Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Chapter 10: Recruitment and Selection in an Internet Context
Test Bank
Multiple Choice
1. What has the research consistently found regarding the cost of online recruitment?
a. Online recruiting methods are considerably less costly than traditional recruiting
methods.
b. Online recruiting and traditional recruiting methods are equally costly.
c. Traditional recruiting methods are cheaper than online recruiting methods.
d. none of these
2. According to the research, which population(s) tend to prefer online recruiting?
a. college students
b. older workers
c. Hispanics
d. women
3. Which of the following statements is most accurate?
a. In the U.S., over 90% of large companies use the Internet to recruit applicants.
b. In the U.S., over 50% of large companies use the Internet to recruit applicants.
c. In the U.S., less than 75% of large companies use the Internet to recruit applicants.
d. In the U.S., approximately 33% of large companies use the Internet to recruit
applicants.
4. Decades of assessment research has found ______ can, on average, predict
success virtually as well as simulations.
a. years of education
b. training and experience ratings
c. personality tests
d. general cognitive ability tests
5. Mode of administration (paper or computer) of assessments will not likely impact
scores for ______ but will likely influence scores for ______.
a. speeded tests; power tests
b. power tests; speeded tests
c. cognitive tests; personality tests
d. speeded tests; cognitive tests
6. According to Cascio (1991), which of the following is NOT a way of defining the
quality of a job candidate?
a. the proportion who are successful on the job
b. the average numeric value of an outcome of interest (such as number of products
sold or customers served)
c. the dollar amount of benefit resulting to the organization (such as the annual increase
in revenue)
d. the degree of how positive a job evaluation is written by an immediate supervisor
7. Which of the following is NOT a recruiting process objective discussed in the text?
a. cost
b. speed of filling job vacancies
c. satisfaction and retention rates
d. recruitment budget
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
8. The goal of the ______ function is to identify, attract, and hire the most qualified
people.
a. recruitment
b. marketing
c. training and development
d. none of these
9. According to survey research, what percentage of large organizations consider online
recruitment a more effective means than any other traditional method of recruitment?
a. 50%
b. 90%
c. 40%
d. 20%
10. The ______ is best described as “the employees’ beliefs about the reciprocal
obligations and promises between them and their organizations.”
a. psychological contract
b. employee contract
c. HR contract
d. none of these
11. A(n) ______ is best described as “when an applicant is given positive and negative
attributes of a job they are applying to see if this job is truly what they desire or thought
it was.”
a. realistic job preview
b. online recruitment message
c. recruiter interview
d. none of these
12. ______ are best described as “job-related decision making tools that provide
information about candidates that organizations use to make choices about their
people.”
a. Tests and assessments
b. Work simulations
c. Recruitment interviews
d. none of these
True/False
1. In the United States, over 90% of large companies use the Internet to recruit
applicants for job openings.
2. Online recruitment can decrease cycle time and increase the efficiency of the process
by allowing organizations to spend less time gathering and sorting data.
3. The availability of particular information (i.e., advancement opportunities and salary)
will not likely impact applicants’ attraction to organizations.
4. The fulfillment of the psychological contract could lead to a long and productive
relationship for both the employee and employer, where satisfaction and retention rates
could be increased.
5. A company’s employment brand can do little to aid in the attraction of applicants to
your website.
6. One problem with online recruitment is that it may attract job hoppers.
7. College students tend to prefer online recruitment over other recruitment sources.
8. Males generally have more computer anxiety and lower computer self-efficacy than
females.
9. Older individuals (55 or above) tend to have higher computer self-efficacy than
younger adults.
10. Online recruitment may have a negative impact on the extent to which organizations
are able to attract women, older workers, and some minorities.
11. The extent to which the website is usable or not has been referred to as website
usability.
12. Content information can be defined as the overall ease with which a user can
browse through multiple webpages to locate topics of interest.
13. Navigability refers to the degree to which the website hosts relevant information that
the user deems valuable and informative in nature.
14. Aesthetic features represent the overall stylistic or innovative features of a website,
such as contrasting colors, pictures, animation, and playfulness that keep the user
engaged while navigating through multiple webpages.
15. Applicant perceptions of website content and style have been found to be positively
related to organizational attraction.
Essay
1. How may HR demonstrate the value of a selection system?
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
2. List and describe four reasons why assessment is important for HRIS.
3. Please define and explain the importance of recruitment webpage navigability.
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
4. What is the goal of the recruitment function?
5. The textbook offers several research-based guidelines on the effective design and
use of online recruitment strategies. Please list five of the suggestions offered in the
textbook.
6. Please discuss the primary purpose of antidiscrimination laws in regard to selection.
7. Please discuss what is meant by adverse impact.
8. What are some of the characteristics of an EFFECTIVE online recruiting website?
Please discuss in some detail.
9. What recruiting objectives are being met through the use of online recruitment?
10. What are some of the technological issues that arise through the use of technology
in the function of selection?
