Liberty University BUSI 342 exam 2 test complete solutions correct answers A+ work
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Liberty University BUSI 342 exam 2 test complete solutions correct answers A+ work
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The performance-reward linkage described in the expectancy theory of motivation refers to employees’ beliefs that working harder will lead to better performance.
According to Maslow’s need theory, an employee strives to satisfy his or her higher order needs first.
Churn tends to have a negative impact on the remaining employees in an organization.
Psychological contracts between employers and employees are similar across cultures.
Employee productivity is a tangible aspect of psychological contracts
One of the determinants of employees’ willingness to exert effort is the degree to which they value the rewards offered by an organization.
Older employees tend to have lower job satisfaction than younger employees
According to Maslow’s need theory, motivation is a goal-directed drive, and it seldom occurs in a void.
To increase employee satisfaction, the performance management systems and performance appraisal processes in organizations must be designed so they are linked to compensation increases.
The reasons key people choose to stay with an employer are always the opposite of those that compel others to quit
Recruiting is essentially an administrative function rather than a part of strategic HR planning
Internet recruiting generates high numbers of applicants and increases work for HR staff far beyond traditional recruiting methods
The group of applicants that an organization has available to it when using a particular recruiting approach, such as Internet job boards, is the applicant population
Resume mining allows HR staff to use software to extract the most promising resumes from a large database
Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given number of employees.
Blogging-creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.
Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to Seattle, Washington. Solange Allure will be changing its occupational labor market.
The term “applicant population” refers to all individuals looking for a job in a particular geographic area.
Utilizing current employee referrals of family members and friends is not ethical because it increases the risk of committing nepotism
Recruiting former employees is a way of avoiding “inbreeding” while still using an internal recruiting source.
It is legal for an employer to check a person’s Social Security number, motor vehicle records, and military records when performing a background check on an applicant.
Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.
Listening responses such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.
Since “soft skills” are difficult to test for, and interviewing for these skills often puts women candidates at a disadvantage, the EEOC’s guidelines require that applicants be selected for quantifiable or measurable “hard skills” only
The Employee Polygraph Protection Act prohibits employers, including federal, state, and local government agencies, from using polygraphs for preemployment screening purposes.
The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.
Negligent hiring occurs when an employer becomes aware that an employee may be unfit for employment but continues to employ the person, and the person injures someone on the job.
Poor adaptation of an expatriate’s spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.
In general, the more structured a type of selection interview, the more likely it is to be statistically valid.
If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S., the employer is considered to be in technical violation of federal law and can be audited by U.S. Immigration and Customs Enforcement
Training plans allow organizations to identify what is needed for employee performance before training begins.
In the context of active practice, spaced practice occurs when a person performs all the practice at once.
Combining pre-/post-measure with a control group is an effective training evaluation design.
Assessing organizational training needs is the execution phase of a training plan
On-the-job training can amount to no training if the trainers simply allow the trainees to learn the job on their own
For the employer, the advantages of cross training are flexibility and development
Carlene, a customer executive, arrives at the training facility of the company full of enthusiasm because she is really excited about learning how to cope with difficult customers. She has encountered a number of intransigent customers and is eager to see what “tricks” the trainers can show her. This shows that Carlene has the motivation to learn.
“Soft” skills are critical in many instances in a business environment and can be taught
A gap analysis identifies the difference between what an individual employee knows and what the employee should know in order to perform the job satisfactorily
The most common approach for making individual analysis is to use performance appraisal data.
1. _____ is a goal-directed drive, and is defined as the desire within a person causing that person to act.
a.
Attention
b.
Motivation
c.
Calibre
d.
Aptitude
2. Which of the following theorists developed the need theory?
a.
Frederick Herzberg
b.
Lyman Porter
c.
Abraham Maslow
d.
Carl Jung
3. According to Maslow’s need theory, which of the following needs will a person strive to fulfill first?
a.
Physiological needs
b.
Safety and security needs
c.
Actualization needs
d.
Belonging and love needs
4. According to Maslow’s need theory, the highest human need is the need for:
a.
self-esteem.
b.
safety.
c.
self-actualization.
d.
love.
5. At Lumina Corporation, benefits for employees include an employer-sponsored insurance coverage. The medical expenses of employees are covered entirely by the company in case of any accidents. In this case, which of the following needs in Maslow’s hierarchy is the management in Lumina Corporation trying to fulfill?
a.
Physiological needs
b.
Safety and security needs
c.
Actualization needs
d.
Belonging and love needs
6. According to Maslow, once a person has fulfilled his or her safety needs, he would immediately proceed to fulfill his:
a.
physiological needs.
b.
belonging needs.
c.
actualization needs.
d.
esteem needs.
7. Frederick Herzberg proposed the:
a.
need theory.
b.
expectancy theory.
c.
equity theory.
d.
motivation/hygiene theory.
8. Which of the following is considered to be a hygiene factor by the motivator/hygiene theory?
a.
Achievement
b.
Recognition
c.
Responsibility
d.
Salary
9. Which of the following is considered to be a motivator by the motivator/hygiene theory?
a.
Interpersonal relationships
b.
Recognition
c.
Working conditions
d.
Supervision
10. Which of the following is considered to be a motivator by the motivator/hygiene theory?
a.
Company policy
b.
Administration
c.
Advancement
d.
Salary
11. Which of the following needs of employees do motivators, described by the two-factor theory, primarily try to fulfill?
a.
Physiological needs
b.
Belonging needs
c.
Safety needs
d.
Esteem needs
12. According to Herzberg’s motivation/hygiene theory _____ is a hygiene factor.
a.
Advancement
b.
Recognition
c.
Responsibility
d.
Working condition
13. _____ is defined as the perceived fairness of what a person does compared with what the person receives.
a.
Equity
b.
Motivation
c.
Need
d.
Expectation
14. Which of the following is considered to be an input by the equity theory?
a.
Educational level
b.
Pay
c.
Awards
d.
Recognition
15. Which of the following is considered to be an outcome by the equity theory?
a.
Age
b.
Prestige
c.
Experience
d.
Productivity
16. A(n) _____ refers to the unwritten expectations that both employees and employers have about the nature of their work relationships.
a.
employment contract
b.
psychological contract
c.
non-compete agreement
d.
effort-performance linkage
17. Which of the following is an intangible item in a psychological contract?
a.
Wages
b.
Benefits
c.
Attendance
d.
Fair treatment
18. Which of the following is an intangible item in a psychological contract?
a.
Salary
b.
Benefits
c.
Attendance
d.
Loyalty
19. Which of the following is a tangible item in a psychological contract?
a.
Loyalty
b.
Nondiscriminatory treatment
c.
Job security
d.
Wages
20. Which of the following is used by employers to address the issue of job satisfaction among employees?
a.
The halo affect
b.
The Hawthorne effect
c.
A whistle-blower survey
d.
An attitude survey
21. Which of the following is a direct cost of absenteeism?
a.
Replacement for absent worker
b.
Lower productivity
c.
Replacement training
d.
Slower work pace
22. In which of the following cases is an employer applying the principles of positive reinforcement to curb absenteeism.
a.
He is conducting a company-wide session on the leave policy of the company.
b.
He is issuing a written warning to an employee for taking a lot of uninformed leaves of absence.
c.
He is giving cash to employees for meeting attendance standards.
d.
He is offering supportive guidance and personal counseling for employees who do not meet the attendance standards of the company.
23. CLASS, a newly-opened real estate agency, has twenty employees on its payroll. In June 2012, Jane and Selin, each took three days of leave of absence from work. What was the absenteeism rate of the company in June 2012?
a.
3
b.
6
c.
1
d.
2
24. Luminia Inc. has about five absences per 100 employees each day. Every day, it loses about 13% of its time due to absenteeism. The average percent of time lost per absent employee in the company is 34% every month. In this case, the inactivity rate of the company is _____.
a.
5%
b.
13%
c.
34%
d.
20%
25. The average time lost per absent employee during a specified period of time is known as the:
a.
inactivity rate.
b.
incidence rate.
c.
severity rate.
d.
compensation rate.
26. The number of absences per 100 employees each day is known as the:
a.
inactivity rate.
b.
incidence rate.
c.
severity rate.
d.
compensation rate.
27. Which of the following statements is true about turnover?
a.
It is illegal for an employer to continue to hire new employees while laying off other employees.
b.
When key individuals leave the firm, the turnover is often functional because they no longer act as a brake on the introduction of new technology and new work processes.
c.
The turnover of poor performers is considered functional.
d.
Organizations have little control over involuntary turnover.
28. Which of the following cases exemplifies involuntary turnover?
a.
Jane worked hard on a project for four months, but when the project got shelved, she felt demotivated and quit the company.
b.
Lisa loved her job, but quit when she noticed that a lot of employees were being laid off.
c.
Mary announced her retirement a day after her 40th birthday.
d.
Pauline was asked to leave the company due to poor performance on a project that incurred huge losses for her firm.
29. Which of the following exemplifies voluntary turnover?
a.
Jake a student intern at CL Corp. leaves the organization after his internship period is over.
b.
Paul, an employee of NML Corp. for five years, was fired owing to noncompliance with company policies.
c.
Karen is asked to resign by her manager due to her deteriorating performance.
d.
Gerald gets passed over for promotion twice despite being good at his job, and hence he decides to leave the organization.
30. A software firm plans to reduce the number of talented designers in its workforce who leave their jobs. In this case, the firm seeks to focus on _____ turnover among the designers.
a.
uncontrollable
b.
positive
c.
functional
d.
voluntary
31. Mark was terminated by his company because of his poor client relations skills that resulted in a major client leaving the firm for a competitor. This is an example of:
a.
involuntary turnover.
b.
positive turnover.
c.
uncontrollable turnover.
d.
dysfunctional turnover.
32. Alice, an efficient waitress at a moderately-priced family restaurant, consistently gets the lowest tips from customers. She announces that she is quitting to take another job at a newly-opened casino. This best exemplifies a(n) _____ turnover.
a.
functional
b.
controllable
c.
involuntary
d.
positive
33. Churn refers to the practice of hiring:
a.
new employees while laying off others.
b.
only those employees who have more than five years of prior experience in a similar industry.
c.
through realistic job previews.
d.
employees on a short-term contract basis.
34. WesternBioLabs Inc. is in the process of laying off 10% of its shipping and receiving employees. At the same time, it is hiring new hourly staff for night shifts. Which of the following terms best describes this process?
a.
Churn
b.
Licensing
c.
Takeover
d.
Franchising
35. 50 employees of Glow Corp. quit the company in 2012. 35 of them quit on their own, while the rest were asked to leave by the company due to poor performance on the job and high absenteeism. The total number of employees in the corporation was 270 in January, 2012. The mid-year employee count was 250, and the number became 220 at the end of the year. The turnover rate at Glow Corp. in 2012 was _____.
a.
50%
b.
35%
c.
25%
d.
20%
36. —>
a.
50%
b.
25%
c.
4%
d.
2%
37. At Piaffe Products 15 employees had quit and an additional 10 were fired for poor performance in the year during 2010. The mid-year employee count was 50 for that year. Piaffe’s turnover rate for the year 2010 was _____.
a.
10%
b.
20%
c.
30%
d.
50%
38. Jane quit Cover Corp. without completing a high-priority project that she was handling. Due to her unavailability, the four remaining members of her team had to work overtime and they demanded adequate compensation to justify their extra hours of work. In this case, the amount subsequently paid to them best exemplifies:
a.
separation costs.
b.
vacancy costs.
c.
replacement costs.
d.
training costs.
39. Which of the following is a replacement cost that is caused by turnover in a company?
a.
Cost of training materials
b.
Employee referral fees
c.
Overtime paid to existing employees
d.
Time spent in an exit interview
ANS: B PTS: 1 DIF: Easy OBJ: LO: 05-05
NAT: BUSPROG: Analytic STA: DISC: HRM TOP: Employee Turnover
KEY: Bloom's: Comprehension
40. Carlos, the HR director of a large paper manufacturing company, is studying the financial costs of turnover of plant personnel at all levels. The easily calculable costs are sobering, but Carlos is also concerned about the hidden costs of turnover that generally include:
a.
missed project deadlines.
b.
co-worker coaching and salaries.
c.
the cost of pre-employment medical tests.
d.
the overtime paid to employees covering the separated employees’ jobs.
41. Arden Insurance’s claims processing facility has been a major employer in the town of Arbor for over 20 years, drawing mainly on workers with minimal skills and education. A large telemarketing firm is about to set up its business at Arden and it is planning to employ low-skilled workers. Which of the following statements is true in this case?
a.
As Arden and the marketing firm belong to different industries, the impact on Arden’s workforce will be minimal since workers rarely switch between industries.
b.
The trained workforce will not leave even if the telemarketing firm offers higher pay than Arden.
c.
If Arden cannot offer higher wages, it needs to make sure that its current employees are satisfied with the intangible aspects of their jobs in order to retain them.
d.
Workers in small towns tend to be loyal to their employers and hence, Arden’s current employees are likely to stay with Arden.
42. In the current year, many talented teachers have submitted their resignation notices in Sunnydale High School. The president of the school management board is in a fix at this attrition even when the school pays competitive wages to its teachers. In this case, which of the following is the best recommendation for the president to follow?
a.
Money is the main reason people stay in a job, so the school needs to consider how to raise salaries even higher.
b.
When pay is competitive, other job factors have more impact on turnover and need to be considered and improved.
c.
In service sector jobs, people are motivated more by the psychological aspects of the work than by tangible rewards.
d.
Teachers usually leave their jobs due to involuntary turnover, so pay is not a big factor in their retention.
43. _____ is an intangible reward for performance.
a.
Promotion to a new position
b.
Verbal praise from one’s supervisor
c.
A performance bonus
d.
An opportunity for training
44. If the compensation for a job is within _____ of the market rate, it is considered to be competitive pay.
a.
10% to 15%
b.
5% to 20%
c.
5% to 8%
d.
8% to 10%
45. In a(n) _____ interview, individuals are asked to identify their reasons for leaving an organization.
a.
situational
b.
feedback
c.
appraisal
d.
exit
46. A financial services firm conducted an attitude survey. It was found that although employees were generally satisfied with their pay, they were dissatisfied with the organization’s management style, promotion practices, and training programs. To manage these concerns, it is recommended that the director of HR:
a.
work toward finding the employees who had given the negative feedback and increase their salaries.
b.
announce the positive results of the survey, while beginning to work in private on solutions to the problems revealed in the survey.
c.
hold group meetings with employees to convey the positive and negative survey results and get suggestions for improvements.
d.
communicate the positive survey results, and argue against the negative results.
47. _____ is defined as the percentage of employees at the beginning of a period who remain at the end.
a.
Retention rate
b.
Turnover rate
c.
Absenteeism ratio
d.
Productivity rate
48. Which of the following is the first step in the process of managing retention?
a.
Measurement and assessment
b.
Management intervention
c.
Evaluation and follow up
d.
Tracking of intervention results
49. It is important to focus more on getting employees in their first year to stay because:
a.
those who stay for a year are more likely to extend their employment.
b.
first-year employees are the most productive in an organization.
c.
first-year employees are more knowledgeable than older employees.
d.
first-year employees are more committed to organizational goals than older employees.
50. How does an exit interview help in employee retention efforts?
a.
By providing managers and supervisors with information for improving company efforts to reduce employee turnover.
b.
By providing managers and supervisors with information to increase involuntary turnover
c.
By providing managers and supervisors with information to control involuntary turnover
d.
By providing managers and supervisors with information to increase the incidence rate of the company
1. According to Maslow’s need theory, an employee strives to satisfy his or her higher order needs first.
2. According to Maslow’s need theory, motivation is a goal-directed drive, and it seldom occurs in a void.
3. According to the two-factor theory, addressing hygiene factors in an organization ensures that employees are motivated to work harder.
4. According to the two-factor theory, interpersonal relationships are considered to be motivators.
5. According to the equity theory, the outcomes described in equity theory are always tangible.
6. One of the determinant of employees’ willingness to exert effort is the degree to which they value the rewards offered by an organization.
7. The performance-reward linkage described in the expectancy theory of motivation refers to employees’ beliefs that working harder will lead to better performance.
8. Psychological contracts between employers and employees are similar across cultures.
9. Employee productivity is a tangible aspect of psychological contracts.
10. Employers can address job satisfaction by regularly surveying employees.
11. Older employees tend to have lower job satisfaction than younger employees.
12. Higher unemployment rates usually mean more dissatisfied employees in the workforce.
13. Customer dissatisfaction is a direct cost of absenteeism.
14. A no-fault policy in organizations allows employees to manage their own attendance.
15. Severity rate is defined as the percentage of time lost to absenteeism.
16. Work rule violation is the most common reason for voluntary turnover.
17. A major reason for categorizing an employee’s departure as functional rather than dysfunctional is his/her performance level.
18. Functional turnover usually proves to be positive for organizations.
19. Churn tends to have a negative impact on the remaining employees in an organization.
20. Vacancy costs incurred by a company during turnover primarily include supervisory time, pay rates to prevent separations, and exit interview time.
21. In situations where the financial impact of turnover is insignificant, a company needs to pay greater attention to reducing force loss.
22. Decreased customer service is a hidden cost of turnover.
23. Paid orientation time is a training cost involved in turnover.
24. The reasons key people choose to stay with an employer are always the opposite of those that compel others to quit.
25. Developing skills in employees increases the likelihood that the employees would quit an organization.
26. Hiring has little to do with retention.
27. Insufficient pay is one of the reasons that lead to employee turnover.
28. To increase employee satisfaction, the performance management systems and performance appraisal processes in organizations must be designed so they are linked to compensation increases.
29. It is common for turnover to be high among newer employees during their first year.
30. Employees who stay for a year are more likely to extend their employment and have greater retention beyond the first year.
1. The process of generating a pool of qualified applicants for organizational jobs is called:
a.
requisitioning.
b.
pre-screening.
c.
recruiting.
d.
summoning.
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?
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.”
3. Which of the following would be an advantage for U.S. organizations that do not want to outsource their work overseas?
a.
Advancements in American worker productivity
b.
Rapidly rising labor costs in countries like India and China
c.
Restrictive U.S. requirements for work permits
d.
Large tax penalties that U.S. firms must pay if they outsource jobs
4. The _____ includes all individuals available for selection, if all possible recruitment strategies are used.
a.
labor force population
b.
external labor market
c.
recruitment pool
d.
applicant population
5. Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically provides direct access to the _____.
a.
applicant pool
b.
entire pool of eligible candidates
c.
entire labor market
d.
applicant population
6. 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.
a.
applicant population
b.
labor force population
c.
applicant pool
d.
entire labor market
7. The _____ pool consists of all persons who are actually evaluated for selection.
a.
applicant
b.
selection
c.
labor
d.
talent
8. Linda is the director of HR at Colette Value Inc., a large tax-preparation firm. The firm faces a dearth of tax preparers every year when the tax season approaches. Every December, Linda outsources a bulk of the recruiting process to an employment agency to recruit temporary employees before the tax season begins. However, she wants to do so without excessively limiting her final hiring decisions. Which of the following processes of recruitment should Linda carry out first hand?
a.
Advertising for recruitment over the Internet
b.
Preliminary screening of résumés
c.
Designing the employment advertisements
d.
Face-to-face interviews with finalists
9. Karl Graphics is conducting a vigorous recruiting campaign aimed at hiring 12 new employees within two weeks. This best exemplifies _____ recruiting.
a.
continuous
b.
emergency
c.
intensive
d.
crisis
10. A(n) ____ typically takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee.
a.
employment agency
b.
payroll vendor
c.
professional employer organization
d.
third-party employer
11. One advantage of leasing companies for employees is that:
a.
employers can save money on benefits.
b.
employers can hire permanent employees.
c.
it reduces total payroll costs for the employers.
d.
it exempts employers following the OSHA regulations.
12. Which of the following statements is true about employees of employee leasing companies?
a.
They have employment contracts and are not at-will employees.
b.
They increase the costs on benefits and HR administration on the part of the employer.
c.
They are supplied by contract to employers with jobs.
d.
They can be regarded as self-employed for IRS purposes.
13. Which of the following candidates have the highest probability of being rejected by a U.S. organization that practices sound HR practices and recruits nontraditional diverse workers?
a.
A middle-aged white male who is currently living in a halfway house for former drug addicts
b.
A 60-year-old woman living in an old age home.
c.
A 19-year-old man with an IQ of 92
d.
A young college-educated Danish woman without an H1 visa
14. Patricia, an outstanding performer, was placed at Oliver & Co. by a temporary service firm for two months. Patricia’s manager approaches Oliver & Co.’s HR Director with the request that she wants her as a regular employee. Given this scenario, which of the following statements is true?
a.
The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is hired as a regular employee.
b.
The employers will not be liable for Patricia’s safety under OSHA regulations.
c.
Patricia will be less expensive as a regular employee than as a temporary employee because temporary employees typically receive a 40% wage premium to offset the lack of benefits.
d.
Oliver & Co. is ethically bound not to hire temporary employees provided by an agency for regular employment.
15. In which of the following situations would the use of temporary workers be most appropriate?
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.
16. Angela is a self-employed graphic artist. She is usually hired by companies for special projects that lasts from a week to six months. Angela can be best described as a(n):
a.
independent contractor.
b.
undocumented worker.
c.
regular employee.
d.
full-time employee.
17. Which of the following statements is true about recruiting diversity?
a.
An organization that advertises job openings for individuals with “Christian values” employees would be considered impartial.
b.
Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts.
c.
“Journeyman lineman” is a permissible term for employment advertisements.
d.
Employers demonstrate exclusive recruiting by having diverse individuals represented in company materials.
18. If an employer lists the designation EEO/M-F/AA/ADA in its employment advertisements, it indicates that
a.
the employer will hire only minorities and disabled persons.
b.
the company has been found liable in a discrimination lawsuit.
c.
the employer has a policy of complying with equal employment regulations.
d.
the company encourages disparity in its workforce.
19. Paul is the director of recruitment at Times Clockworks. After running a thorough study of their employees’ backgrounds, Paul finds that Times Clockworks has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. Which of the following steps should Paul take to solve the problem most efficiently?
a.
Lower the job specifications for Hispanic applicants
b.
Begin advertising for job openings on the local Spanish radio station
c.
Continue its current recruiting practices because only organizations with Affirmative Action Plans are required to meet EEO guidelines
d.
Freeze the hiring process until qualified Hispanics apply for the position
20. Which of the following statements is true about good recruiting efforts?
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.
21. Which of the following statements is true of good recruiting efforts?
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 internal recruiting efforts.
b.
If a company has few Somali employees in a community with a large Somali presence, a good recruiting strategy is to have company employees who are not from Somali to help with recruiting.
c.
It would be discriminatory for a race track to advertise job openings for “exercise boys.”
d.
The Equal Employment Opportunity Commission (EEOC) guidelines state that indirect references implying gender or age are permitted.
22. Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.?
a.
Avoid including specific designations such as EEO/M-F/AA/ADA in the job advertisements
b.
Highlight terms such as “young and enthusiastic” and “ journeyman lineman” in their official Web sites
c.
Focus on training and development to generate internal candidates for all the new positions at the utility
d.
Plan to do more extensive external recruiting for technical and engineering positions
23. Which of the following is a defining characteristic of regular staffing?
a.
It uses workers who are traditional employees.
b.
It uses independent contractors.
c.
Companies can utilize the “try before you buy” approach.
d.
Companies can avoid litigation associated with the termination of workers.
24. A passive job seeker is one who:
a.
seeks a job merely because it is a requirement of receiving unemployment compensation.
b.
conducts a haphazard and unplanned job search.
c.
has a good job and is not actively looking to change jobs.
d.
is an employed individual who is not satisfied with his or her current job.
25. Which of the following statements is true of job boards?
a.
Job boards enable job seekers to submit résumés to many employers simultaneously.
b.
Much of the information provided by companies on job boards is intended to mislead competitors.
c.
Applicants hired from job boards always have worse average performance levels than applicants hired via social networking media.
d.
Job boards fail to offer access to numerous candidates.
26. John’s Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective for John’s Medical to advertise:
a.
on a microblogging site like Twitter.
b.
online recruitment videos on a general job board such as Monster.com or CareerTV.
c.
on the Web site of the oncology nurse practitioner professional organization.
d.
on a social networking site such as Facebook.
27. Which of the following is a feature of Internet recruiting?
a.
It requires the filing of applicant EEO reports.
b.
It requires the entire selection process to be conducted virtually.
c.
It makes global recruiting easier, but makes local recruiting complicated.
d.
It cannot be used to target specific audiences.
28. Which of the following statements is true of Internet recruiting?
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.
29. The major saving in time generated by Internet recruiting compared with traditional recruiting is:
a.
the time taken for conducting face-to-face interviews.
b.
the time taken for communication between the applicants and the employer.
c.
the time taken by new recruits to settle in a job.
d.
the time taken by HR staff members for handling blogs, tweets, and email with applicants versus snail mail, faxes and phone calls.
30. Exclusive use of the Internet for recruiting can reduce the diversity of an employer’s applicant population because:
a.
it will only attract the attention of retirees who are interested in seeking new employment opportunities.
b.
individuals from lower socioeconomic groups mostly have limited access to the Internet.
c.
the use of terminology such as “young and enthusiastic” is restricted.
d.
it excludes retirees who are interested in seeking new employment opportunities.
31. Which of the following would be the least important topic of training for a recruiter who will conduct interviews in a university campus?
a.
EEO regulations
b.
Details of the jobs and job specifications
c.
The company’s desired image and “brand”
d.
The company’s job posting software
32. When compared to internal recruitment, an advantage of external recruiting is that:
a.
its selection process is more rigorous.
b.
it takes lesser time and resources.
c.
recruited employees often require more orientation efforts.
d.
it has the potential to generate larger applicant pools.
33. Which of the following is an example of external sources of recruitment?
a.
A veterinarian selects one of her interns as her assistant
b.
Jolene recommends her colleague to fill an open position as a sales representative at the company where Jolene works as a technician
c.
An assistant librarian is shortlisted for the post of head librarian in the same library
d.
A salon shifts from Boston to New York and employs a new cashier through internet recruitment.
34. Which of the following is the best way in which recruiters can easily and accurately track responses to advertisements in various media?
a.
Use only a few selected media.
b.
Ask applicants where they learned of the position.
c.
Ask applicants which media they found most effective.
d.
Use different contact names, e-mail addresses, or phone number codes in each ad.
35. The best criterion to analyze the effectiveness of an advertisement for applicants is to measure the:
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.
36. Peter Cullen & Associates uses a private employment agency to locate engineering staff. The company pays a fee to the employment agency every time it hires a candidate provided by the employment agency. In this this scenario, Peter Cullen & Associates is using the services of:
a.
a contingency firm.
b.
a retainer firm.
c.
a fee-for-service firm.
d.
a labor union.
37. There are two kinds of executive search firms; _____ firms charge a fee regardless of the success of the search.
a.
contract
b.
commission
c.
contingency
d.
retainer
38. There are two kinds of executive search firms; _____ firms typically charge a fee only when a candidate is hired.
a.
contract
b.
consulting
c.
contingency
d.
retainer
39. In the building trade, unions can best benefit employers by providing:
a.
apprenticeship programs.
b.
providing interesting “employment games” online.
c.
pre-screening for job seekers.
d.
providing competitive wage scales for jobs.
40. Job fairs are primarily useful for:
a.
rapid hiring of large numbers of people.
b.
maintaining a continuous presence in a local labor market.
c.
passive recruiting.
d.
keeping out unemployable applicants.
41. Which of the following is a feature of school and colleg
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