83) Applicant tracking systems are software systems that assist managers with writing job
descriptions and collecting application information.
AACSB: Application of knowledge
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
84) All applicant tracking systems enable employers to identify and compare recruiting sources
so that employers can know which sources produce the best job candidates.
AACSB: Application of knowledge
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
85) Application service providers are online vendors that use their own servers and systems to
handle recruiting tasks for firms.
AACSB: Application of knowledge
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
86) Local newspapers are typically a good source of blue-collar help and clerical employees, but
they are not useful for finding any type of administrative workers.
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
30
87) Every state in the United States has a public, state-run employment service agency.
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
88) Due to EEO laws, firms are allowed to use contingency workers only for clerical or
maintenance positions; managerial staff must consist of full-time employees of the firm.
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
89) Peter, a mechanical engineer, is employed by an outside technical services firm that has a
contract with IBM. Peter will be working on a long-term project for IBM as an in-house
temporary employee.
AACSB: Application of knowledge
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Application
90) Offshoring means having outside vendors supply services that a firm’s own employees
previously did in-house, while outsourcing means having outside vendors abroad provide
services once performed in-house.
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Concept
31
91) In a brief essay, explain some of the reasons that employers turn to private employment
agencies for assistance in recruiting.
AACSB: Reflective thinking
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Application
92) What are the advantages and disadvantages of using an employee referral campaign for
recruitment purposes?
AACSB: Reflective thinking
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates.
Skill: Application
32
93) In a brief essay, discuss how EEO laws affect both recruitment and the information requested
on job application forms.
AACSB: Analytical Thinking
Chapter: 5
LO: 5.5: List and discuss the main sources of outside candidates. 5.6: Explain how to recruit a
more diverse workforce.
Skill: Synthesis
94) Which of the following is an advantage for employers that use Internet recruiting?
A) guaranteed compliance with EEOC laws
B) oversight by the U.S. Department of Labor
C) quick responses from many job applicants
D) screening of unqualified applicants
AACSB: Application of knowledge
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
33
95) Once a firm has a pool of applicants, the first step in prescreening is the ________.
A) in-person interview
B) on-site visit
C) application form
D) worker orientation
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
96) Mandatory alternative dispute resolution agreements require ________.
A) applicants to take unpaid leaves of absence during employment disputes
B) employees to contact the local EEOC office prior to filing formal complaints
C) applicants to agree to arbitrate certain legal disputes related to employment or dismissal
D) employees to meet with human resources representatives prior to submitting resignations
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
97) Which of the following factors about new hires is LEAST relevant when measuring
recruiting effectiveness?
A) turnover
B) failure rate
C) interview time
D) job performance
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
34
98) Which term refers to the number of employees leaving the firm divided by the total number
of positions in the company?
A) turnover rate
B) vacancy rate
C) time to fill
D) selection ratio
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
99) According to the text, GE Medical has improved its recruiting effectiveness by ________.
A) relying on more headhunters
B) encouraging employee referrals
C) improving its career website
D) eliminating private recruiters
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
100) Which term refers to special vendors that handle all or most of an employer’s recruiting
tasks and needs?
A) applicant tracking system
B) integrated recruiting system
C) requisition management system
D) recruitment process outsourcer
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
35
101) Which component of a firm’s integrated computerized recruitment system handles the
approval and posting of job openings?
A) recruitment process outsourcer
B) requisition management system
C) hiring management software
D) screening service
AACSB: Application of knowledge
Chapter: 5
LO: 5.6: Explain how to recruit a more diverse workforce.
Skill: Concept
102) Smith Industries has set a goal of recruiting older workers, minorities, and single parents.
Which of the following methods is LEAST likely to be successful for Smith Industries?
A) utilizing executive recruiters
B) offering flexible work schedules
C) providing flexible benefits plans
D) redesigning jobs and personnel policies
AACSB: Diverse and multicultural work environments
Chapter: 5
LO: 5.7: Discuss the main issues to address in developing application forms.
Skill: Application
103) Which of the following is NOT information that should be requested on application forms?
A) level of education
B) work experience
C) technical skills
D) marital status
Chapter: 5
LO: 5.7: Discuss the main issues to address in developing application forms.
Skill: Concept
36
104) Suzanne is reviewing the completed job application of a person applying for a marketing
position. Which of the following questions would LEAST likely be answered by the application
form?
A) Does the applicant have the education and experience to perform the job?
B) What job-related progress and growth has the applicant experienced?
C) Does the applicant have any significant health conditions?
D) Has the applicant experienced job stability?
AACSB: Reflective thinking
Chapter: 5
LO: 5.7: Discuss the main issues to address in developing application forms.
Skill: Application
105) Video résumés eliminate the possibility of applicants claiming discrimination in a firm’s
hiring practices.
AACSB: Application of knowledge
Chapter: 5
LO: 5.7: Discuss the main issues to address in developing application forms.
Skill: Concept
37