Question 1

Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism.

Accepted Answer

A) True 
 B)False

Question 2

Bryan is the recruiting specialist for an online retailing company in Missouri. He used all types of recruiting techniques available to him to fill nineteen job openings. Using these techniques, exactly nineteen applicants with the minimum qualifications were found and al the candidates accepted the job offer. Which of the following is true about this scenario?

Accepted Answer

A)  The yield ratio will be 50%. 
B)  A selection process is not necessary in the given scenario. 
C)  The acceptance rate in this scenario is 60%. 
D)  The labor market in this area can be described as "loose." 
A)  The yield ratio will be 50%. 
B)  A selection process is not necessary in the given scenario. 
C)  The acceptance rate in this scenario is 60%. 
D)  The labor market in this area can be described as "loose."

Question 3

Job boards can be used for internal recruitment but not for external recruitment.

Accepted Answer

A) True 
 B)False

Question 4

Describe some of the common external recruiting sources.

Accepted Answer

The most common external recruiting sour

Question 5

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the Web site of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

Accepted Answer

A)  applicant population 
B)  labor force population 
C)  applicant pool 
D)  entire labor market 
A)  applicant population 
B)  labor force population 
C)  applicant pool 
D)  entire labor market

Question 6

What are the major components of the labor market? Define them and describe how they are related.

Accepted Answer

The broadest labor market component and

Question 7

How do professional employer organizations differ from employment agencies?

Accepted Answer

The professional employer organization (

Question 8

Calculating the average time from contact to hire allows a firm to most accurately_____.

Accepted Answer

A)  calculate the cost per hire 
B)  estimate the efficiency of recruiters 
C)  calculate the "float time" in the recruiting process 
D)  target the most time-efficient recruiting sources 
A)  calculate the cost per hire 
B)  estimate the efficiency of recruiters 
C)  calculate the "float time" in the recruiting process 
D)  target the most time-efficient recruiting sources

Question 9

Which of the following statements is true of Internet recruiting?

Accepted Answer

A)  Twitter is rarely used by recruiters because of the 140-word limit. 
B)  The broad reach of Internet recruiting has significantly reduced the amount of discrimination against job seekers from racial/ethnic groups because it enlarges the applicant population exponentially over traditional recruiting methods. 
C)  If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company can be charged with an EEO discrimination complaint. 
D)  An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job Web site is considered an applicant for legal purposes. 
A)  Twitter is rarely used by recruiters because of the 140-word limit. 
B)  The broad reach of Internet recruiting has significantly reduced the amount of discrimination against job seekers from racial/ethnic groups because it enlarges the applicant population exponentially over traditional recruiting methods. 
C)  If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company can be charged with an EEO discrimination complaint. 
D)  An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job Web site is considered an applicant for legal purposes.

Question 10

In the building trade, unions can best benefit employers by providing_____.

Accepted Answer

A)  apprenticeship programs 
B)  providing interesting "employment games" online 
C)  pre-screening for job seekers 
D)  providing competitive wage scales for jobs 
A)  apprenticeship programs 
B)  providing interesting "employment games" online 
C)  pre-screening for job seekers 
D)  providing competitive wage scales for jobs

Question 11

In which of the following situations would the use of temporary workers be most appropriate?

Accepted Answer

A)  A company that has a low rate of turnover among its regular employees. 
B)  An employer who has received a long-term contract from the Federal government for oceanic research. 
C)  A tax preparation company that mostly handles individual clients and has few business clients. 
D)  A start-up company with a competitive strategy of continuing expert customer service. 
A)  A company that has a low rate of turnover among its regular employees. 
B)  An employer who has received a long-term contract from the Federal government for oceanic research. 
C)  A tax preparation company that mostly handles individual clients and has few business clients. 
D)  A start-up company with a competitive strategy of continuing expert customer service.

Question 12

The _____ pool consists of all persons who are actually evaluated for selection.

Accepted Answer

A)  applicant 
B)  selection 
C)  labor 
D)  talent 
A)  applicant 
B)  selection 
C)  labor 
D)  talent

Question 13

Describe the nontraditional diverse labor pools.

Accepted Answer

Nontraditional diverse recruitees for ce

Question 14

Which of the following statements is true about good recruiting efforts?

Accepted Answer

A)  If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. 
B)  Advertising job openings for "exercise boys" for a race track would be considered legal terminology. 
C)  A salon that advertises job openings for "young and enthusiastic" employees would be considered impartial. 
D)  Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal. 
A)  If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. 
B)  Advertising job openings for "exercise boys" for a race track would be considered legal terminology. 
C)  A salon that advertises job openings for "young and enthusiastic" employees would be considered impartial. 
D)  Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal.

Question 15

Blogging creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.

Accepted Answer

A) True 
 B)False

Question 16

The best criterion to analyze the effectiveness of an advertisement for applicants is to measure the_____.

Accepted Answer

A)  cost of the ad per applicant 
B)  total number of applicants generated by the ad 
C)  number of applicants generated by the ad who were hired 
D)  performance level of the hired applicants generated by the ad 
A)  cost of the ad per applicant 
B)  total number of applicants generated by the ad 
C)  number of applicants generated by the ad who were hired 
D)  performance level of the hired applicants generated by the ad

Question 17

Briefly discuss six methods of making the recruiting process more effective.

Accepted Answer

Consideration of the following recruitin

Question 18

Résumé mining allows HR staff to use software to extract the most promising résumés from a large database.

Accepted Answer

A) True 
 B)False

Question 19

Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.

Accepted Answer

A) True 
 B)False

Question 20

The success base rate is a long-term measure of whether the HR function has provided productive, long-term employees for an organization.

Accepted Answer

A) True 
 B)False

Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism.

Job boards can be used for internal recruitment but not for external recruitment.

Describe some of the common external recruiting sources.

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the Web site of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

What are the major components of the labor market? Define them and describe how they are related.

How do professional employer organizations differ from employment agencies?

Calculating the average time from contact to hire allows a firm to most accurately_____.

Which of the following statements is true of Internet recruiting?

In the building trade, unions can best benefit employers by providing_____.

In which of the following situations would the use of temporary workers be most appropriate?

The _____ pool consists of all persons who are actually evaluated for selection.

Describe the nontraditional diverse labor pools.

Which of the following statements is true about good recruiting efforts?

Blogging creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.

The best criterion to analyze the effectiveness of an advertisement for applicants is to measure the_____.

Briefly discuss six methods of making the recruiting process more effective.

Résumé mining allows HR staff to use software to extract the most promising résumés from a large database.

Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.

The success base rate is a long-term measure of whether the HR function has provided productive, long-term employees for an organization.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 6: Recruiting and Labor Markets

Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism.

Job boards can be used for internal recruitment but not for external recruitment.

Describe some of the common external recruiting sources.

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the Web site of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

What are the major components of the labor market? Define them and describe how they are related.

How do professional employer organizations differ from employment agencies?

Calculating the average time from contact to hire allows a firm to most accurately_____.

Which of the following statements is true of Internet recruiting?

In the building trade, unions can best benefit employers by providing_____.

In which of the following situations would the use of temporary workers be most appropriate?

The _____ pool consists of all persons who are actually evaluated for selection.

Describe the nontraditional diverse labor pools.

Which of the following statements is true about good recruiting efforts?

Blogging creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.

The best criterion to analyze the effectiveness of an advertisement for applicants is to measure the_____.

Briefly discuss six methods of making the recruiting process more effective.

Résumé mining allows HR staff to use software to extract the most promising résumés from a large database.

Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.

The success base rate is a long-term measure of whether the HR function has provided productive, long-term employees for an organization.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters