Question 1

The method of recruiting passive candidates who are not looking for a job, but may be willing to consider another job is known as:

Accepted Answer

A) web crawling. 
B) poaching. 
C) Boolean searching. 
D) bottom trolling. 
A) web crawling. 
B) poaching. 
C) Boolean searching. 
D) bottom trolling. B

Question 2

Which of the following is NOT a key component of recruiting that a firm must consider and implement?

Accepted Answer

A) determining recruitment sources 
B) determining recruitment personnel 
C) determining content of the recruitment message 
D) determining who to hire 
A) determining recruitment sources 
B) determining recruitment personnel 
C) determining content of the recruitment message 
D) determining who to hire D

Question 3

__________________ is aimed at groups such as those defined by certain demographic or psychological characteristics.

Accepted Answer

A) Open recruiting 
B) Targeted recruiting 
C) Pigeon-hole recruiting 
D) Geriatric recruiting 
A) Open recruiting 
B) Targeted recruiting 
C) Pigeon-hole recruiting 
D) Geriatric recruiting B

Question 4

In general, companies that obtained applicants from employee referrals and received unsolicited applications tended to yield fewer applicants and hires.

Accepted Answer

A) True 
 B)False

Question 5

Organizational activities that influence the number and types of individuals who apply for a position are known as:

Accepted Answer

A) selection. 
B) recruitment. 
C) hiring. 
D) procurement. 
A) selection. 
B) recruitment. 
C) hiring. 
D) procurement.

Question 6

All of the following are recruiting expenses EXCEPT:

Accepted Answer

A) staff time. 
B) recruitment materials. 
C) travel for recruiters. 
D) administering employment tests. 
A) staff time. 
B) recruitment materials. 
C) travel for recruiters. 
D) administering employment tests.

Question 7

Job applicants who are not currently employed by the recruiting organization are attracted to the firm through:

Accepted Answer

A) internal recruitment. 
B) open recruitment. 
C) external recruitment. 
D) referrals. 
A) internal recruitment. 
B) open recruitment. 
C) external recruitment. 
D) referrals.

Question 8

All individuals who could possibly have an interest in an open position and who might consider applying for a position opening are known as:

Accepted Answer

A) the potential applicant population. 
B) the applicant pool. 
C) the job candidate pool. 
D) the potential applicant screen. 
A) the potential applicant population. 
B) the applicant pool. 
C) the job candidate pool. 
D) the potential applicant screen.

Question 9

Recruitment success can be a function of external labor market conditions.

Accepted Answer

A) True 
 B)False

Question 10

_______________________ is one part of a recruitment strategy that organizations can use to positively influence job applicants' early organizational perceptions.

Accepted Answer

A) Product promotion 
B) Deception 
C) Organizational branding 
D) Organizational bartering 
A) Product promotion 
B) Deception 
C) Organizational branding 
D) Organizational bartering

Question 11

Which of the following is NOT a factor to consider when determining what recruitment sources to use?

Accepted Answer

A) costs associated with recruitment sources 
B) image of the company in the external labor market 
C) salary of the open position 
D) demographic mix of applicants being sought 
A) costs associated with recruitment sources 
B) image of the company in the external labor market 
C) salary of the open position 
D) demographic mix of applicants being sought

Question 12

A firm's recruitment objectives are unrelated to the types of recruitment strategies it should adopt.

Accepted Answer

A) True 
 B)False

Question 13

Recruitment sources should complement one another.

Accepted Answer

A) True 
 B)False

Question 14

Recruitment is the only activity that affects an organization's ability to attract potential employees.

Accepted Answer

A) True 
 B)False

Question 15

All of the following are metrics with which to evaluate recruitment effectiveness EXCEPT:

Accepted Answer

A) new employee job performance. 
B) new employee turnover. 
C) manager satisfaction with new employees. 
D) opportunity cost of not hiring the "next best" candidate. 
A) new employee job performance. 
B) new employee turnover. 
C) manager satisfaction with new employees. 
D) opportunity cost of not hiring the "next best" candidate.

Question 16

Recruitment affects applicants' decisions about whether or not to accept a job offer.

Accepted Answer

A) True 
 B)False

Question 17

By enhancing activities such as publicity and advertising, an employer can enhance organizational attractiveness among recruits.

Accepted Answer

A) True 
 B)False

Question 18

The World Wide Web is the source of recruiting that has become the most dominant medium in recent years.

Accepted Answer

A) True 
 B)False

Question 19

Recruiters have a stronger influence on recruits than do job and organization characteristics.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following consists of the smallest number of persons in the Barber and Breaugh model of the recruitment process?

Accepted Answer

A) hires 
B) applicant pool 
C) job candidates 
D) applicant population 
A) hires 
B) applicant pool 
C) job candidates 
D) applicant population

The method of recruiting passive candidates who are not looking for a job, but may be willing to consider another job is known as:

Which of the following is NOT a key component of recruiting that a firm must consider and implement?

__________________ is aimed at groups such as those defined by certain demographic or psychological characteristics.

In general, companies that obtained applicants from employee referrals and received unsolicited applications tended to yield fewer applicants and hires.

Organizational activities that influence the number and types of individuals who apply for a position are known as:

All of the following are recruiting expenses EXCEPT:

Job applicants who are not currently employed by the recruiting organization are attracted to the firm through:

All individuals who could possibly have an interest in an open position and who might consider applying for a position opening are known as:

Recruitment success can be a function of external labor market conditions.

_______________________ is one part of a recruitment strategy that organizations can use to positively influence job applicants' early organizational perceptions.

Which of the following is NOT a factor to consider when determining what recruitment sources to use?

A firm's recruitment objectives are unrelated to the types of recruitment strategies it should adopt.

Recruitment sources should complement one another.

Recruitment is the only activity that affects an organization's ability to attract potential employees.

All of the following are metrics with which to evaluate recruitment effectiveness EXCEPT:

Recruitment affects applicants' decisions about whether or not to accept a job offer.

By enhancing activities such as publicity and advertising, an employer can enhance organizational attractiveness among recruits.

The World Wide Web is the source of recruiting that has become the most dominant medium in recent years.

Recruiters have a stronger influence on recruits than do job and organization characteristics.

Which of the following consists of the smallest number of persons in the Barber and Breaugh model of the recruitment process?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 5: Recruitment of Applicants

The method of recruiting passive candidates who are not looking for a job, but may be willing to consider another job is known as:

Which of the following is NOT a key component of recruiting that a firm must consider and implement?

__________________ is aimed at groups such as those defined by certain demographic or psychological characteristics.

In general, companies that obtained applicants from employee referrals and received unsolicited applications tended to yield fewer applicants and hires.

Organizational activities that influence the number and types of individuals who apply for a position are known as:

All of the following are recruiting expenses EXCEPT:

Job applicants who are not currently employed by the recruiting organization are attracted to the firm through:

All individuals who could possibly have an interest in an open position and who might consider applying for a position opening are known as:

Recruitment success can be a function of external labor market conditions.

_______________________ is one part of a recruitment strategy that organizations can use to positively influence job applicants' early organizational perceptions.

Which of the following is NOT a factor to consider when determining what recruitment sources to use?

A firm's recruitment objectives are unrelated to the types of recruitment strategies it should adopt.

Recruitment sources should complement one another.

Recruitment is the only activity that affects an organization's ability to attract potential employees.

All of the following are metrics with which to evaluate recruitment effectiveness EXCEPT:

Recruitment affects applicants' decisions about whether or not to accept a job offer.

By enhancing activities such as publicity and advertising, an employer can enhance organizational attractiveness among recruits.

The World Wide Web is the source of recruiting that has become the most dominant medium in recent years.

Recruiters have a stronger influence on recruits than do job and organization characteristics.

Which of the following consists of the smallest number of persons in the Barber and Breaugh model of the recruitment process?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters