49) Which of the following is an advantage of college recruiting?
A) access to a source of management trainees
B) schedules for recruitment visits set far ahead of time
C) access to candidates who are not looking for jobs
D) All of the above.
50) College recruiters typically seek to ________.
A) determine whether a candidate is worthy of further consideration
B) fill the position
C) cut costs for the firm by reducing the need to for on-site interviews
D) develop a pool of applicants for future screening
51) Besides determining whether a candidate is worth further consideration,
college recruiters also seek to ________.
A) fill the position
B) develop a pool of applicants for future screening
C) attract good candidates
D) All of the above.
52) When it comes to on-campus recruiting, which of the items listed below
should be assessed by the campus recruiter?
A) motivation
B) commitment
C) appearance
D) All of the above.
53) One of the biggest challenges facing single parents in the job market is
________.
A) getting access to the Internet to search job sites
B) balancing work and family life
C) getting a sufficient salary
D) minimizing the commute to work
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54) Once a firm has a pool of applicants, the first step in pre-screening is the
________.
A) in-person interview
B) on-site visit
C) application form
D) recommendation from recruiters
55) Which of the following is not a type of information that could be illegal on
application forms?
A) education
B) experience
C) work stability
D) applicant’s age
56) Which of the following could be perceived as discriminatory when asked on
an employment application form?
A) race
B) religion
C) age
D) All of the above.
57) Mandatory alternative dispute resolution agreements require ________.
A) disgruntled employees to contact the local EEOC office prior to filing formal
complaints
B) applicants to agree to arbitrate certain legal disputes related to employment or
dismissal
C) applicants to take unpaid leaves of absence during employment disputes
D) applicants agree not to dispute decisions of the company regarding their
employment
58) There are ________ steps in expediting a job analysis process.
A) 4
B) 5
C) 6
D) 7
59) A job description has all of the following elements except:
A) what the job holder does.
B) how the job holder does it.
C) under what conditions a job is done.
D) All of the above are included in a job description.
60) A relationships statement in a job description may contain all of the following
except:
A) mentors.
B) reports to.
C) works with.
D) supervises.
61) The recruitment and selection process has ________ steps.
A) 6
B) 5
C) 4
D) 7
62) ________ planning is the process of deciding what positions the firm will
have to fill, and how to fill them..
A) Workforce
B) Selection
C) Recruitment
D) Replacement
63) A big question in an organization is whether to fill an opening from the inside
or with an outside candidate.
64) Job analysis produces information used for writing job descriptions and job
specifications.
65) The information gathered during a job analysis is used primarily for listing
what the job entails and what kind of people to hire for the job.
66) Conducting the job analysis is the sole responsibility of the HR specialist.
67) Interviewing is simple and lets workers report activities that might not
otherwise surface.
68) Observation as a data collection method in a job analysis is most appropriate
for jobs entailing a lot of mental activity.
69) Employers may provide employees pocket dictating machines and iPads to
record activities at random times of the workday.
70) A manager uses job description information to write a job specification that
lists the knowledge, abilities, and skills needed to perform the job.
71) Competency-based job analysis is more job-focused than traditional job
analysis.
72) Competency-based job analysis means describing the job in terms of the
observable competencies (knowledge, skills, and/or behaviors) that an employee
must have to do the job.
73) Recruitment efforts should be an integral part of a firm’s strategic planning
process.
74) Some job descriptions have a “standards of performance” section.
75) Personnel planning rarely utilizes techniques like ratio analysis or trend
analysis to estimate staffing needs.
76) A job description shows the reporting relationship of a job.
77) When it refers to filling jobs like that of a maintenance clerk, personnel
planning is called succession planning.
78) A job analysis is a result of job specifications.
79) “What are the major duties of your position?” is not a question used in a job
analysis interview.
80) Observing work is a valid means of analyzing a job that has a lot of mental
activity.
81) One step in gathering job analysis could be to briefly explain the job analysis
process and reason, and the participants’ roles in the process.
82) Interviews are not a method of collecting job analysis information,
83) Trend analysis assumes the productivity increases over time.
84) The assumption shared by both trend analysis and ratio analysis is that
productivity remains about the same from year to year.
85) Effective recruiting results in a large number of applicants.
86) Local newspapers or the Web are the best source for blue-collar help and
clerical employees.
87) Every state has a public, state-run employment service agency.
88) Contingent workers are primarily clerical positions filled with temps.
89) Employers have to formulate plans for attracting minorities and women,
including reevaluating personnel policies and developing flexible work options.
90) A question on an employment application form that requests the dates of
attendance and graduation from various schools may be illegal as it could reflect
an applicant’s age.
91) The EEOC is generally opposed to the use of mandatory alternative dispute
resolution agreements, which are required by many employers.
92) The O*NET system provides valuable job specification information for
untrained personnel only.
93) Explain why generating large applicant pools is not always desirable for a
firm. What implications exist for recruitment methods?
94) Why are current employees often the best source of candidates for vacant
positions?
95) Why do employers turn to private employment agencies for assistance in
recruiting? Provide at least four reasons for the use of such employment agencies.
96) Give examples of items that can be found in the working conditions and
physical environment section of a job description.
97) What are the advantages and disadvantages of using an employee referral
campaign for recruitment purposes?
98) What four types of information can be learned about a job candidate from the
application form?
99) Explain how job analysis provides information useful in recruitment and
selection, compensation, and performance appraisal.
100) What are the advantages and disadvantages of using interviews to collect job
analysis data?