Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Chapter 5: Recruiting Job Candidates
Test Bank
Multiple Choice
1. The main goal of the recruiting process is to ______.
A. hire the best candidate for the job
B. create a “reasonable pool” of candidates
C. hire someone to fill the position that needs to be filled
D. find the maximum number of candidates so you can hire the best
2. Kyle advertised Acme Global’s need for carpenters in a local newspaper, hoping to
create a reasonable pool of qualified candidates. Kyle’s actions represent ______.
A. selection
B. hiring
C. recruiting
D. appraising
3. Human resource managers begin the talent ______ process after determining hiring
needs through the forecasting process and completing job analysis.
A. design
B. retraining
C. elimination
D. acquisition
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
4. The actual first step in matching employees to jobs is ______.
A. retraining
B. redesign
C. recruiting
D. rehiring
5. In ______, the organization is either trying to get people inside the company to apply
for different job openings or to get outsiders to join the company.
A. redesigning
B. recruiting
C. retraining
D. rehiring
6. A good rule of thumb for the initial applicant pool might be to find about ______
people who want to be a part of the organization for each opening.
A. 50–100
B. 1–5
C. 5–8
D. 15–25
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
7. Cutting the initial applicant pool to ______ applicants is a reasonable number of
people from whom to choose your next employee.
A. 1 or 2
B. 4 or 5
C. 8 to 12
D. 12 to 15
8. An organization may get more or fewer applicants than it wants if it does not target its
______ correctly.
A. recruiting
B. training
C. retraining
D. designing
9. ______ is the process of creating a reasonable pool of qualified candidates for a job
opening.
A. Retraining
B. Rehiring
C. Yield Ratio
D. Recruiting
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
10. ______ is the external pool of candidates from which an organization draws
potential employees.
A. Yield Ratio
B. Labor market
C. Recruiting
D. Rehiring
11. When ______, an organization must first consider the supply and demand factors in
a particular category of jobs.
A. recruiting
B. retraining
C. forecasting
D. training
12. When recruiting, supply and demand usually ties in directly with the ______ rate in
an area.
A. competition
B. population
C. unemployment
D. political
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
13. Ahmad has identified the recruiting area for Acme Global’s new plant. There are
many skilled laborers in the area who are looking for work. Ahmad believes that will
make his job recruiting qualified applicants easier. Which external force acting on
recruiting efforts is Ahmad examining?
A. competitors
B. supply and demand
C. cost per hire
D. social environment
14. Kara has identified the recruiting area for Acme Global’s new plant. Acme will need
many carpenters at its new facility but there is another plant in the area hiring
carpenters and offering them good wages. Kara believes that will make her job
recruiting qualified applicants difficult. Which external force acting on recruiting efforts is
Kara examining?
A. competitors
B. generational factors
C. legal environment
D. time required to hire
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
15. Keely has forecast a labor shortage in one of Acme Global’s units. However, her
budget will not allow her to spend money on recruitment. An alternative to recruitment is
to ______.
A. outsource the work
B. look for candidates on social media
C. advertise in the local paper
D. hold a job fair
16. Once the organization becomes aware of the limitations placed on it by the labor
market and the legal environment, it can begin to consider the ______ issues that
control its recruiting processes.
A. external
B. internal
C. competitive
D. isolated
17. An organization should create a policy for each of the options it can use to mitigate
a labor ______ when making new hires is not possible, outlining the circumstances in
which each option is useful to the organization.
A. shortage
B. surplus
C. force
D. overage
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
18. “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 ______ of
recruiting efforts.
A. intensity
B. timing
C. reality
D. reach
19. Paolo is recruiting for a job with highly specialized skills. When no one replied to his
job advertisement, Paolo took matters into his own hands and searched LinkedIn for
people with the needed skills. Paolo’s actions are an example of the use of ______ in
recruiting.
A. active listening
B. reactive searching
C. social media
D. skills previews
20. Acme Global uses a software program to scan applications for minimum
qualifications. If an applicant does not meet the minimum requirements for the job, the
applicant is automatically rejected and no one at Acme Global has to review the
application. This saves many hours for the human resource staff and is an example of a
benefit of using ______ in recruiting.
A. smart technology
B. social media
C. biased decision-making
D. active listening
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
21. ______ involves filling job openings with current employees or people the
employees know.
A. External recruiting
B. Yield ratio
C. Internal recruiting
D. Labor Market
22. In the case of ______, many organizations post job openings on bulletin boards, in
company newsletters, and so on. Current employees may apply or bid for the open
positions.
A. external recruiting
B. promotions from within
C. social media recruiting
D. alternatives to recruiting
23. In recruiting, ______ involve(s) encouraging employees to recommend friends and
relatives for positions.
A. external candidating
B. cronyism
C. associating
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SAGE Publishing, 2019
D. referrals
24. ______ internal recruiting consists of advertising the job openly within the
organization, and anyone who meets the qualifications can apply.
A. Closed
B. Open
C. External
D. Crisis
25. With ______ recruiting, the organization does not openly advertise the position
internally. Instead, it asks managers to privately nominate workers who they feel would
be able to do the job that needs to be filled.
A. targeted
B. closed
C. open
D. crisis
26. ______ recruiting occurs when hiring managers have a need to fill a position and
they communicate that need to human resources. Human resource recruiters will then
search the organization’s files for people who have the requisite skills and qualifications
and send a list of such individuals to the hiring manager.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
A. External
B. Open
C. Closed
D. Structural
27. One of the difficult issues the organization may run into if it chooses a(n) ______
recruiting option is the presence of a bona fide seniority system, meaning a system that
gives preference to individuals with longer tenure in the organization.
A. horizontal
B. vertical
C. external
D. internal
28. As part of an organization’s annual appraisal process, managers can include a(n)
“______ rating” for each member of the organization.
A. profitability
B. closed
C. promotability
D. open
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
29. In ______, an organization asks a manager to provide their support for an employee
before that employee would be considered for a promotion through the internal
recruiting process.
A. open recruiting
B. employee referral
C. managerial sponsorship
D. mentoring
30. Acme Global decided to start offering its employees a $1,000 bonus if they
encourage a friend or family member to apply to the company. The employee does not
get the bonus until the new hire has been working at Acme Global for one year. Acme
Global’s new policy is properly referred to as ______.
A. open recruitment
B. targeted recruitment
C. closed recruitment
D. employee referrals
31. Elliot was asked to privately nominate two of his subordinates for promotion to a
sales position. He gave the human resource management director the names of his two
top workers, Nick and Allison. This recruitment method is known as ______.
A. open recruitment
B. targeted recruitment
C. closed recruitment
D. regular recruitment
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
32. When Ayako received a promotion, the human resource management director
asked her to privately nominate her successor. Ayako nominated her star employee,
Kevin, for the job. This recruitment method is known as ______.
A. open recruitment
B. successor recruitment
C. closed recruitment
D. targeted recruitment
33. Every Friday, Acme Global sends out a companywide e-mail with a listing of all the
jobs available across the organization. This recruitment method is known as ______.
A. open recruitment
B. mass recruitment
C. targeted recruitment
D. closed recruitment
34. Sara is retiring next month. In addition to all the planning for her retirement party,
the company has published an in-house advertisement for anyone who wants to apply
for her job. This recruitment method is known as ______.
A. open recruitment
B. targeted recruitment
C. closed recruitment
D. employee referrals
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
35. Agnessa let the management of Acme Global know that she will retire next year.
Agnessa’s job requires specialized skills. Rather than advertise the job, management
has the human resource management department look through its files for people in the
organization who have the needed skills. This recruitment method is known as ______.
A. open recruitment
B. employee referrals
C. closed recruitment
D. targeted recruitment
36. The two most common sources for internal recruiting are ______.
A. promotion from within and employee referrals
B. employee referrals and résumés on file
C. promotions from within and résumés on file
D. résumés on file and long-time employees
37. The biggest threat to the organization from internal recruiting is ______.
A. the possibility of creating or perpetuating a strong resistance to change or the stifling
of creativity and innovation
B. an internal candidate may not have the same desire to perform as an external
candidate
C. an external candidate may have better qualifications for the job opening
D. internal employees may feel that they are entitled to the job whether or not they are
qualified and capable
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
38. The biggest advantage of external recruiting is that the organization ______.
A. avoids creating or perpetuating resistance to change
B. can lower training costs
C. knows the recruit and the recruit knows the company
D. possibly finds individuals with more complex skill sets than are available internally
39. ______ is the process of engaging individuals from the labor market outside the firm
to apply for a job.
A. External recruiting
B. Internal recruiting
C. Yield Ratio
D. Labor Market
40. With ______, good candidates may come to an organization “cold” and ask for a
job.
A. advertising
B. walk-ins
C. in house
D. referrals
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
41. When recruiting from ______ agencies, the agency is paid when the job candidate
is hired by the employer.
A. forecast
B. temporary
C. contingency
D. educational
42. ______ agencies provide part- or full-time help for limited periods of time.
A. Temporary
B. Permanent
C. Contingency
D. Forecast
43. When recruiting for short-term shortage situations, ______ can be the most useful
source.
A. employee referrals
B. temporary agencies
C. contingency agencies
D. public agencies
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
44. ______ agencies are state employment services. They generally provide job
candidates to employers at no cost or very low cost.
A. Private
B. Educational
C. Public
D. Contingency
45. ______ employment agencies are privately owned and charge a fee for their
services.
A. Public
B. Private
C. Institutional
D. Internal
46. With ______, it is important to use the appropriate source to reach qualified
candidates.
A. walk-ins
B. forecasts
C. workflows
D. advertising
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
47. ______ publications target specific groups of people and may be good source of
recruits for focused jobs
A. Specialized
B. Generalized
C. Forecast
D. Regression
48. Katya is looking for workers with good basic skill sets. She does not need the
applicants in her recruitment pool to have a lot of work experience. Her best external
recruitment source would be ______.
A. educational institutions
B. specialized publications
C. temporary agencies
D. public agencies
49. Kiana has a short-term labor shortage. She needs to hire some workers quickly and
does not have time to screen them herself. Her best external recruitment source would
be ______.
A. walk-ins
B. educational institutions
C. temporary agencies
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
D. the Internet
50. Sade needs to hire some semiskilled workers from the local area. She wants to
keep the price of advertising low and not attract any applicants from out of state. Her
best external recruitment source would be ______.
A. specialized publications
B. the Internet
C. local mass media
D. public agencies
51. Jiahui needs to hire a high-level executive in the area of operations. To avoid
attracting unqualified applicants she wants to closely target her audience. Her best
external recruitment source would be ______.
A. specialized publications
B. the Internet
C. local mass media
D. public agencies
52. Local mass media is a good recruiting source for ______.
A. long-term shortages
B. semiskilled or skilled line employees