1. a. b. c. d. e. 2. a. b. c. d. e. 3. a. b. c. d. e. 4. a. b. c. d. e. 5. a. b. c. d. e. 6. a. b. c. d. e. 7. a. b. c. d.

_____ is the process of deciding what positions the firm will have to fill. Recruitment Selection Personnel planning Interviewing None of the above Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on? Recruitment Selection Personnel planning Interviewing None of the above When a company decides on how to fill top executive positions, the process is called _____. employment planning succession planning selection interviewing testing When planning for employment requirements, what must be forecasted? personnel needs supply of inside candidates supply of outside candidates all of the above none of the above Which term below means studying variations in a firms employment levels over time? ratio analysis trend analysis graphical analysis computer analysis all of the above Trend analysis is limited in its usefulness, because _____. it considers time but not other changes such as productivity it considers too many possible influences it only provides an initial estimate it assumes constant increases in productivity all of the above The process of making forecasts based on the ration between some causal factor like sales volume and the number of employees required is called _____. ratio analysis trend analysis graphical analysis computer analysis

e. 8. a. b. c. d. e. 9. a. b. c. d. e. 10. a. b. c. d. e. 11. a. b. c. d. e. 12. a. b. c. d. e. 13. a. b. c. d. e. 14. a.

all of the above Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are required? 4 5 6 7 8 A _____ shows graphically how two variables are related. trend analysis ratio analysis scatter plot productivity chart correlation analysis What type of data is needed to use computerized forecasts for estimating future personnel requirements? labor hours required to produce one unit of product minimum sales projection maximum sales projection probable sales projection all of the above _____ contain data on employees performance records, educational background, and promotion recommendations. Computerized information systems Replacement charts Qualifications inventories Trend records Personnel files When managers need to determine which employees are available for promotion or transfer, they will use _____. computerized information systems replacement charts qualifications inventories trend records personnel files Qualifications inventories can be tracked and maintained by using _____. personnel inventories replacement charts position replacement cards computerized information systems all of the above Which tool below can be used in databases to protect the information? passwords

b. c. d. e. 15. a. b. c. d. e.

encryption access matrices work experience codes intranets Recruiting is necessary to _____. forecast the supply of outside candidates develop an applicant pool determine whether to use inside or outside candidates develop qualifications inventories all of the above Which of the following is not a reason to recruit through a central office? reduction of duplication of efforts shared expenses development and availability of recruitment experts autonomous divisions synergistic recruiting opportunities Why are large applicant pools considered desirable? allow the firm the chance to be more selective increase costs involved in screening applicants extend time required to fill vacant positions costs of processing applicants outweighs benefits of selectivity provide an opportunity to use prescreening computer software When evaluating the effectiveness of recruitment sources, what should be measured? the cost of using each source the number of applicants produced the quality of applicants produced the time involved in using each source both b and c Which of the following methods can be used to assess quality of applicants? work sample tests structured interviews grade point average job knowledge tests all of the above Which method listed below has the highest level of validity for predicting job performance? work sample tests biographical data grade point average SAT scores ratings of training and experience A _____ can be used to calculate the number of applicants necessary to result in hiring the required number of new employees.

16.
a. b. c. d. e. 17. a. b. c. d. e. 18. a. b. c. d. e. 19. a. b. c. d. e. 20. a. b. c. d. e. 21.

a. b. c. d. e. 22.

trend analysis ratio analysis recruiting yield pyramid computer information system log function What is a recruiting yield pyramid used for? a. to calculate the number of applicants necessary to result in hiring the required number of new employees b. to decide what positions the firm will have to fill c. to study variations in a firms employment levels over time d. to forecast the number of new employees necessary to generate a predetermined level of productivity e. to determine which employees might be qualified for projected openings Which of the following is a disadvantage of using internal sources of candidates to fill vacant positions? knowledge of candidates strengths and weaknesses potential to upset or lose employees who arent promoted accurate view of skill sets high commitment to the company reduced training and orientation required Job posting refers to all of the following except publicizing the open job to employees listing the jobs attributes listing the jobs pay rate listing the jobs required qualifications listing the number of desired applicants The first step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees The second step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees The third step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees

23. a. b. c. d. e.

24.
a. b. c. d. e. 25. a. b. c. d. e. 26. a. b. c. d. e. 27. a. b. c. d. e.

28. a. b. c. d. e.

How can high potential employees be developed for future positions? internal training cross-functional experience job rotation external training all of the above Which of the following methods is not used to recruit outside candidates? advertising job postings employment agencies executive recruiters all are used to recruit outside candidates The effectiveness of advertising for recruiting qualified applicants depends upon _____. complementary recruiting methods graphical appeal ad construction corporate image unemployment rate When constructing the ad, it is important to consider how to best _____. attract attention to the ad develop interest in the job create desire for the job prompt action all of the above The I in AIDA stands for _____. interest instructions internal candidates introspection identification The D in AIDA stands for _____. development of the ad detailed job qualifications desire for the position defensive recruitment strategies dominant work qualifications Who is typically responsible for paying the fees charged by private employment agencies when they place qualified individuals in jobs? U.S. Department of Labor the employer the employee the state employment commission there are no fees

29.
a. b. c. d. e. 30. a. b. c. d. e. 31. a. b. c. d. e. 32. a. b. c. d. e. 33. a. b. c. d. e. 34. a. b. c. d. e.

35.
a. b. c. d. e.

Which of the following is not an advantage of using a private employment agency? it may be faster than in-house recruiting it does not require internal recruitment specialists screening may not be as thorough it may be better for attracting minority candidates it is more comfortable when approaching candidates from competitors

36.
a. b. c. d. e. 37. a. b. c. d. e. 38. a. b. c. d. e.

Which of the following is not another term for contingent workers? part-time just-in-time collateral temporary all are terms for contingent workers Contingent workers are used in _____ occupations. clerical engineering medical all of the above none of the above Jackie works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Jackie is _____. a contingent worker on job rotation using job enlargement all of the above none of the above All of the following are disadvantages of using contingent workers except higher productivity increased cost compared to permanent workers lower commitment to company potential for legal risks e. tendency to treat contingent workers differently from permanent workers _____ are special employment agencies retained by employers to seek out top management talent for their clients. State-run employment agencies Private employment agencies Temporary agencies Executive recruiters Job banks Executive recruiters are also called _____. headhunters

39.
a. b. c. d.

40. a. b. c. d. e. 41. a.

b. c. d. e. 42. a. b. c. d. e. 43. a. b. c. d. e. 44.

staffers alternative staffing companies contract technical recruiters all of the above Recruiting services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms are called _____. retained executive searches contingent-based searches on demand just in time ad hoc services Which of the following is a disadvantage of using an executive recruiter? many contacts in field adept at contacting candidates who are not on the job market unfamiliar with company perceptions of ideal candidate ability to keep identity of firm confidential screening of many applicants Pamlico River Productions is seeking a top-level executive to serve in its finance division. Qualified candidates can be difficult to find because there is more demand than supply. Pamlico River Productions should consider using a(n) _____ for recruitment. state-run employment agency executive recruiter temporary agency internet-based job site any of the above A small biotech firm is seeking several employees with experience in pharmaceuticals and advanced degrees in life sciences. The firm is a small one and cannot afford to pay a traditional recruiting firm the expected fee of 30% of salary per hire. This firm should consider using a(n) _____. on demand recruiting service state-run employment agency temporary agency internet-based job site retained executive search firm KPG Industries has hired an executive recruiter to recruit qualified applicants for its Chief Financial Officer position. The position pays a salary of $175,000 and KPG has agreed to pay the fee whether the person hired is found via the executive recruiter or through some other method. KPG is using a(n) _____. on demand recruiting service retained executive search service contingency-based recruiter temporary agency National Job Bank

a. b. c. d. e. 45.

a. b. c. d. e. 46.

a. b. c. d. e.

47.

Besides determining whether a candidate is worth further consideration, college recruiters also seek to _____. a. fill the position b. cut costs for the firm by reducing the need to for on-site interviews c. develop a pool of applicants for future screening d. attract good candidates e. all of the above Which tool or approach listed below is recommended for selling the employer to the interviewee? informal attitude attractive recruiters emphasis on the job location well written job descriptions all of the above Which of the following is a main motivator for employees over 65? getting a raise getting a promotion schedule flexibility working in a supportive environment all of the above Smith Industries has set a goal of recruiting minority applicants. Which method listed below is likely to be the least successful for Smith Industries? employee referral campaigns specialized job search Web sites specialized recruiters executive recruiters all are likely to be successful The Federal Personal Responsibility and Welfare Reconciliation Act of 1996 prompted many employers to _____. hire more minority workers implement welfare-to-work programs offer flexible benefit plans advertise training programs all of the above Once a firm has a pool of applicants, the first step in pre-screening is the _____. in-person interview on-site visit application form telephone interview recommendation from recruiters Which of the following is not a type of information that should be provided by application forms? education

48. a. b. c. d. e. 49. a. b. c. d. e.

50.
a. b. c. d. e. 51. a. b. c. d. e. 52. a. b. c. d. e.

53.
a.

b. c. d. e. 54. a. b. c. d. e.

experience work stability applicants age previous progress and growth Which of the following could be perceived as discriminatory when asked on an employment application form? housing status memberships in organizations marital status arrest record all of the above When requesting information from applicants on an in-case of emergency contact person, employers can ask all of the following except _____. name of contact address of contact relationship to applicant telephone number of contact all of the above should be requested True/ False Employment planning should be an integral part of a firms strategic and HR planning process. Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs. Trend analysis assumes the productivity increases over time. The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year. Access matrices are used to define the rights of users to various kinds of access for each element in a database. The lower the rate of unemployment, the easier it is to recruit personnel. The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position. Effective recruiting results in a large number of applicants. General mental ability tests show higher validity for predicting job performance than tests of individuals level of conscientiousness. Rehiring former employees could signal current employees that the best way to get ahead is to leave the company. The best medium for advertising vacant positions is the Internet. Local newspapers are the best source for blue-collar help and clerical

55.
a. b. c. d. e.

56. 57. 58. 59. 60. 61. 62. 63. 64. 65. 66. 67.

employees. 68. 69. 70. 71. 72. Contingent workers are primarily clerical positions filled with temps. Some firms use contingent workers as short-term chief financial officers. Contingent workers are paid less than comparable permanent workers. Retained executive recruiters are paid whether or not they eventually fill the clients vacant position. A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicants age. 73. 74. form. 75. When firms use the information on job application forms as a predictor of job performance, they are allowed to request more information (such as age and tendency to attend religious services) on application forms. For a mandatory alternative dispute resolution agreement to be binding, it simply needs to be a clause in the employment application. Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application

10