Chapter 7—Recruiting, Selecting, Training and Developing Employees
MULTIPLE CHOICE
1. The Hu Dong Zhong Hua Shipbuilding Group of Shanghai offers its line workers courses tailored to
specific job skills. Hu Dong Zhong Hua is offering
a.
motivation.
b.
learning theory.
c.
development.
d.
training.
e.
orientation.
2. Which of the following would NOT be considered a traditional development activity?
a.
Teaching a problem-solving seminar for managers
b.
Requiring managers to take a time-management course
c.
Meeting with managers to inform them about overall organizational functions and strategies
d.
Teaching managers how to use a new management information system being implemented
e.
Conducting a class for managers on motivational theories and techniques
3. Ruth has been put in charge of assessing her firm’s training and development needs. Which activity
would NOT be a part of Ruth’s job?
a.
Conducting a needs analysis
b.
Doing a workforce analysis
c.
Setting training program goals
d.
Choosing to conduct training in-house or through outsourcing
e.
Determining training program content
4. Which of the following would NOT be considered an advantage of internal recruiting?
a.
It motivates existing employees to perform.
b.
It provides advancement opportunities to existing employees.
c.
It sustains organizational knowledge.
d.
It provides a strong force for cultural change.
e.
It prevents the ripple effect.
5. The second step in the selection process is to
a.
generate a pool of qualified applicants.
b.
gather information about the pool of qualified applicants.
c.
evaluate the qualifications of each applicant.
d.
make a decision regarding who is the best fit for a job.
e.
extend a job offer to an applicant.
6. Which of the following would be considered an advantage of external recruiting?
a.
It may stifle creativity and new ideas in the organization.
b.
It can cause the ripple effect.
c.
It may damage existing employees’ motivation.
d.
It can enhance organizational vitality and innovation.
e.
It sustains the existing organizational culture.
7. What is probably the MOST common method organizations use for internal recruiting?
a.
Referrals
b.
Job posting
c.
Union halls
d.
Walk-in applicants
e.
Supervisory recommendations
8. Alan frequently attends professional presentations and training seminars at his work location. 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 external search. Which recruiting method was used?
a.
Direct application
b.
Job posting
c.
Advertisements
d.
Word of mouth
e.
Supervisory recommendation
9. At which step in the selection process is information gathered about the candidates?
a.
Step one
b.
Step two
c.
Step three
d.
Step four
e.
Step five
10. In Spring 2003, the Seattle Mariners baseball team hired hitter Raul Ibanez. Which type of employment
test would be 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
11. If an organization wants to assess whether an applicant can actually perform a particular job, which
selection technique would BEST provide this assessment?
a.
Employment test
b.
Cognitive ability test
c.
Integrity test
d.
Work simulation
e.
Structured interview
12. Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the
organization. He notices one day on the bulletin board that a promotion opportunity in his work group is
available, so he decides to apply for the position. What type of recruiting method was used?
a.
Referral
b.
Job posting
c.
Direct applicant
d.
College recruit
e.
Word-of-mouth recruit
13. Which of the following external recruiting techniques is MOST associated with the goal of finding jobs
for unemployed individuals?
a.
Public employment agencies
b.
Private employment agencies
c.
Executive search firms
d.
College placement offices
e.
Job postings
14. Which external recruitment technique is typically targeted toward higher-level positions?
a.
Public employment agencies
b.
Headhunters
c.
Advertisements
d.
Private employment agencies
e.
College placement offices
15. 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 glamorous.
d.
a probationary work period.
e.
the opportunity for a job applicant to perform a job in advance of accepting it.
16. Which of the following errors is related to the initial meeting that occurs between an interviewer and
interviewee?
a.
First impression
b.
Contrast
c.
Similarity
d.
Nonrelevancy
e.
Inadequate knowledge of the job
17. 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 one or two highly qualified applicants for a job.
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.
18. Which of the following statements would be MOST appropriate as part of a realistic job preview for the
job of restaurant waiter?
a.
Exciting opportunity to learn skills that enable you to quickly start your own profitable
business.
b.
Hazardous exposure to dangerous chemicals and sharp equipment.
c.
You will have considerable autonomy and responsibility when performing your duties
outside of the organization.
d.
You will spend much of your work day on your feet.
e.
Chance to network with wealthy individuals and make valuable contacts for professional
positions.
19. Judd is a human resource manager responsible for creating a pool of qualified applicants from which his
employer can choose. Judd is involved in human resource
a.
alternative work arrangements.
b.
recruiting.
c.
selecting.
d.
planning.
e.
training.
20. Kraft Foods, which makes and distributes grocery products, uses online recruiting for sales personnel.
On its website, Kraft says, “A Sales Representative distributes, sells, and promotes Kraft products. You
are the primary link with retail customers and consumers. You execute company promotions, meet
inventory needs, and monitor the competition within your region. Most of your time is spent problem
solving with your customer to create a win-win solution.” Which of the following goals of recruiting is
Kraft trying to meet with this statement?
a.
Ensuring that applicants are qualified
b.
Selecting the best applicants for the job
c.
Providing an honest assessment of the job
d.
Generating fine distinctions between applicants
e.
Keeping the applicant pool at a reasonable size
21. The number years spent working in a profession is an example of which of the following basic selection
criteria?
a.
Education
b.
Competencies
c.
Experience
d.
Skills
e.
Abilities
22. A truck driving certification is an example of which of the following basic selection criteria?
a.
Education
b.
Competencies
c.
Experience
d.
Skills
e.
Abilities
23. An organizational recruiter tells prospective recruits that her company is active in environmental affairs.
What is the recruiter doing?
a.
Encouraging recycling by recruits
b.
Signaling organizational values to improve fit
c.
Giving a realistic job preview to recruits
d.
Communicating the organization’s strict environmental policies
e.
Warning new recruits that they will be required to perform community service as part of
their jobs
24. Which selection criteria more directly relate to 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
25. Futurekids is a Los Angeles-based educational technology firm that provides professional development
training for teachers. What is a benefit that Futurekids’ clients are likely to experience?
a.
The trainers will be very familiar with the firm and its work environment.
b.
Course content is developed to meet the specific needs of the individual client.
c.
Professional trainers are skilled and highly qualified, providing a high-quality product.
d.
Outsourced training is likely to be much less expensive than comparable in-house training.
e.
Clients will have the maximum flexibility in scheduling the training.
26. Which is the following is a disadvantage of external recruiting?
a.
hurts a company’s ability to attract management talent
b.
may foster stagnation
c.
may hurt motivation
d.
brings in new ideas
e.
prevents new ideas
27. Which of the following is a disadvantage of internal recruiting?
a.
hurts a company’s ability to hire management talent
b.
may foster stagnation
c.
may hurt motivation
d.
brings in new ideas
e.
increases turnover
28. ____ enable recruiters to utilize both internal and external perspectives.
a.
Realistic job previews
b.
Internships
c.
Headhunters
d.
Private employment agencies
e.
Advertisements
29. The evaluation of applicant qualifications is part of which step of the selection process?
a.
Step 1
b.
Step 2
c.
Step 3
d.
Step 4
e.
Step 5
30. Gathering applicant information is part of which step of the selection process?
a.
Step 1
b.
Step 2
c.
Step 3
d.
Step 4
e.
Step 5
Scenario 7.1
Brilliance is a management consulting firm that has offices in six large Midwestern cities: Chicago,
Detroit, Milwaukee, Minneapolis, St. Louis, and the headquarters, Kansas City. 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 enough consultants to fully staff all projects. The firm
prefers to hire business managers with about 3 to 10 years’ 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 be able 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 most troubling, the head of Brilliance, Indira
Chaudhuri, is in her late sixties. She has not yet announced any retirement plans, but she also has not
identified anyone to assume her role when she does retire.
31. Refer to Scenario 7.1. Which of the following techniques would be 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.
None of these
32. 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 will all be residents of communities near Brilliance offices.
d.
The cost of recruiting will increase sharply.
e.
The diversity of applicants will decline.
33. Refer to Scenario 7.1. Mr. Walker is analyzing the strengths and weaknesses, skill levels, and motivation
of his current consultants. What is Mr. Walker doing?
a.
Transfer of training
b.
Setting training goals
c.
Determining training content
d.
Needs analysis
e.
Workforce analysis
34. Refer to Scenario 7.1. Which of the following recruiting techniques would be MOST likely to help
Brilliance hire staff with better high-tech skills?
a.
Job posting
b.
Recruiting consultants
c.
Private employment agencies
d.
Advertisements
e.
Word of mouth
35. 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.
Electronic recruiting
TRUE/FALSE
36. Training focuses more readily on building an employee’s skills to match the current job situation.
37. Development focuses more readily on building generalized skills that enhance performance in future
jobs.
38. The first step in assessing training and development needs involves setting training and development
goals.
39. The Social Security Act of 1935 specified that private employment agencies are part of the recruiting
process.
40. Headhunters are usually utilized for high-level management and executive positions.
41. Education is the formal classroom training that an individual has received.
42. All questions on an employment application must relate to an individual’s ability to perform the job.
43. Selection is the process of developing a pool of qualified applicants who are interested in working for the
organization and from which the organization might reasonably select the best individual or individuals
to hire for employment.
44. An individual working for an executive search firm is also known as a headhunter.
45. Research indicates that unstructured interviews are the best predictors of subsequent job performance.
SHORT ANSWER
46. What is the fundamental goal of training and development? Explain how training helps organizations to
achieve that goal. Explain how development aids in achieving that goal.
47. Briefly describe four techniques commonly used for external recruiting.
48. What is a realistic job preview? What benefits may it provide?
49. Describe the steps involved in the selection process.
50. Describe the various kinds of employment tests and the information that employers expect to gain from
their use.