Quiz Questions
In class review
Chapter 6
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Evaluating the success of recruiting efforts is important
because it_________.
A. Provides input to the compensation system of the HR
unit
 B. Is one way to measure the reputation of the firm on
college campuses
 C. Indicates how the employer measures up against
competitors
 D. Is the primary way to find out whether or not the
efforts are cost effective
Chapter 6
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In order to become an “employer of choice” an
organization needs to establish a?
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A. Reputation as having the highest compensation in
the marketplace.
B. Positive brand image for the organization.
C. Organizational “marketing strategy” that appeals to
potential job applicants.
D. Group of satisfied employees who provide positive
word-of-mouth information to prospective employees.
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Chapter 6
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During periods when an organization’s level of business
is depressed it should?
A. Suspend all recruiting efforts and focus on reducing
the total work force.
 B. Reduce hiring, but keep in contact with outside
recruiting sources.
 C. Reformulate its organizational and HR strategies to
reflect the change in the business cycle.
 D. Continue to recruit, but focus on applicants who will
take lower wages, while at the same time laying off its
higher-paid current employees.
Chapter 6
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A major economic factor in favor of an
organization’s NOT outsourcing U.S. jobs
overseas is the?
A. Strong labor unions in many developing
nations.
 B. Rapidly rising wages of labor overseas.
 C. Enormous increase in productivity of
American workers.
 D. Large tax penalty U.S. firms must pay if they
outsource jobs.
Chapter 6
 Measures
of quality of applicants
generated by recruiting efforts include all
of the following EXCEPT?
 A. The appropriate mix of protected-class
individuals.
 B. Failure rate of new hires for each
recruiter.
 C. Performance of applicants after hire.
 D. Months until promotion of new hire.
Chapter 6
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One of the advantages for the staffs of employee
leasing companies is that_______.
A. They usually receive many interesting
assignments in a variety of start-up businesses.
B. They may receive better benefits than they
would otherwise get in many small businesses.
C. They do not require Social Security taxes.
D. They can be regarded as self-employed for
IRS purposes.
Chapter 6
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Which of the following is given as an advantage
of external recruiting?
A. It allows for better assessment of abilities.
B. It involves a shorter adjustment or orientation
time.
C. The new hire may bring new industry
insights.
D. The company has to hire only at entry level.
Chapter 6
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Which of the following statements regarding job
posting and bidding is false?
A. It gives each employee an opportunity to
move to a better job within the organization.
B. It makes it difficult for supervisors to develop
employees over the long term.
C. Jobs are generally posted before any
external recruiting is done.
D. In a unionized organization, job postings and
bidding are often spelled out in the labor
agreement.
Chapter 6
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A large employer generally has 7 or more
applicants per job. Recently, the firm was
surprised by a lack of response to newspaper
advertisements, resulting in several positions
remaining unfilled for weeks. To expand their
recruiting efforts, the firm should utilize all the
following steps EXCEPT?
A. College and career fairs
B. State employment services
C. Employee referrals
D. Job bidding
Chapter 6
 Which
of the following recruitment
methods allows candidates to talk to
employers about an opening without
making a formal job application?
 A. Executive search firms
 B. Public employment agencies
 C. Employee referrals
 D. Career fairs
Chapter 6
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All of the following are good examples of
employment branding on a corporate web page
EXCEPT?
A. An offer to receive periodic updates about
career development
B. A link to information about balancing work
and family life
C. Information about a pro bono engagement to
help the Special Olympics
D. A chance to win free flying lessons for
submitting a qualified resume
Chapter 6
 Which
of the following is a long-term
consideration when evaluating the
effectiveness of a recruitment program?
 A. EEO implications
 B. Recruitment costs
 C. Relative performance on the job
 D. Quantity or quality of applicants
Chapter 6
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A company begins with 600 job applicants,
narrows the field to 30 qualified applicants, and
schedules 30 final interviews. They offer
employment to 10 applicants and hire 6. What is
the yield ratio of qualified applicants to total
applicants?
A. 5%
B. 18%
C. 20%
D. 30%
Chapter 6
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A company begins with 600 job applicants,
narrows the field to 30 qualified applicants, and
schedules 30 final interviews. They offer
employment to 10 applicants and hire 6. What
is the yield ratio of offers to final interviews?
A. 10%
B. 30%
C. 33%
D. 50%
Chapter 6
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A company receives 250 responses to its ad.
They interview 95 qualified applicants, 20 whom
are African-American. Jobs are offered to 2
African-Americans from this group, but only one
accepts the position. What is the yield ratio of
offers extended to African-Americans to qualified
African-American applicants?
A. 5%
B. 10%
C. 15%
D. 20%
Chapter 6
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


A company receives 250 responses to its ad.
They interview 95 qualified applicants, 20
whom are African-American. Jobs are offered
to 2 African-Americans from this group, but
only one accepts the position. What is the
yield ratio of African-American new hires to
qualified African-American applicants?
A. 5%
B. 10%
C. 15%
D. 20%
Chapter 6
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Legally, for the person submitting an electronic job
application to be counted as an “applicant”, all of the
following requirements must be met EXCEPT.

A The employer must have taken steps to fill a particular
job.
B. The person submitting an application must actually
possess the KSAs required for the job.
C. The person must have followed the employers
application procedures.
D. The person must have expressed interest in a
particular position.
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