77) Leo is a human resource specialist at a company with a promote-from-within policy. Based
on that policy, what method should he include in his recruiting efforts to fill an open position for
an accounting supervisor?
A) using the services of a private employment agency
B) inviting employees to refer a friend
C) sending recruiters to colleges
D) posting the job on the company’s intranet
E) posting the job on the company’s careers website
78) Identify the benefit of relying on internal recruitment sources.
A) Internal candidates are likely to promote diversity in terms of race and sex.
B) Internal applicants minimize the impact of political considerations in the hiring decision.
C) Internal sources are generally cheaper and faster than other means.
D) Internal sources expose an organization to new ideas or new ways of doing business.
E) Current employees are well suited to recruit people for specialized upper-level positions.
79) Which statement is correct regarding internal recruitment sources?
A) Research indicates that most organizational positions are filled internally.
B) Internal recruitment sources expose an organization to new ideas or new ways of doing
business.
C) Internal recruiting minimizes the possibility of unrealistic employee expectations.
D) Employee referrals are the most common source of job applicants for internal recruitment.
E) Internal sources are the most appropriate for specialized upper-level positions.
80) People who apply for a vacancy without prompting from an organization are referred to as
A) direct applicants.
B) natural applicants.
C) internal applicants.
D) neutral applicants.
E) referred applicants.
81) Jim applies for a job at Texture Inc. because his friend Chris, who is a manager there,
prompts him to do so. In this scenario, Jim is a(n)
A) direct applicant.
B) natural applicant.
C) neutral applicant.
D) referral.
E) executive search professional.
82) Most direct applicants to an organization have done some research and concluded there is
enough fit between themselves and the vacant position to warrant submitting an application. This
process is termed
A) nepotism.
B) employee referral.
C) self-selection.
D) internal recruitment.
E) employment at will.
83) Which statement is true about referrals?
A) Referrals fall under the category of internal sources of recruitment.
B) The use of referrals tends to increase the likelihood of exposing an organization to different
viewpoints.
C) The use of referrals can contribute to nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.
84) Evelyn, the HR manager at Freton Inc., recruits her cousin Gia as production manager in the
company. This move results in resentment among several of the company’s employees. By hiring
her cousin, Evelyn has engaged in the practice of hiring relatives, or
A) localism.
B) nepotism.
C) structuralism.
D) voluntarism.
E) abstractionism.
85) Sean works in the human resource department of a well-known and highly respected maker
of athletic equipment. He suggests that the company expand its recruiting by placing job
advertisements on popular websites for job seekers. However, his supervisor says this has
become a poor use of the company’s recruiting dollars. Which is the most likely reason for the
supervisor’s objection?
A) These types of websites are too difficult for most job hunters to use.
B) The company will be flooded with applications from individuals who are barely qualified.
C) Employers can’t search these sites; only job seekers can conduct searches.
D) The company will get very few applications, because job hunters read the ads slowly.
E) Finding a match between job seekers and job vacancies is inefficient on these sites.
86) Which statement is true of executive search firms?
A) They find new jobs almost exclusively for high-level, unemployed executives.
B) They help organizations in on-campus recruiting.
C) They help only entry-level and inexperienced employees to find jobs.
D) They are agencies administered by the federal government or governmental organizations.
E) They serve as a buffer, providing confidentiality between an employer and a recruit.
87) Fernando, a human resource executive, is meeting with the executive team to discuss the
need to fill a soon-to–be-vacant position for vice president of the company’s Medical Devices
Division. Normally, he posts vacancies on the company’s website, but he encourages the team to
allocate funds to hire an executive search firm (ESF) for filling this position. Which statement
best supports Fernando’s recommendation?
A) ESFs can more efficiently advertise the vacant position to a wide audience.
B) ESFs are government-run agencies, so they offer low-cost services.
C) ESFs provide confidentiality for employer and recruit, giving access to better candidates.
D) ESFs specialize in writing effective print ads that give readers enough information.
E) ESFs specialize in finding jobs for candidates who are currently unemployed.
88) The most important source of recruits for entry-level professional and managerial vacancies
is
A) on-campus interviewing.
B) public employment agencies.
C) advertisements in newspapers and magazines.
D) private employment agencies.
E) employee referrals.
89) In the context of evaluating the quality of a recruitment source, yield ratios express the
A) output yielded by a new hire in relation to the cost of recruiting the new hire.
B) dollar costs incurred per hire in relation to the number of applicants interviewed.
C) percentage of applicants who successfully move from one stage of the recruitment and
selection process to the next.
D) quality of new hires by comparing the cost of training the new recruits to the cost of hiring
them.
E) percentage of applicants who complete one year in the organization after recruitment.
90) Alice helped a sales manager place an ad on job boards and hire five new salespeople. She
calculates that the total cost to recruit and select these employees was $200,000. What was the
cost per hire for this recruiting effort?
A) $40,000
B) $5,000
C) $1,000,000
D) $10,000
E) $200,000
91) Herbert, an HR manager at Maxtier Inc., hires 50 employees in five months. He used
different sources of recruitment to recruit these employees. He wants to know which kind of
source delivered the most new hires for the money. To answer that question, Herbert should
determine the
A) hiring conversion rate.
B) prospective cost.
C) return on investment.
D) yield ratio.
E) cost per hire.
92) Milo determines that his company spent $15,000 to hire three new programmers through
employee referrals and another $75,000 to hire five new programmers through a private
employment agency. Which statement is correct about these recruiting efforts?
A) The cost per hire for the employment agency was lower, at $9,375 per hire.
B) The cost per hire for the employment agency was lower, at $15,000 per hire.
C) The cost per hire for referrals was lower, at $15,000.
D) The cost per hire for referrals was lower, at $45,000.
E) The cost per hire for referrals was lower, at $5,000 per hire.
93) Janine, a trainer at Keller Inc., wants to find out how many candidates moved from the initial
interview stage to the training selection stage in the past month. To find out, she needs to
compare the
A) yield ratios.
B) cost per hire.
C) prospective costs.
D) returns on investment.
E) liquidity ratios.
94) Maria is a recruiter with a bachelor’s degree in business administration. She is well respected
among her peers for her professional standards and understanding of the HR field. However, she
has noticed that when she recruits engineers for her company, they sometimes seem
unresponsive to her. The most likely reason for this is because Maria
A) is not warm enough to the applicants.
B) is perceived as less credible because she is an HR specialist.
C) does not give applicants enough information, leaving them with more questions than answers.
D) comes off as being too professional for someone in the HR field.
E) is not approaching the candidate with enough skepticism.
95) Maxim is an HR manager at a large accounting firm. He hires and trains the firm’s staff of
recruiters. Maxim hires people with education in human resource management and a warm
attitude that displays a positive interest in people. How else should he equip the recruiters so that
they have success in this kind of work?
A) Maxim should give them a realistic job preview about the recruiters’ position.
B) Maxim should select recruiters in an ideal age range.
C) Maxim should train the recruiters in how to perform candidates’ jobs.
D) Maxim should equip recruiters with the kinds of information job applicants are seeking.
E) Maxim should tell recruiters to downplay any negative information about the firm.
96) Jill is a recruiter for Kinnack Inc. When she interviews job candidates, she works hard to
provide background information about the job’s positive and negative qualities. She aims to be
sure every detail is accurate, so that any employees hired will feel they got what they expected
and will want to stay on with the company. Jill’s behavior is an example of providing a
A) yield ratio.
B) realistic job preview.
C) core competency.
D) due-process policy.
E) job posting.
97) Amber wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy
to learn more about the job. The recruiter gives some background information about the positive
and negative qualities of the job to Amber. Which term refers to the job information given by the
recruiter?
A) vacancy analysis
B) substantive job criticism
C) pragmatic job survey
D) realistic job preview
E) role examination
98) A start-up software company hires Kiera as its first human resource manager. Whenever a
new position needs to be filled, Kiera sits down with the supervisor to gather facts that will be
included in a realistic job preview. Kiera knows that the impact of job previews on candidates is
limited, but she believes the effort is important anyway. Which statement best explains Kiera’s
decision to provide realistic job previews?
A) The recruiter is less important than personnel policies for affecting a candidate’s decision.
B) Realism in the recruiter’s message is the most researched aspect of recruiting.
C) Kiera feels pressure to exaggerate the negative qualities of each job vacancy.
D) Employees are highly sensitive to negative information.
E) Giving realistic information is not expensive or difficult, so it is worth even a small benefit.
99) Antoine is proud of his team of warm, knowledgeable, and ethical recruiters at Luvia
Insurance. They are sure to give realistic job previews, and they keep up to date on the
company’s policies so they can provide applicants with accurate answers to a host of questions.
However, it sometimes takes a while to fill positions. And over the past year, Antoine has
observed that the number of applicants who accept offers has fallen. He follows up with several
who turned down offers and learns that they took jobs elsewhere because they developed an
unfavorable opinion of Luvia Insurance. Which situation most likely explains this problem?
A) The recruiters lack the characteristics associated with success.
B) Candidates are not getting timely feedback about their applications.
C) The job previews by the recruiters are not realistic.
D) The recruiters are not the most appealing race and sex.
E) The organization has begun recruiting with teams of recruiters.
100) Define forecasting. Describe one method each for forecasting labor demand and supply.
101) What are early retirement programs? What is a phased-retirement program and what are its
benefits?
102) Discuss the challenges associated with temporary workers and contract workers.
103) List and discuss two personnel policies that are especially relevant to recruitment.
104) What are internal sources of recruitment? What are the advantages and disadvantages of
using these sources?
105) Explain the second step in human resource planning.
106) Describe two of the four ways companies can downsize.
107) How can employers overcome the challenges of outsourcing?
108) In terms of external sources of recruitment, who are direct applicants and referrals?
109) Suppose you are a human resource executive for a hospital. What characteristics would you
look for in your recruiters to increase the positive impact they have on job candidates?