Chapter 4

Question 1

Stacy, the HR manager of a bank, restricts her recruiting efforts for the post of loan officer to placing advertisements on the website of the American Banking Association. This will allow Stacy to determine the _____ for the job of loan officer.

Answer 1

applicant population (p. 73)

Question 2

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):

Answer 2

independent contractor. (p.75)

Question 3

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. What should the HR director do in order to cope with these new technologies at Edison Inc.?

Answer 3

Plan to do more extensive external recruiting for technical and engineering positions. (p. 76)

Question 4

What is an example of external sources of recruitment?

Answer 4

A salon shifts from Boston to New York and employs a new cashier through Internet recruitment. (p.76)

Question 5

When compared to internal recruitment, an advantage of external recruiting is that:

Answer 5

it has the potential to generate larger applicant pools. (p. 76)

Question 6

What is true of internet recruiting?

Answer 6

An advantage of Internet recruiting is that by reaching out to so many people from diverse backgrounds, a very large pool of applicants can be generated. (p.76)

Question 7

The major saving in time generated by Internet recruiting compared with traditional recruiting is the time taken:

Answer 7

for communication between the applicants and the employer. (p.77)

Question 8

Exclusive use of the Internet for recruiting can reduce the diversity of an employer’s applicant population because:

Answer 8

individuals from lower socioeconomic groups mostly have limited access to the Internet. (P.77)

Question 9

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, what is true?

Answer 9

The temporary agency contract requires Oliver & Co. to pay a placement fee if Patricia is hired as a regular employee. (P. 79)

Question 10

What is a feature of school and college recruiting?

Answer 10

Vocational colleges and technical schools often have cooperative programs with employers that funnel quality students into regular jobs. (p. 80)

Question 11

What is true of internal recruiting?

Answer 11

It can aid future promotions, and career development. (p. 80)

Question 12

Calculating the average time from contact to hire allows a firm to most accurately:

Answer 12

target he most time-efficeint recruiting sources (p. 81)

Question 13

In verifying the identities and credentials of job applicants, employers must use the revised form I-9 for each employee hired and must:

Answer 13

determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring. (p. 86)

Question 14

The great advantage of structured selection interviews over unstructured interviews is the:

Answer 14

consistency in evaluation of candidates. (p. 88)

Question 15

Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first 15 minutes of the job interview relating details about his education and work experience to the interviewer. This is a _____ interview.

Answer 15

biographical (p. 88)

Question 16

Patrick, a job applicant, was asked by his interviewer, “In your previous job, how did you handle employees who were poor performers?” Based on this information, what type of interview did Patrick attend?

Answer 16

Behavioral interview (p. 88)

Question 17

In her interview for a position as a bartender at a luxury hotel bar, Megan was asked “What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?” Such types of questions are typically asked in _____ interviews

Answer 17

situational (p.89)

Question 18

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe her or his approach to handling the crisis, which will be recorded and evaluated by a panel. This is an example of a

Answer 18

situational interview. (p. 89)

Question 19

Gisela has just finished her interview with the managing editor of a large city newspaper. She is shaken and upset because the editor talked about her educational background in an insulting tone. He also pressured her to answer confusing questions without allowing her time to collect her thoughts. Given this scenario, Gisela most likely attended a _____ interview

Answer 19

stress (p.89)

Question 20

True/False: 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.

Answer 20

True (p. 73)

Question 21

True/False: Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion of minorities in his company’s managerial ranks is too low. To solve the issue, Illumin Media should consider recruiting methods that reach a larger applicant population of experienced managers, such as contacting professional associations.

Answer 21

True (p. 76)

Question 22

True/False: Job boards can be used for internal recruitment but not for external recruitment.

Answer 22

False (p. 76)

Question 23

True/False:“Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him and give him some intense training on our desk procedures.” This is an example of the compensatory approach to combining predictors of work performance.

Answer 23

True (p.84)

Question 24

True/False: The ADA prohibits the use of pre-employment medical exams, except for drug tests, until a job has been conditionally offered.

Answer 24

True (p.92)

Question 25

Short answer: what is the difference between continuous and intensive recruiting?

Answer 25

continuous recruiting is an employer keeping a constant presence in the recruiting market, while intensive recruiting is recruiting that has a goal of hiring a specific number of employees usually in a specific time frame. (p. 74)

Question 26

Short answer: Define the term “employment brand”.

Answer 26

The view that both employees and outsiders have of that organization. (p. 74)

Question 27

Short answer: What purposes do application forms serve?

Answer 27

a record of the applicant’s desire to obtain a position; an applicant profile that the interviewer can address in the interview; a basic employee record for applicants who are hired; data for research on the effectiveness of the selection process (p. 85)

Question 28

short answer: define situational judgment tests.

Answer 28

a measure of a person’s judgment in work settings, usually given a hypothetical situation and a list of possible solutions to the problem. (p.86)