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C. specific recruits
D. self-selected recruits
53. ______ is probably the most obvious constraint on recruiting.
A. Communication
B. Money
C. Distance
D. Benefits
54. The ______ is one of the primary factors responsible for an applicant showing
interest in an organization and its jobs.
A. hierarchy
B. structure
C. workflow
D. recruiter
55. ______ is the intention and ability to listen to others, use the content and context of
the communication, and respond appropriately.
A. Passive listening
B. External listening
C. Internal listening
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D. Active listening
56. In recruiting, the acronym RJP stands for ______.
A. reasonable job preview
B. realistic job performance
C. realistic job preview
D. reasonable job performance
57. Geneva is one of the best recruiters at Acme Global. What makes Geneva so
successful is her ability to hear the words recruits are saying as well as understand the
context of the conversations. Geneva is good at ______.
A. realistic job previews
B. active listening
C. selection
D. appraisal
58. A ______ is a review of all of the tasks and requirements of the job, both good and
bad.
A. day-to-day job preview
B. external job preview
C. realistic job preview
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D. preview job review
59. Acme Corporation is hiring a translator. The job advertisement reads, in part, “In
meetings, translate messages simultaneously into specified languages with a high
degree of accuracy while dealing with difficult people who are frustrated by their lack of
ability to communicate directly with others in the meeting.” This type of job
advertisement would be considered a ______.
A. high-yield advertisement
B. dispatch preview
C. realistic job preview
D. precise advertisement
60. ______ is a calculation of how many people make it through the recruiting step to
the next step in the hiring process.
A. Labor market
B. Yield ratio
C. Recruiting
D. Listening
61. In hiring his new assistant, Jayesh calculates the ______ by comparing how many
applications he received to how many of the applicants were qualified.
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A. yield ratio
B. cost per hire
C. time required to hire
D. new hire turnover
62. A job advertisement for a pizza delivery driver yielded 50 applications. Of those, 10
were disqualified because they did not have a driver’s license. The yield ratio on the
advertisement was ______ percent.
A. 10
B. 20
C. 40
D. 80
63. A job advertisement for a barista yielded 100 applications. Of those, 60 had the
basic qualifications required for the job. The yield ratio on the advertisement was
______%.
A. 10
B. 20
C. 40
D. 60
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64. ______ is a measure of how much it costs to get each person hired.
A. Time to hire
B. Hire turnover
C. Cost per hire
D. Recruiting
65. Kolthida added up all her expenses for hiring six new logisticians, including
advertising costs, relocation costs, and interview costs. She divided the total costs by
six to get the ______.
A. new hire performance
B. cost per hire
C. time required to hire
D. yield ratio
66. It cost Acme Global $10,000 to hire five new biofuels processing technicians. The
cost per hire was ______.
A. $10,000
B. $5,000
C. $2,000
D. $1,000
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67. ______ is how many days/weeks/months it takes to get someone hired into an open
position.
A. New hire performance
B. Cost per hire
C. Time required to hire
D. Yield ratio
68. Austin placed an advertisement for a new assistant on November 1. He hired Paul
on December 1. His ______ was 30 days.
A. new hire performance
B. cost per hire
C. new hire turnover
D. time required to hire
69. Acme began advertising for a new energy auditor on May 1. The position was filled
on August 1. The time to hire was ______ days.
A. 31
B. 82
C. 92
D. 100
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70. Given new hire turnover, employee ______ remains a critical issue for organizations
and HR managers.
A. rejection
B. retraining
C. retention
D. regression
71. Last year, Acme Global hired 25 customs brokers. At the end of the year, only 10
were still working for the organization. The organization’s new hire turnover was
______%.
A. 20
B. 40
C. 60
D. 80
72. Last year, Acme Global hired 25 petroleum engineers. At the end of the year, 20
were still working for the organization. The organization’s ______ was 20%.
A. new hire performance
B. new hire retention
C. yield ratio
D. new hire turnover
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73. Patrick just completed the performance appraisals of three new statisticians. On the
company’s 4-point grading scale, the average score for the three statisticians was 3.0.
The average of all statisticians in the organization was 3.5. The new recruits’ ______
was 14% below average.
A. new hire performance
B. time required to hire
C. cost per hire
D. new hire turnover
74. Feliks, a new recruit at Acme Global, just received his first performance appraisal.
He scored a 4.5 out of 5. The average employee at Acme Global scores 4.0. In other
words, Vincent is ______% above average.
A. 7.5
B. 11
C. 12.5
D. 15
75. Acme Global hired 20 new auditors last year. The average performance appraisal of
the new auditors was 4.4 (on a 5-point scale). The average for other auditors in the
organization was 4.0. The new recruits’ performance is ______% above average.
A. 5
B. 10
C. 15
D. 20
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76. Millennials tend to value ______ much more than Gen Z does.
A. individualism and competitiveness
B. pay and job security
C. stability
D. teamwork
77. Millennials tend to value ______ much more than Gen Z does.
A. mobility
B. pay and job security
C. stability
D. individualism and competitiveness
78. While they have many differences, millennials and members of Gen Z both value
______.
A. individualism and competitiveness
B. pay and job security
C. teamwork
D. transparency
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79. While they have many differences, millennials and members of Gen Z are both
comfortable with ______.
A. there being winners and losers
B. making quick decisions
C. staying with an organization for 10 years or more
D. making a living over making a difference
80. Side hustles are a way of life to Gen Z. This relates to their ______ characteristic.
A. individualism and competitiveness
B. pay and job security
C. stability
D. you don’t own me
81. The personal characteristic of ______ refers to a person’s passion and
perseverance for long-term goals.
A. teamwork
B. stability
C. grit
D. personality
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True/False
1. Recruiting is the actual first step in matching employees to jobs.
2. An organization engaged in selection is either trying to get people inside the company
to apply for different job openings or to get outsiders to join the company
3. The labor market is the external pool of candidates from which an organization draws
potential employees.
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4. “Can we find the right number and types of employees if we recruit locally?” is the
first question an organization should ask when considering expanding the reach of
recruiting efforts.
5. Internal recruiting involves recruiting current employees or people the employees
know.
6. The recruiting method of employee referrals involves encouraging employees to
recommend friends and relatives for positions.
7. In a realistic job preview, the candidate is given both good and bad information about
the tasks and requirements of the job.
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8. Cost to hire is a calculation of how many people make it through the recruiting step to
the next step in the hiring process.
9. Millennials tend to value flexible schedules and mobility much more than Gen Z does.
10. The personal characteristic of grit refers to a person’s passion and perseverance for
long-term goals.
Essay
1. Describe the primary goal of the recruiting process.
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2. Describe the major external forces that impact the recruiting process.
3. Describe the main considerations an organization should address before recruiting.
4. Describe the major advantages and disadvantages of internal recruiting.
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5. Describe the major advantages and disadvantages of external recruiting.
6. Besides money, what are some of the major challenges and constraints in the
recruiting process?
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7. Describe the basic methods available to evaluate the recruiting process: yield ratio,
cost per hire, and new hire turnover.
8. Why is it important to analyze the performance of new hires and compare it to
organizational norms?
9. Describe the expectations of Millennials and Generation Z when it comes to work and
jobs.
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10. What is “grit” and why is it important in recruiting?