Question :
81. Recruiting advertisements in newspapers and periodicals: A. are exempt from the requirements : 1251005
81. Recruiting advertisements in newspapers and periodicals:
A. are exempt from the requirements of Title VII.
B. are most effective in attracting applicants who are currently employed.
C. are generally not needed.
D. typically generate less desirable recruits than direct applications or referrals.
Advertisements to recruit personnel are ubiquitous, even though they typically generate less desirable recruits than direct applications or referrals—and do so at greater expense. However, because few employers can fill all their vacancies with direct applications and referrals, some form of advertising is usually needed.
82. The most effective source for recruiters is:
A. referrals.
B. job fairs.
C. the Web.
D. local newspapers.
A recent survey of HR executives indicated that electronic job boards were the most effective source of recruits for 36 percent of the respondents, well ahead of local newspapers (21 percent), job fairs (4 percent), and walk-ins and referrals (1 percent).
83. Van Roehling Inc., located in a small town 40 miles from Detroit, is seeking to hire 10 production workers. The company also wants very much to improve the diversity of its presently all-white, male workforce. Which of the following combinations of recruitment sources would be the best for the company to use?
A. Referrals from current employees and walk-in applicants.
B. A job search firm and an advertisement in the local newspaper.
C. Referrals from current employees and an advertisement in the local newspaper.
D. Advertisement in a metropolitan Detroit newspaper and Michigan’s public employment service.
Because there are few rules about the quality of a given source for a given vacancy, it is generally a good idea for employers to monitor the quality of all their recruitment sources.
84. Executive search firms (ESFs):
A. serve as an important confidentiality buffer between the employer and the recruit.
B. work almost exclusively with high-level, unemployed executives.
C. typically require the person being placed to make the initial contact with the prospective employer directly.
D. are not subject to the requirements of Title VII.
Dealing with executive search firms is sometimes a sensitive process because executives may not want to advertise their availability for fear of their current employer’s reaction. Thus, ESFs serve as an important confidentiality buffer between the employer and the recruit.
85. Yield ratios express the:
A. output yielded by a new hire in relation to the cost of recruiting the new hire.
B. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
C. dollar costs per hire.
D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.
Because there are few rules about the quality of a given source for a given vacancy, it is generally a good idea for employers to monitor the quality of all their recruitment sources. One means of accomplishing this is to develop and compare yield ratios for each source.
86. Cost per hire is:
A. useful in establishing the efficiency of a recruiting source.
B. lower for private employment agencies than for public employment agencies.
C. lower for executive recruits than for clerical recruits.
D. a measure of applicant quality.
Yield ratios and cost-per-hire data are useful in establishing the efficiency of a given source.
87. The recruiting source that is likely to be least costly per recruit hired is:
A. a renowned university.
B. newspaper ads.
C. an employee referral.
D. an executive search firm.
The best two sources of recruits are local universities and employee referral programs.
88. The recruiting source that is likely to have the highest yield ratio is:
A. a college/university.
B. walk-ins.
C. a public employment agency.
D. an executive search firm.
Executive search firms generate a small list of highly qualified, interested applicants, but this is an expensive source compared with other alternatives.
89. Which of the following recruiter characteristics do applicants tend to respond to most positively?
A. Warmth
B. Race (same as applicant)
C. Age
D. Gender
Two traits stand out when applicants’ reactions to recruiters are examined. The first, which could be called “warmth,” reflects the degree to which the recruiter seems to care about the applicant and is enthusiastic about her potential to contribute to the company. The second characteristic could be called “informativeness.”
90. All but one of the following would enhance recruiter effectiveness. Name the exception.
A. Ensure recruiters provide applicants with timely feedback.
B. Conduct dual-purpose recruitment and selection interviews.
C. Ensure recruiters are knowledgeable about company policies and procedures and the characteristics of the position.
D. Do recruiting in teams rather than individually.
Although research suggests that recruiters do not have much influence on job choice, this does not mean recruiters cannot have an impact.
