CHAPTER 5—EXPANDING THE TALENT POOL: RECRUITMENT AND
CAREERS
TRUE/FALSE
1. Most American clothing makers have outsourced or offshored work because the quality of the items
produced is much greater when manufactured outside the United States.
2. Surprisingly, recruiting strategies and their effectiveness generally remain constant over time.
3. Applicants who find employment through an employee referral tend to be a problem because they tend
to quit more often.
4. Advertisements can allow selectivity in attracting applicants.
5. There is a correlation between the accuracy and completeness of an advertisement, and recruitment
success.
6. Often, applicants will respond to an advertisement even if they don’t meet the job requirements.
7. Organizations can improve employee referrals by paying a commission, celebrate program successes,
and measure the results.
8. Educational institutions are typically a source of young applicants with formal training but relatively
little full-time work experience.
9. For technical and managerial positions, community colleges are generally the primary source of
recruitment.
10. Recruiters sent to college campuses must be properly trained and prepared to talk to candidates about
their company and job requirements of specific openings.
11. Labor unions can be a recruiting source for some professional job openings.
12. Professional employer organizations lease employees to firms and perform all the HR duties including
hiring, payroll, performance appraisal, and benefits administration.
13. Unlike temporary help agencies, which supply workers for only limited periods, employee-leasing
companies place their employees with subscribers on a permanent basis.
14. Yield ratios can help indicate which recruitment sources are most effective at producing qualified job
candidates.
15. Yield ratios should be calculated for each recruiting source.
16. The effectiveness and attractiveness of recruiters is often the main reason why applicants select one
organization over another.
17. A recruiter’s job is to ‘sell’ applicants on the organization, but they have no influence on their decision.
18. The realistic job preview informs applicants about all aspects of the job, including both its desirable
and its undesirable facets.
19. Realistic job previews not only reduce turnover, but also reduce job satisfaction.
20. It is not uncommon for firms to attempt to gain secrets from their competitors by hiring away their
employees.
21. External labor markets are those where workers are hired into entry-level jobs and higher levels are
filled from within.
22. China and India are heating up the competition for talent as firms there attempt to staff the burgeoning
high-tech industries in these nations.
23. “Stickiness” refers to a company’s efforts to help existing and prospective workers understand why it
is a desirable place to work.
24. Job posting and bidding can be done via bulletin boards, intranet, and electronic notification.
25. Skill inventories are an important tool for succession planning.
26. At least one research study has found that managers often hire external candidates rather than promote
their current employees because they have a tendency to overvalue unfamiliar candidates and
undervalue known ones.
27. Trade schools can be a good source of applicants for even high-level positions within organizations.
28. Individual employees are responsible for initiating their own career planning.
29. It is the responsibility of the employee to identify his or her own knowledge, skills, abilities, interests,
and values and to seek out information about career options in order to set goals and develop career
plans.
30. If career development is to succeed, it must receive the complete support of top management.
31. Mentoring is one important indicator of management support in career development.
32. Advertising job openings on websites and in newspapers and trade journals is a common way to attract
candidates.
33. Lines of advancement within an organization are commonly referred to as career paths.
34. Even when a job opening is described thoroughly in an advertisement, many unqualified applicants
will still apply.
35. Walk-in job seekers seeking jobs that pay hourly wages are common in larger organizations.
36. Many successful individuals find that their career paths are due to their circumstances rather than
planning.
37. Relocation services help terminated employees find a job elsewhere.
38. Outplacement services help terminated employees find a job elsewhere.
39. Dual career paths provide for progression in special areas with compensation that is comparable to that
received by managers at different levels.
40. Taking a job as a manager may result in a professional employee being promoted out of something
they were good at.
41. In a boundaryless career, individuals see themselves as free agents who move proactively from
employer to employer.
42. Looking on the Internet is the most commonly used search tactic by job seekers.
43. Career planning workbooks are popular means of helping employees identify their potential.
44. Passive job seekers are people who are not looking for jobs, but could be persuaded to take new ones
given the right opportunity.
45. Some organizations make career counseling a part of the annual performance appraisal.
46. Fast-track programs were initiated in some organizations as a way to retain young managers with high
potential.
47. Legally, a mentor should be used exclusively for career development purposes.
48. Mentoring functions can be formal or informal.
49. Career networking is a formal process conducted by mentors outside the employee’s organization.
50. Some surveys show that text messaging is the most popular type of e-recruiting.
51. The glass ceiling represents practical barriers to entry-level employment for women and minorities.
52. Glass ceiling reviews are conducted by the Dept. of Labor and are lists of companies that hinder
upward mobility of women and minorities.
53. Glass ceiling audits avoid or prevent fines by government.
54. A major problem women face in employment is managing both a managerial career and a family.
55. Job sharing, flextime, extended leave, and alternative career paths are ways to accommodate family
needs.
56. Internship programs may be one approach to helping minorities prepare for management careers while
they are still in college.
57. Approximately 45 to 50 percent of the adult population lack the reading and writing abilities needed to
handle the minimal demands of job performance.
58. Retirees seldom return to work for their previous employers.
59. The accommodation that management makes most frequently to dual-career couples is to offer flexible
working schedules.
60. Women’s networks have actually had a detrimental effect on the advancement of women.
MULTIPLE CHOICE
1. ____ is a labor market in which workers are hired into entry level jobs and higher levels are filled from
within.
a.
Internal labor markets
b.
External labor markets
c.
Global sourcing
d.
Outsourcing
2. ____ is the business practice of searching for and utilizing goods sources from around the world.
a.
Global sourcing
b.
Offshoring
c.
Outsourcing
d.
World marketing
3. Many manufacturers have located to the South because
a.
lower-cost labor is plentiful there and unions are less prevalent than they are in the
North.
b.
there are many high-tech companies in the region.
c.
the top computer science schools in the nation are located there.
d.
there is an abundance of surplus labor.
4. A factor in determining the choice of outside sources from which to recruit applicants is/are:
a.
legal requirements
b.
the cost-per-hire of the firm’s job posting system
c.
the job identification
d.
the firm’s success in achieving its employee diversity goals
5. There is a correlation between the recruitment success of the organization and:
a.
formal vs. informal recruitment sources
b.
the accuracy and completeness of advertisements
c.
affirmative action goals
d.
unsolicited applications and resumes
6. Use of the Internet for recruiting:
a.
is popular with job seekers, but not recruiters
b.
is popular with recruiters, but not job seekers
c.
is cheaper and easier, but less effective than other methods
d.
is the most commonly used search tactic by job seekers
7. Which of the following is NOT a form of internal recruiting?
a.
job postings
b.
performance appraisals
c.
mobile recruiting
d.
skill inventories
8. This recruitment source could lead to charges of inbreeding and the possible violation of EEO
regulations:
a.
educational institutions.
b.
newspaper ads.
c.
employee referrals.
d.
job posting.
9. Executive search firms:
a.
help employers find the right people for jobs
b.
charge a fee to job candidates only after they accept a job
c.
lease executive level employees to organizations on both long and short term basis
d.
advertise only in trade magazines
10. Instead of helping job seekers find the right job, these organizations concentrate on helping employers
find the right person for a job.
a.
public employment agencies
b.
labor unions
c.
private employment agencies
d.
executive search firms
11. The success of college campus recruiting can be weakened by all of the following except:
a.
recruiters not trained to talk to interested candidates
b.
failure to follow up on individual prospects
c.
limiting visits to highly selected campuses
d.
visiting too many campuses
12. Public employment agencies may help employers by providing all of the following services except:
a.
employment testing.
b.
human resource planning.
c.
job analysis.
d.
community wage surveys.
13. Private employment agencies:
a.
commonly charge a flat placement fee
b.
commonly charge only the employer a fee
c.
commonly specialize in providing services for a specific occupational area
d.
commonly provide services only to college graduates
14. Which of the following is NOT one of Marriott’s recruiting principles?
a.
Build the employment brand.
b.
Get it right the first time.
c.
A caring workplace.
d.
Bring in new blood.
15. Which of the following is a warning sign of a weak talent bench?
a.
Key positions are filled quickly.
b.
Key positions are filled internally.
c.
Replacements for positions often are unsuccessful in performing their new duties.
d.
Promotions are made objectively.
16. Just-in-time staffing refers to:
a.
maintaining a core staff of employees that is augmented by a highly skilled supplementary
workforce.
b.
replacing employees with capital equipment.
c.
having employees work rotating shifts.
d.
having employees report to work at the same time when raw materials arrive.
17. Unlike temporary help agencies, employee-leasing companies:
a.
place employees with subscribers on a permanent basis.
b.
require subscribers to pay benefits.
c.
prevent subscribers from laying off employees.
d.
allow subscribers to lower their employment requirements.
18. For each vacant position, HR staff and managers typically review ___________ resumes.
a.
20 to 100
b.
15 to 50
c.
10 to 20
d.
1 to 8
19. ____ is the most commonly used search tactic by job seekers and recruiters to get the word out about
new positions.
a.
Social networking
b.
Mobile recruiting
c.
The Internet
d.
Newspaper advertising
20. The approach to recruitment that informs applicants about all aspects of the job including both
desirable and undesirable facets is called:
a.
honesty recruiting.
b.
the realistic job preview.
c.
balance recruiting.
d.
negative/positive job assessment.
21. The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job
position include all of the following except:
a.
improved job satisfaction.
b.
reduced voluntary turnover.
c.
realistic job expectations.
d.
enhanced expectations and aspirations.
22. ____ are people who are not looking for jobs but could be persuaded to take new ones given the right
opportunity.
a.
Passive job seekers
b.
Transient employees
c.
Global people
d.
Expendable labor
23. Some surveys show __________ is the most popular type of e-recruiting.
a.
social networking
b.
e-mail
c.
text messaging
d.
fax
24. A 2010 study by the Kessler Foundation and National Organization on Disability (NOD) found that
whereas 85 percent of adults without disabilities access the Internet, only ______ of adults with
disabilities do.
a.
54 percent
b.
39 percent
c.
24 percent
d.
9 percent
25. ____ is/are the way most job positions are filled.
a.
Advertising
b.
The Internet
c.
Word-of-mouth recommendations
d.
Text messaging
26. According to the ASA model, which of the following is NOT a reason that some researchers have
found organizational inbreeding occurs?
a.
Attraction
b.
Appraisal
c.
Selection
d.
Attrition
27. The practice of hiring relatives is known as:
a.
Family based hiring
b.
Inverted familial diversification
c.
Re-recruiting
d.
Nepotism
28. The fees charged by search firms can range anywhere from _____ percent of the annual salary for the
position to be filled.
a.
5 to 20
b.
25 to 40
c.
45 to 60
d.
75 to 100
29. ____ is the process of keeping track of and maintaining relationships with former employees to see if
they would be willing to return to the firm.
a.
Nepotism
b.
Rerecruiting
c.
Appraisal longevity
d.
Projected appraising
30. ____, with their various types of specialized training, can provide candidates for technical jobs.
a.
Community colleges
b.
High schools
c.
Universities
d.
Community organizations
31. ____ of the fifty U.S. states maintain an employment agency that administers its unemployment
insurance program.
a.
A few
b.
About half
c.
The majority
d.
All
32. Which of the following is NOT among the largest private employment agencies?
a.
Manpower.
b.
Kelly Services.
c.
Shelter Staffing Service.
d.
Olsten.
33. The means by which organizations can assess and weigh the knowledge and skills that each of its jobs
requires is ____.
a.
competency analysis
b.
job development assessment
c.
skill inventory
d.
human capital mapping
34. The lines of advancement for an individual within an organization are known as:
a.
career paths.
b.
job progressions.
c.
career lines.
d.
job paths.
35. The placement of an employee in another job at a higher level in the organization with an increase in
pay and status is known as a:
a.
job enlargement.
b.
transfer.
c.
promotion.
d.
job rotation.
36. The three principal criteria for determining promotions are:
a.
seniority, salary, and skills.
b.
knowledge, skills, and salary.
c.
seniority, knowledge, and luck.
d.
merit, seniority, and potential.
37. The placement of an employee in another job for which the duties, responsibilities, status, and
remuneration are approximately equal to those of the previous job is known as a:
a.
promotion.
b.
transfer.
c.
lateral move.
d.
job rotation.
38. Services that are offered to employees who are being transferred to different locations are known as:
a.
outplacement services.
b.
relocation services.
c.
transfer services.
d.
adjustment services.
39. Outplacement services are:
a.
useful methods of attracting individuals into a career.
b.
designed to help terminated employees find a job elsewhere.
c.
rarely given to executive employees.
d.
vital parts of any career management system.
40. Employability refers to:
a.
the skills and support needed to find a job
b.
the process of de-selecting candidates not suited to a particular position
c.
completing assessment center activities
d.
organizational benefit from developing a training program
41. A boundaryless career model depends on each of the following except:
a.
learning new skills
b.
developing new relationships
c.
capitalizing on skills and relationships
d.
developing free agents within the organization
42. Stages of career development include organizational entry, early career, midcareer, late career, and
____.
a.
post career
b.
preparation for work
c.
retirement
d.
career re-entry
43. The career stage that is devoted to soliciting job offers and selecting an appropriate job is:
a.
preparation for work.
b.
organizational entry.
c.
early career.
d.
job seeking.
44. According to the Bureau of Labor Statistics, amid the worst part of the last economic recession, the
number of temporary employees increased ____.
a.
29 percent
b.
46 percent
c.
67 percent
d.
81 percent
45. Career plateauing occurs because:
a.
economic conditions remove promotional opportunities
b.
either organizational or personal reasons reduce or remove the probability of moving up
the career ladder
c.
employees are given opportunities for lateral growth where advancement does not exist
d.
negative performance appraisals remain in the employee’s file
46. A ‘life plateau’ occurs when:
a.
people allow work or another factor to become the most significant aspect in their lives,
but no longer have success in that area
b.
no more promotional opportunities exist
c.
people become bored with their job because they know it too well
d.
people retire
47. Internal barriers to career development include:
a.
long term focus
b.
multiple career pathways within the company
c.
rigid job specifications
d.
clear succession plans
48. The advantage of career planning workshops over workbooks is that workshops provide for:
a.
discussing concerns with others in similar situation.
b.
studying job demands.
c.
obtaining job information.
d.
determining potential.
49. Which of the following is a popular method that managers use to help employees identify their
potential and the strength of their interests?
a.
career planning workshops
b.
informal counseling
c.
fast-track programs
d.
assessment centers
50. Career counseling involves talking with employees about all of the following except:
a.
their current job activities and performance.
b.
their past career decisions.
c.
their personal and career interests and goals.
d.
their personal skills.
51. A program that provides for a relatively rapid progression through a number of managerial positions is
known as a:
a.
management development program.
b.
fast-track program.
c.
career advancement program.
d.
mentoring program.
52. Executives who coach, advise, and encourage individuals of lesser rank are referred to as:
a.
executive coaches
b.
mentors
c.
role models
d.
leaders
53. The Society for Human Resource Management reports that companies with fewer than fifty employees
can save anywhere from _____ in time and labor costs annually by hiring a professional employer
organization.
a.
$100,000 to $1 million.
b.
$50,000 to $500,000
c.
$10,000 to $100,000
d.
$5,000 to $50,000
54. Under a good mentor, learning focuses on all of the following except:
a.
goals.
b.
opportunities.
c.
expectations.
d.
techniques.
55. For what reason should a person seeking a mentor research the potential mentor’s background?
a.
to prevent negligent hiring
b.
to find someone to introduce you to the mentor
c.
so that it will be easier for both of you to establish a relationship
d.
to learn their weaknesses
56. Career networking relationships:
a.
are another name for mentoring
b.
are more permanent than mentoring
c.
are often connected across many different organizations
d.
provide information on professional trends, but not jobs or other opportunities
57. An informal network of interpersonal relationships that has traditionally provided a means for senior
members of the organization to pass along career tips to junior members is:
a.
a mentoring network.
b.
the women’s network.
c.
the career network.
d.
the good old boys’ network.
58. If 100 resumes were obtained from an employment agency and seventeen of the applicants submitting
those resumes were invited for an on-site interview, the yield ratio for that agency would be _____.
a.
100 percent
b.
83 percent
c.
34 percent
d.
17 percent
59. The artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from
advancing upward in their organizations into management positions refer to:
a.
labor barriers
b.
the glass ceiling
c.
barriers to entry
d.
trade barriers
60. In performing a glass ceiling review to assess equal access, the Department of Labor looks for all of
the following except:
a.
upper-level special assignments.
b.
desirable compensation packages.
c.
stability in middle-level managerial positions.
d.
international assignments.
61. A program that offers students an opportunity to learn the job and gain hands-on experience while they
are still in college is known as a/an:
a.
outplacement program.
b.
internship program.
c.
young mentors program.
d.
college training program.
62. A downward transfer is known as:
a.
lateral regression
b.
relocation
c.
demotion
d.
nepotism
63. The area of employment that is slowest to respond to affirmative action appeals is:
a.
the advancement of women to top management positions
b.
the advancement of minorities to middle and top management positions
c.
the advancement of female single parents
d.
the advancement of minorities to first level supervisor
64. A ____ occurs when a person has learned a job too well and is bored with day-to–day activities.
a.
life plateau
b.
content plateau
c.
structural plateau
d.
sabbatical
65. With respect to recruiting disabled employees, all of the following are true except:
a.
the greatest numbers of disabled have impairments that are hearing, vision, or back related
b.
physical disabilities may limit only certain job requirements
c.
the superior performance attributed to the disabled is because of low expectations
d.
the majority of disabled that do not work would like to
66. A _____ marks the end of promotions.
a.
content plateau
b.
structural plateau
c.
life plateau
d.
sabbatical
67. Illiteracy in the United States is:
a.
declining.
b.
remaining stable.
c.
increasing.
d.
not a major concern to employers.
68. Organizations like to hire older workers because:
a.
they have proven employment experience.
b.
they learn faster.
c.
they are more willing to relocate.
d.
they do not require medical benefits.
69. Retirees often return to their old employers because:
a.
they cannot afford their retirement lifestyle
b.
the Age Discrimination Act has eliminated mandatory retirement ages
c.
the employers request them to
d.
despite the negative effect on their work groups, they have knowledge the employers need
70. Couples in which both members follow their own careers and actively support each other’s career
development are known as:
a.
dual-working couples.
b.
modern-day couples.
c.
corporate couples.
d.
dual-career couples.
71. The most frequent organizational accommodations made to dual-career couples are:
a.
flextime working schedules.
b.
parental leave policies.
c.
policies that allow work to be performed at home.
d.
day-care facilities.
72. A major problem that dual-career couples face is:
a.
the need for childcare.
b.
the threat of relocation.
c.
emotional stress.
d.
the greater possibility of divorce.
73. ______________ organizational structure within firms means that there are fewer positions for
promotions.
a.
Taller
b.
Flatter
c.
Simpler
d.
Organic
74. Some labor unions maintain ______________ that provide a supply of job applicants.
a.
applicant rosters
b.
employee rolls
c.
service centers
d.
hiring halls
ESSAY
1. What can managers do to improve the effectiveness of external recruitment?
2. Compare and contrast the advantages of internal and external sources of recruitment.
3. Describe the basic conditions that must be present if a career development program is to be successful.
ANS:
4. Describe the five stages of career development, particularly stages one and two, and briefly describe
what stages three through five have in common.
5. Discuss some of the characteristics of a good mentor.
6. Recommend some guidelines to an employee seeking a mentor.
7. Career development programs often contain segments designed to further the advancement of special
groups within an organization. Briefly discuss some of the ways employers can facilitate the career
development of women.
ANS:
8. How may retirees participate in the work force? How can employers accommodate them?
9. What are common difficulties faced by dual-career couples?