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Howdotheseaffecta
recruiter'sactions?
1. Leadingeconomicindicators
2. Predictedversusactualsales
3. Employmentstatistics
181. Whatarethekeysectionsonajobapplicationformandwhatdoestherecruiterunderstandandgainfromthe
informationtheapplicanthasprovided?
NameandAddress
Employmentstatus:positionsougth,willingnesstoacceptotherpositions,dateavailableforwork,salaryor
wagesdesired,acceptabilityofparttime/fulltimeworkschedules.
**HelpsarecruitermatchtheapplicantsobjectivewiththeORGsneed.
Education&Skills:uncoverthejobseekersabilities.Educationalattainmentdoesimplycertainabilitiesand
questionaboutspecificskillsarealsousedtojudgeprospectiveemployee.
WorkHistory:arecruitercantellwhethertheapplicantisonewhohopsfromjobtojoborlikelytobealong
serviceemployee.
References:previousemploymentwiththeORGmeanstherearerecordsoftheapplicantsperformance.
Importantconsiderationifthejobinvolvessensitiveinformation.
SignatureLine:allowtheemployertocheckreference.Alsoapplicantaffirmsthattheinfoprovidedtobetrue
andaccurateandcouldbeholdaccountableforfalsificationofanapplication.
182. Describe5ofthemostpopularmethodsofrecruitingusedbyorganizationstoday.
Walkins/writeins
EmployeeReferrals
Advertising
Internetrecruiting
ProfessionalSearchFirms
Educationalinstitutions.
183. Underwhatconditionsisablindadaneffectiverecruitingstrategy?
Doesntidentifytheemployer
Secretlyadvertisingforarecruittoreplaceacurrentemployee.
186. HoweffectiveisrecruitingontheWeb?Discuss.
Offersacosteffectivedistributionofinformationtoover100countriesandmillionsofuserandtheinfois
accessibleday&night.
Specifyingtheexactqualificationsandjobskillsneeded,thetimeneededtoweedoutunsuitablejobcandidatesis
minimized.
Thisaddstotherecruitingprocesstheimportantattributeoftimeliness.
Relativelyinexpensive.
188. Howcantheeffectivenessoftherecruitingfunctionbeevaluated?
CostperHire
QualityofHires&Cost
OffersApplicatnsRatio
1.
(p. 172)
2.
(p. 172)
A.
is completed after new recruits are trained
B. begins when new recruits are sought and ends when their applications are
submitted
C. begins with job analysis and ends when the new employee is hired
D. involves identifying candidates from a pool of applicants
E. begins by reviewing the applicants and ends with a job offer
3.
(p. 172)
A.
selectors
B.
employment resource specialists
C. recruiter
s
D.
selection specialists
E.
interviewers
4.
(p. 172)
A.
during business hours
B.
after identification of job openings
C.
after applicants have expressed an interest
D.
following the selection process
E. if the organization has a professional human resources department
5.
(p. 172)
6.
(p. 173)
A.
B.
C.
D.
E.
7.
(p. 174)
8.
(p. 173)
A.
B.
C.
D.
E.
executive management
high tech employees
skilled workers
front-line staff
unskilled labour
9.
(p. 173)
A.
B.
C.
D.
E.
aging population
stiff competition for talent
rising compensation costs
technological advances
rising aspiration levels among new entrants
10.
(p. 174175)
Key recruitment decisions in strategic human resource planning include all the
following except
A.
B.
C.
D.
E.
11.
(p. 174)
12.
(p. 174)
A.
B.
C.
D.
E.
13.
When recruiting from within, benefits may include all the following except
(p. 175,F
ig 5-2)
A.
B.
C.
D.
E.
14.
(p. 175,
Fig 5-2)
15.
(p. 175,
Fig 5-2)
A.
the acquisition of new skills and knowledge
B.
generally lower recruiting costs
C.
extended training and orientation period
D. an automatic fit between the new employee and the organization
E. increased morale and motivation among current employees
16.
(p. 175)
A.
B.
C.
D.
E.
17.
(p. 176)
A.
B.
C.
D.
E.
organizational policies
costs
inducements
recruiter habits
access to a large, skilled applicant pool
18.
(p. 176177)
Organizational policies that can act as constraints on recruiting include all the
below except
A.
B.
C.
D.
E.
compensation policies
promote-from-within policies
job requirements
employment status policies
international hiring policies
19.
(p. 176179)
Internal factors that constrain the recruiting function include all the following
except
A.
B.
C.
D.
E.
20.
(p. 176)
Recruiters who wish to do the very best they can still may find their actions
restricted by
A.
B.
C.
D.
E.
organizational policies
a large pool of applicants
job requirements that require few complicated skills
top management support
a large recruiting budget
21.
(p. 177)
22.
(p. 178)
Recruiters, like all people, tend to develop work habits; all of the following are
true of such habits except
A. they can eliminate time-consuming deliberations that reach the same
answers
B.
they can perpetuate past mistakes
C. they can obscure more effective alternatives
D. they can have a major impact on management-labour relations
E. they often come from previous recruitment successes
23.
(p. 178)
A.
B.
C.
D.
E.
24.
(p. 178)
employment statistics
leading economic indicators
cash flow
want ad index
predicted sales levels versus actual sales levels
25.
(p. 179)
26.
(p. 179)
A.
B.
C.
D.
E.
trainer
marketer
operations manager
systems analyst
financial officer
27.
(p. 179)
A.
to sell the company to eligible recruits
B. to learn about eligible applicants and make the jobs fit them
C. to encourage all applicants to apply regardless of eligibility
D. to guarantee employment for good applicants
E. to develop job standards based upon the applicant pool
28.
(p. 179180)
To compete for good people recruiters are often required to offer inducements to
potential recruits, such inducements could include all the following except
A.
B.
C.
D.
E.
hiring-on bonus
location life-style
paid professional membership or educational fees
free on-site parking
employee outsourcing
29.
(p. 181182)
A.
B.
C.
D.
E.
30.
Advantages of a formal job application form can include all the following except
(p. 181183)
31.
Job application forms can ask for the following information except
(p. 182183)
A.
B.
C.
D.
E.
name
home address
age
personal phone number
past or current employment status
32.
(p. 182)
A human resource department has a legitimate reason for asking for the
following on a job application
A.
B.
C.
D.
E.
place of birth
address
religion
national origin
marital status
33.
(p. 183)
34.
(p. 183185)
A.
B.
C.
D.
E.
write-ins
walk-ins
employee referrals
job description analysis
billboards
35.
(p. 184)
36.
(p. 184)
37.
(p. 184)
38.
(p. 185186)
A.
B.
C.
D.
E.
39.
(p. 185)
Although among the most common of recruiting methods want ads can have
drawbacks such as
A.
they tend not to attract many applications
B. they lack a certain secrecy that may be required on
occasion
C. they can be relatively less expensive than other methods
D.
they involve using print media
E. they can give a fair amount of detail if desired
40.
A blind ad is
(p. 185)
41.
(p. 185)
42.
(p. 185)
A.
Telephone or fax
B.
Internet or corporate email address
C.
A post office box or non-corporate email
D. Direct mail to the organization's human resource department
E.
In person delivery
43.
(p. 187)
44.
(p. 185)
A.
B.
C.
D.
E.
45.
(p. 190)
46.
(p. 190)
income security
social development
skills employment
workers compensation
post secondary school loans and grants
47.
One very effective and virtually no-cost recruitment source for employers is
(p. 190)
A.
B.
C.
D.
E.
newspaper advertising
walk-ins
HRSDC information and data bases
private employment agencies
job fairs
48.
(p. 190)
A.
HRSDC program
B.
private internet site
C.
private employment agency
D. government program run by MFO (Ministry of Fisheries and Oceans) to help
Atlantic fishermen
E. program that the federal government posts available public service jobs
49.
(p. 191)
A.
hire permanent employees for organizations
B. advertise for and provide to an employer, a stream of applicants
C. cash federal employment insurance cheques at a discount for people
D. gather and screen applicants for themselves
E. are another name for human resource departments in private organizations
50.
(p. 191192)
51.
(p. 192)
Retainer search firms tend to be more popular with corporate human resource
managers than do contingency search firms mainly because
A. retainer search firms are always less expensive
B. retainer search firms tend to be more aggressive
C. contingency search firms can be tempted to fill a position at any cost,
regardless of fit
D. retainer search firms are more prevalent in most urban areas
E. contingency search firms are always two to three times more expensive than
retainer firms
52.
(p. 192)
Some observers believe that the growing popularity of professional search firms
is due to all the below except
A.
search firms can be more objective
B.
there is a lower cost per recruit
C. there is an overall higher success rate in recruiting the right person
D.
there is a higher cost per recruit
E. they free up time for the human resource department in the hiring
organization
53.
(p. 192)
Research into campus recruiting has indicated that all the following aspects of
recruiters are important to students except
A.
being well informed
B.
being honest
C.
being skilled at their job
D. only playing up the strengths of their organization, even if exaggeration
E.
respecting the interviewee
54.
(p. 192)
55.
(p. 191)
The following are all reasons that professional associations can be a valuable
source for recruiters except
A. that many such associations regard recruiting as an activity that is beneath
them
B. that members of professional associations tend to be more informed about
developments in their field
C. that some associations have publications that accept classified
advertisements
D. that it assists recruiters to hone in on specific specialties, particularly in hardto-fill technical areas
E. that it may lead recruiters to higher-quality applicants
56.
Sources for finding potential recruits can include all of the following except
(p. 192195)
A.
B.
C.
D.
E.
labour organizations
the Internet
departing employees
current internal employees at the same level
educational institutions
57.
(p. 195)
A.
taking back pension benefits for cash
B. allowing an employee to purchase their company car at the end of its lease
C. convincing an employee who plans to resign to stay on by offering an
increased wage or salary
D. buying back the contracts of leased workers before the contract term has run
out
E. buying a retiring employees company stock options
58.
(p. 195)
59.
(p. 187)
One of the newest and increasingly popular tools for both job seekers and
recruiters is
A.
B.
C.
D.
E.
television
the Internet
job fairs
video advertising
word-of-mouth
60.
(p. 196197)
Applicant tracking systems, direct mail solicitations, and leased workers are
considered __________ recruitment methods
A.
B.
C.
D.
E.
nontraditional
ineffective
inexpensive
illegal
unacceptable
61.
(p. 199)
Producing a good system for tracking ____________________ saves time and effort
down the road and can have a substantial impact on the organization's
____________________.
A.
B.
C.
D.
E.
62.
(p. 198)
According to the text book, the choice of recruiting method can be assisted by
answering a list of how many questions?
A.
B. Si
x
C.
D.
E.
65.
(p. 198)
Four
Eight
Nine
Ten
With all of the options available for sourcing potential applicants, how does a
recruiter choose which method(s) to use?
A.
They choose the most cost effective method
B. They look for similar styles used in the past that can be applied to this
recruitment need
C. They answer a list of questions that will guide them to the best methods
possible
D. They will follow what sources are the most trendy at that time
E. They are given direction by their director or manager
66.
(p. 199)
A.
be evaluated on an on-going basis
B. be allowed to operate without constant evaluation
C.
be evaluated only when problems appear
D. be evaluated no more than every two to three years in order not to confuse
applicants
E. never be specifically evaluated for reasons of employee morale
67.
(p. 199200)
68.
(p. 200,
Fig 5-9)