Deck 7: Recruiting, Selecting, Training, and Developing Employees

Question 1

Which of the following is the most common method organizations use for internal recruiting?

A) Digital recruitment
B) Job posting
C) Word-of-mouth recruitment
D) Walk-in applicants
E) Employment agencies

Answer 1

B

Question 2

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 2

B

Question 3

Which of the following would be considered an important organizational goal in recruiting efforts?

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 3

D

Question 4

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.

Question 5

Research indicates that unstructured interviews are the best predictors of subsequent job performance thanstructured interviews.

Question 6

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.

Question 7

The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.

Question 8

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

Question 9

Headhunters are persons who are usually utilized for finding applicantsfor high-level management and executive positions.

Question 10

All questions on an employment application must relate to an individual's ability to perform the job.

Question 11

Education is the formal classroom training that an individual has received.

Question 12

Word-of-mouth recruitinghas a reasonable chance of generating high-qualityapplicants whenemployees are satisfied with their organization.

Question 13

Public employment agenciesbecame a formal part of the recruiting process with the passageof the Social Security Act of 1935.

Question 14

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.

Question 15

Job posting is an external recruiting mechanism.

Question 16

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

Question 17

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 anhonest assessment of the kinds of jobs anorganization can potentiallymake 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

Question 18

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 representativespends most of the worktime 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

Question 19

Psychomotor ability tests measure mental skills.

Question 20

Many organizations prefer to use both internal and external recruiting strategies.

Question 21

_____ is the tendencyto be outgoing, sociable, andupbeat.

A) Extraversion
B) Neuroticism
C) Agreeableness
D) Openness to experience
E) Conscientiousness

Question 22

Raptors Inc., an automobile manufacturer, often gives a tour of its operations to applicants so that they can know exactlywhat 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) Structuredemployment interview
B) Reliability
C) Digital recruiting
D) Realistic job preview
E) Utility analysis

Question 23

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

Question 24

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

Question 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

Question 26

Which of the following external recruitment techniques is typically targeted toward higher-level positions?

A) Job postings
B) Private employmentagencies
C) Advertisements
D) Supervisorrecommendations
E) College placement offices

Question 27

A realistic job preview is:

A) a description of the actual nature of a job and its working conditions.
B) similar to an internship.
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 atemporary employee.

Question 28

In the context of the selection process, which of the following is most likely to constitute the second step?

A) Gathering information about themembers of the pool of qualified recruits
B) Evaluating the qualifications ofeach applicant
C) Making the actual decision about whichcandidate should be offered employment
D) Selecting a large number ofpeople to hire simultaneously
E) Conducting an employee attitude survey

Question 29

Which of the following errors is related to the initial meeting that occurs between an interviewer and interviewee?

A) First-impression error
B) Contrasterror
C) Similarityerror
D) Nonrelevancyerror
E) Error of inadequate knowledge of the job

Question 30

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

Question 31

Afirmhires a personwho will adapt well into the overall organization rather than selecting a personwho is the most qualified for aspecific 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
E) Hiring for knowledge

Question 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

Question 33

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

Question 34

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

Question 35

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

Question 36

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

Question 37

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 anindividual fits the desired profile.

Question 38

_____ is the tendency to bealtruistic and cooperative.

A) Extraversion
B) Openness to experience
C) Agreeableness
D) Conscientiousness
E) Neuroticism

Question 39

_____ is an attempt to determine the extent to which a selection system provides real benefit to the organization.

A) Anemployment test
B) A nonrelevancy test
C) Organizational development
D) Utility analysis
E) A realistic job preview

Question 40

_____ applies to all employment decisions, but this legislation is the most critical forselection decisions.

A) Vestibule training
B) Utility analysis
C) TheCivil Rights Act
D) TheSocial Security Act
E) The in-basket exercise

Question 41

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.
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

Question 42

Describe the most common methods of internal recruiting.

Question 43

Describe the steps involved in the selection process.

Question 44

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.
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.

Question 45

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.
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

Question 46

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.
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

Question 47

Describe the various kinds of employment tests and the information that employers expect to gain from their use.

Question 48

What is a realistic job preview? What are the benefits it may provide?

Question 49

Briefly describe the techniques commonly used for external recruiting.

Question 50

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.
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
B) Recruiting consultants
C) Private employment agencies
D) Advertisements
E) Word-of-mouth