.1. Which of the following methods for filling Indira Chaudhuri's position will result in the
organization's continuing need to recruit?
a. Referrals
b. Headhunters
c. Internal recruiting
d. Advertisements
e. Digital recruiting
ANSWER: c
43. Refer to Scenario 7.1. Which of the following recruiting techniques is most likely to help Brilliance hire staff with
better high-level positions?
a. Job postings
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b. Recruiting consultants
c. Private employment agencies
d. Advertisements
e. Word-of-mouth
ANSWER: c
44. Refer to Scenario 7.1. Which of the following techniques is most likely to help Walker and his staff reduce the volume
of applicants for consultant positions, while not reducing the quality?
a. Job posting
b. Private employment agencies
c. College placement offices
d. Electronic recruiting
e. Digital recruiting
ANSWER: b
45. Refer to Scenario 7.1. If Walker decides to use online recruiting for the consulting positions, which of the following is
NOT a likely outcome?
a. The number of applicants will be reduced.
b. The quality of applicants will vary a great deal.
c. Applicants from different parts of the state will be encouraged to apply.
d. The cost of recruiting is likely to reduce.
e. The diversity of applicants will improve.
ANSWER: a
Subjective Short Answer
46. Describe the most common methods of internal recruiting.
ANSWER: The most common method is job posting, where vacancies in an organization are publicized through various
media such as the company's newsletters, bulletin boards, internal memos, or intranet. An interested individual
would file an application with the human resource department. Some organizations require internal job posting
for a period of time before openings are publicized externally.
Supervisory recommendations may be used in internal recruiting. A manager solicits nominations or
recommendations from organizational supervisors. Supervisors identify their subordinates who seem well
suited for the job opening.
47. Briefly describe the techniques commonly used for external recruiting.
ANSWER: The following are the techniques commonly used for external recruiting:
a.
b.
c.
Word-of-mouth recruiting takes place when an organization informs present employees that
positions are available and encourages them to refer friends, family members, or neighbors.
This is inexpensive and generates a large number of high-quality applicants.
Advertisements in newspapers and publications can be used, although they tend to be
expensive and may attract fewer qualified applicants than other recruiting methods.
However, they do allow the organization to cast a wide net.
Public employment agencies are state-owned agencies that have the goal of getting
unemployed individuals off state aid and into permanent jobs. The agency will collect
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d.
e.
f.
information about registered individuals and match it against employers' job openings.
Public employment agencies are free and are a good source of applicants who are minorities,
handicapped individuals, or other protected classes.
Private employment agencies are more likely to serve the white-collar labor market. Such
agencies charge a fee to either the individual or the organization to fill a position.
Executive search firms, or headhunters, are commonly used to recruit top-level managers.
The search firm attempts to locate individuals who fit a particular profile given by an
organization and then screens potential candidates and presents the organization with a small
number of highly qualified and interested candidates. Executive searches tend to be
expensive.
College placement offices attract employers to visit their campuses every year to interview
graduates. This method is relatively inexpensive, as the placement offices provide facilities,
schedule appointments, and so on. This method of job search is very efficient for students.
48. What is a realistic job preview? What are the benefits it may provide?
ANSWER: A realistic job preview is a technique for ensuring that job seekers understand the nature of the jobs available
to them. The idea is to present as realistic a picture of the job and its working conditions as possible without
glossing over some of the more unpleasant characteristics. The use of a realistic job preview can minimize the
problems associated with new employees' unrealistically high expectations. An organization may provide an
opportunity for job applicants to observe others performing the work, or the recruiter may describe as
realistically as possible the job itself and its circumstances. The benefits of using realistic job previews include
the possibility of some potential applicants withdrawing from the applicant pool, higher rate of job survival,
higher levels of job satisfaction and trust in the organization, and a more realistic set of expectations.
49. Describe the steps involved in the selection process.
ANSWER: Step one is to gather information about the members of the pool of qualified recruits. Numerous methods may
be used to determine the levels of knowledge, skills, and abilities (KSAs) requirements possessed by each
applicant. Step two is to evaluate the qualifications of each applicant from the recruit pool. The information
gathered in step one is compared with explicit or implicit standards. Step three is making the actual decision as
to which candidate or candidates will be offered employment with the organization. Careful assessment of
each individual's qualifications relative to job standards or other decision-making criteria is conducted to
decide whom to hire.
50. Describe the various kinds of employment tests and the information that employers expect to gain from their use.
ANSWER: Achievement tests demonstrate the mastery of learned skills. Achievement tests are usually written quizzes or
work simulations that are designed to measure an applicant's mastery of a particular set of job-related skills.
Examples include a keyboarding test for a clerk, physical conditioning tests for athletes, and job-specific
quizzes for paralegals and engineering technicians.
Aptitude tests measure likely future performance. Cognitive ability tests are one type of aptitude test that
measures mental skills, such as an IQ test. Employers know that more intelligent people tend to perform better
at every job, so assessing intelligence can be a good predictor of job performance. Another type of aptitude
test is a psychomotor test that measures physical abilities such as eye–hand coordination. Psychomotor tests
can be very useful in predicting job performance for positions which involve manual skills, such as assemblyline work. Personality tests measure an individual's tendency to act in certain ways and are another type of
aptitude test. Employers hope to gauge the extent of fit between the applicant and the job and organization.
However, problems with personality testing render these measures unreliable or invalid for most positions.
Integrity tests attempt to measure an applicant's honesty, but there are problems with these tests that make
them unreliable.
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