BUS MISC CHAPTER 6 TO 10 QUESTIONS AND ANSWERS 100%

The final stage of the recruitment process results in generating a pool of qualified candidates. True Which of the following would not be necessary in attempting to attract Generation Y workers? A. State that the job offers long-term security B. Focus on growth opportunities C. Focus on use of state-of-the-art technology D. Focus on work/life balance Which of the following is the best measure of success of an employer branding initiative? A. Desirable candidates say "I'd like to work there" B. Reduced costs for recruiting C. Reduced absenteeism of employees D. Reduced turnover are employees who develop work relationships directly with the employer for a specific type of work or period of time. A.Millennials B.Temp workers C.Part-time workers D.Contract workers Mildred, a recruiter, is reviewing the job description for a vacant position with the manager to whom the incumbent would report. What step of the recruitment process is Mildred engaged in? A. Job openings are identified by HR B. Appropriate recruiting sources and methods are chosen C. Job requirements are determined D. Communication with stakeholders is established What is one of the disadvantages of using job postings when hiring and promoting from within anorganization? A. Tensions can arise if it appears that an internal candidate was passed over for an external candidate B. Job postings reduce the likelihood of special deals and favouritism C. Job postings make it difficult for companies to demonstrate a commitment to career development D. There are no disadvantages to using job postings when hiring and promoting from within An engineering consulting company operating across Canada has launched an initiative to recruit engineers from England. The company is doing this because there is a labour shortage of engineers in Canada. False Promoting from within can have its disadvantages. For instance, when an entire management team has been brought up through the ranks, they may have a tendency to make decisions by the book and to maintain the status quo when a new and innovative direction is needed. True There has been a shift in the format of forms from the traditional pen-and-paper methods to online applications. Which of the following statements is not a benefit of online application methods? A. They significantly reduce the risk of lost applications B. They increase the exposure level of the job ad C. They can reduce the likelihood of biases associated with other forms of face-to-face recruitment D. They can result in a large number of applicants Which of the following is not part of employer branding? A. The candidate's experience when accessing the company's website B. The experience of an unsuccessful candidate in the recruiting process C. The candidate's performance on pre-employment tests D. The experience of an applicant receiving a response to the application The accumulation of firm-specific knowledge and experience involving a joint investment by both the employee and the employer is known as A. skills inventory. B. a yield ratio. C. nepotism. D. human capital theory. Mary wishes to recruit people who do not need to have Internet ability for jobs that are relatively lower skilled but which are available within the next month. Which of the following recruitment methods would be most appropriate in Mary's situation? A. Trade associations B. Executive search firms C. Print advertising in local newspapers D. Internet job boards A Human Resource Information System (HRIS) can be useful when combined with online application forms. Which of the following is not an advantage to using online application forms and an HRIS? A. Pre-screen applicants against predetermined criteria B. Search through applications using specified search functions C. Automatically code and store applications D. Easily determine candidates' personalities Bob is reviewing the recruitment yield ratios that he has recently calculated. What can be determined using yield ratios? A. The number of candidates hired per dollar invested in recruitment B. The percentage of applicants that proceed to the next stage of the selection process. C. The number of hires from a particular recruitment method D. The percentage of candidates hired per dollar invested in recruitment Which of the following are items you can legally include in an application form in Canada? A. Legally eligible to work in Canada B. Gender, race, religion C. Age and date of birth D. Physical traits and disabilities Which of the following is not an aspect of employer branding during the recruitment process? A. What candidates experience when they go to the company's website B. How candidates are greeted by the receptionist when they make initial contact by phone or in person C. Whether HR sends an acknowledgement letter or email thanking each candidate who sends in a resume D. Whether the candidate is familiar with the company's products and services before responding to the job posting A company that wants to increase its workplace diversity should A. hire only new immigrants. B. avoid hiring older workers. C. advertise in alternative publications and form contacts with organizations that facilitate hiring and integration of designated group members. D. always hire members of designated groups over other qualified candidates. Which of the following is not a trend that is leading to increased diversity of the workforce in Canada? A. An increase in people with disabilities in the workforce B. An increase in the availability of young people C. An increase in visible minorities D .An increase in the need to hire older workers When recruiting, to appeal to Generation X members, it is important to stress that they will be able to work independently and that work/life balance is supported. True Which of the following is the first step in the process of employer branding? A.Survey current staf B. Develop the employee value proposition C. Define the target audience D. Position value proposition in the communication A disadvantage of application forms is that candidates are asked to acknowledge that the information provided is true and accurate, which protects the company from applicants who falsify their credentials. False Mariam is human resource director for a large credit union. She wants her organization to be able to attract the most appropriate candidates so that it can succeed in the future. Mariam wants her organization to be seen as the employer of choice for the ideal candidate. Which of the following would best describe what Mariam is thinking about? A.Selection B.Communication tactics C. Employer branding D.Ongoing recruiting Provincial Major University (PMU) is seeking a new president to lead this large institution in a time of significant change. The ideal candidate is a highly experienced and successful person who is probably currently working at a senior level in a university. Which recruitment method would be most appropriate in this situation? A. Print advertisements B. Internet job boards C.Executive search firms D.Human Resources and Skills Development Canada Which of the following is not a constraint on recruitment? A.Organizational policies B.Compensation policies C.Labour surplus D.Inducements by competitors A preference for hiring relatives of current employees is known as A. nepotism. B. external recruitment. C.placement. D.internal recruitment. It is always best to recruit from within the organization. False Most recruitment methods can be used to attract members of designated groups (Aboriginal people, women, visible minorities, and persons with disabilities), provided that the employer's commitment to equality and diversity is made clear to all involved in the recruitment process. True An advantage of using application forms is that candidate comparison is facilitated because information is collected in a uniform manner. True Edith is looking for candidates and has been advised to recruit internally. Which of the following is a benefit to the organization of internal recruitment? A. Managers have greater knowledge of the performance of the candidate because he or she has been with the organization B. Current employees are likely less expensive than new hires C. Current employees can be promoted with little disruption to the organization D. Insiders will be less committed to the organization as they work there Skills inventories can be used to identify qualified internal candidates to be considered for transfers or promotion when opportunities arise. Skills inventories can be supplemented with job postings to reach the greatest number of internal candidates. True One reason for recruiting non-permanent staf is that it allows for flexibility and the option to hire workers with special skills on an as-needed basis. True Step three of the branding process is to develop the employee value propositionlong dash—the specific reasons why the organization is a unique place to work and a more attractive employer for the target audience compared to other organizations. False Which of the following is an advantage of using a corporate website rather than an Internet job board forrecruiting? A. It creates a pool of candidates who are already interested in the organization B. Resumes can be copied to other sites with ease C. The website can give the job seeker self-assessment tools D. Job seekers can post their résumés and have employers browse the site Yolanda has decided to focus on attracting older workers to apply to work with her organization since hiring older workers has many benefits. These workers typically have a strong sense of loyalty and organizationalcommitment, a strong work ethic, good people skills, a willingness to work in a variety of roles, and A. high job satisfaction. B. knowledge of the newest technology. C.no need for benefits. D.physical strength. Many health regions across Canada have instituted aggressive recruiting campaigns to attract registered nurses to their organizations. What is the most likely constraint that is driving these aggressive recruitingcampaigns? A. Recruiting by competitors B. Employment equity plans requiring recruitment of designated groups C.Significant promote-from-within programs limit the number of candidates D.Labour/skills shortage An application form is commonly required by organizations as candidates formally apply to join the organization. Which of the following is not a benefit of application forms from the perspective of an employer? A. The applicant can provide the information that he or she wants to provide B. The applicant can voluntarily state that she or he is a member of a designated group C.Information regarding diferent applicants is easily comparable D.The form, completed onsite, shows that it is the applicant who has completed the form Chapter 7 Bill is hiring warehouse workers who must read instructions and lift boxes. Which of the following tests would be appropriate in the selection process for these workers? A.Physical ability tests B.Physical exam C.Intelligence (IQ) tests D.Personality tests Which of the following are considered hidden costs of a poor selection process? A. The cost of beginning the selection process over again when an unsuccessful employee is terminated B. Internal disorganization, disruption, and customer alienation C. Strategic objectives will not be met D. The cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated Which of the following is likely the best predictor of job performance? A.Interest inventories B.Grade-point average C.A personality test D.Work sampling If George has decided to measure the temperature of his cofee using a ruler, which of the following would be true? A. George would be getting a reliable measure, but not a valid one. B. George would be getting a measure that is neither reliable nor valid. C. George would be getting a reliab