Question 1

Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form.

Accepted Answer

A) True 
 B)False  True

Question 2

The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position.

Accepted Answer

A) True 
 B)False  False

Question 3

Recruiting services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms are called .

Accepted Answer

A) ad hoc services 
B) on demand 
C) just in time 
D) contingent-based searches 
E) retained executive searches 
A) ad hoc services 
B) on demand 
C) just in time 
D) contingent-based searches 
E) retained executive searches B

Question 4

Besides determining whether a candidate is worth further consideration, college recruiters also seek to .

Accepted Answer

A) attract good candidates 
B) cut costs for the firm by reducing the need to for on-site interviews 
C) fill the position 
D) develop a pool of applicants for future screening 
E) all of the above 
A) attract good candidates 
B) cut costs for the firm by reducing the need to for on-site interviews 
C) fill the position 
D) develop a pool of applicants for future screening 
E) all of the above

Question 5

A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

Accepted Answer

A) True 
 B)False

Question 6

The lower the rate of unemployment, the easier it is to recruit personnel.

Accepted Answer

A) True 
 B)False

Question 7

A shows graphically how two variables are related.

Accepted Answer

A) correlation analysis 
B) trend analysis 
C) scatter plot 
D) ratio analysis 
E) productivity chart 
A) correlation analysis 
B) trend analysis 
C) scatter plot 
D) ratio analysis 
E) productivity chart

Question 8

Executive recruiters are also called .

Accepted Answer

A) alternative staffing companies 
B) headhunters 
C) staffers 
D) contract technical recruiters 
E) all of the above 
A) alternative staffing companies 
B) headhunters 
C) staffers 
D) contract technical recruiters 
E) all of the above

Question 9

Why are current employees often the best source of candidates for vacant positions?

Accepted Answer

Using internal sources of candidates mea

Question 10

The typical percentage fee charged by traditional recruiting firms for an executive search is 10% of the new hire's salary.

Accepted Answer

A) True 
 B)False

Question 11

What are the advantages and disadvantages of centralizing the recruitment function?

Accepted Answer

Centralizing makes it easier to apply th

Question 12

The I in AIDA stands for .

Accepted Answer

A) introspection 
B) instructions 
C) internal candidates 
D) interest 
E) identification 
A) introspection 
B) instructions 
C) internal candidates 
D) interest 
E) identification

Question 13

Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job?

Accepted Answer

A) "Responsibilities include event planning and relationship management." 
B) "Ideal candidates will possess a four-year degree with an emphasis in management." 
C) "Schedule flexibility and familiarity with various software applications required." 
D) "You'll thrive on challenging work." 
E) all of the above 
A) "Responsibilities include event planning and relationship management." 
B) "Ideal candidates will possess a four-year degree with an emphasis in management." 
C) "Schedule flexibility and familiarity with various software applications required." 
D) "You'll thrive on challenging work." 
E) all of the above

Question 14

College recruiters typically seek to .

Accepted Answer

A) cut costs for the firm by reducing the need to for on-site interviews 
B) develop a pool of applicants for future screening 
C) fill the position 
D) determine whether a candidate is worthy of further consideration 
E) all of the above 
A) cut costs for the firm by reducing the need to for on-site interviews 
B) develop a pool of applicants for future screening 
C) fill the position 
D) determine whether a candidate is worthy of further consideration 
E) all of the above

Question 15

are special employment agencies retained by employers to seek out top management talent for their clients.

Accepted Answer

A) Executive recruiters 
B) Job banks 
C) State-run employment agencies 
D) Private employment agencies 
E) Temporary agencies 
A) Executive recruiters 
B) Job banks 
C) State-run employment agencies 
D) Private employment agencies 
E) Temporary agencies

Question 16

Qualifications inventories can be tracked and maintained by using .

Accepted Answer

A) personnel inventories 
B) computerized information systems 
C) replacement charts 
D) position replacement cards 
E) all of the above 
A) personnel inventories 
B) computerized information systems 
C) replacement charts 
D) position replacement cards 
E) all of the above

Question 17

Contingent workers are paid less than comparable permanent workers.

Accepted Answer

A) True 
 B)False

Question 18

Which tool below can be used in databases to protect the information?

Accepted Answer

A) encryption 
B) passwords 
C) intranets 
D) access matrices 
E) work experience codes 
A) encryption 
B) passwords 
C) intranets 
D) access matrices 
E) work experience codes

Question 19

Rehiring former employees could signal current employees that the best way to get ahead is to leave the company.

Accepted Answer

A) True 
 B)False

Question 20

Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.

Accepted Answer

A) True 
 B)False

Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form.

The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position.

Recruiting services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms are called .

Besides determining whether a candidate is worth further consideration, college recruiters also seek to .

A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

The lower the rate of unemployment, the easier it is to recruit personnel.

A shows graphically how two variables are related.

Executive recruiters are also called .

Why are current employees often the best source of candidates for vacant positions?

The typical percentage fee charged by traditional recruiting firms for an executive search is 10% of the new hire's salary.

What are the advantages and disadvantages of centralizing the recruitment function?

The I in AIDA stands for .

Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job?

College recruiters typically seek to .

are special employment agencies retained by employers to seek out top management talent for their clients.

Qualifications inventories can be tracked and maintained by using .

Contingent workers are paid less than comparable permanent workers.

Which tool below can be used in databases to protect the information?

Rehiring former employees could signal current employees that the best way to get ahead is to leave the company.

Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 5: Personnel Planning and Recruiting

Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form.

The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position.

Recruiting services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms are called .

Besides determining whether a candidate is worth further consideration, college recruiters also seek to .

A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

The lower the rate of unemployment, the easier it is to recruit personnel.

A shows graphically how two variables are related.

Executive recruiters are also called .

Why are current employees often the best source of candidates for vacant positions?

The typical percentage fee charged by traditional recruiting firms for an executive search is 10% of the new hire's salary.

What are the advantages and disadvantages of centralizing the recruitment function?

The I in AIDA stands for .

Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job?

College recruiters typically seek to .

are special employment agencies retained by employers to seek out top management talent for their clients.

Qualifications inventories can be tracked and maintained by using .

Contingent workers are paid less than comparable permanent workers.

Which tool below can be used in databases to protect the information?

Rehiring former employees could signal current employees that the best way to get ahead is to leave the company.

Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters