BUSAD 144 - Human Resources I » Spring 2021 » Quiz 4

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Question #1
The process of generating a pool of qualified applicants for organizational jobs is called
A.   recruiting
B.   acquiring.
C.   requisitioning.
D.   selection.
Question #2
The ____ includes all individuals available for selection, if all possible recruitment strategies are used.
A.   labor force population
B.   manpower pool
C.   applicant population
D.   recruitment pool
Question #3
If an organization is in need of highly-qualified employees, it will be most able to find these employees when
A.   the labor market is tight.
B.   the demand for labor exceeds the supply of labor.
C.   there is a high level of unemployment.
D.   the economy is strong.
Question #4
Ivan is an outstanding performer who was provided to the firm by a temporary service firm two months ago. Ivan's manager would like to hire Ivan as a regular employee and she has come to you, the HR director, to make this request. You realize that
A.   the company will have to pay a placement charge to the temporary agency if it hires Ivan.
B.   your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
C.   Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
D.   Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
Question #5
The percent of applicants hired divided by the total number of applicants offered jobs is termed as
A.   the fill rate.
B.   an employee's good performance on one job may not be a good predictor of his/her performance on another job.
C.   the selection rate.
D.   the acceptance rate.
E.   the success base rate.
Question #6
What is the main ADVANTAGE of re-hiring former employees?
A.   The internal politics of the organization are not disrupted.
B.   They usually cost less in terms of salary and benefits than external recruits.
C.   Their performance and capabilities are known.
Question #7
Which of the following is an advantage of internal recruitment?
A.   it has the potential to generate larger applicant pools.
B.   its selection process is more rigorous.
C.   it takes lesser time and resources.
D.   recruited employees often require more orientation efforts.
Question #8
A "passive" job seeker is one who
A.   is a marginally-employable individual who cruises job boards looking for a job or a better position.
B.   has a good job and is not actively looking to change.
C.   puts little energy into a job search.
D.   is an introverted individual who must be actively targeted by the recruiting company or employment agency.
Question #9
All of the following are legal concerns about Internet recruiting EXCEPT
A.   Who is really an applicant for reporting purposes?
B.   Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
C.   Privacy issues regarding credit reporting.
D.   Are protected classes excluded from the Internet recruiting process?
Question #10
Evaluating the success of recruiting efforts is important because it
A.   is the best way to measure the firm's reputation on the college campuses.
B.   allows the employer know if it is meeting affirmative action goals.
C.   provides input to the HR unit's compensation system.
D.   is the primary way to find out whether the efforts are cost effective .
Question #11
More than anything else, placement of human resources should be seen as a/an
A.   matching process.
B.   marketing tool.
C.   public relations activity.
D.   operating management responsibility.
Question #12
Measurable indicators of the selection criteria are called
A.   predictors.
B.   validators.
C.   performance standards.
D.   essential elements.
Question #13
In a selection test, validity refers to the
A.   consistency with which the predictor actually tests the desired construct.
B.   applicant achieving approximately the same score in a test-retest situation.
C.   strength of the correlation between a test score and a predictor.
D.   correlation between a predictor and job performance.
Question #14
What is the purpose of pre-employment screening?
A.   to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
B.   to encourage potential job candidates to complete application forms
C.   to determine if applicants meet the minimum qualifications for open jobs
D.   to obtain information for an EEO report
Question #15
When compared to internal recruitment, an advantage of external recruiting is that:
A.   it has the potential to generate larger applicant pools.
B.   recruited employees often require more orientation efforts.
C.   its selection process is more vigorous.
D.   it takes lesser time and resources.
Question #16
The Employee Polygraph Protection Act
A.   permits the use of polygraphs, but only when administered by a trained expert.
B.   prohibits polygraph use for pre-employment screening purposes by most employers.
C.   prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
D.   prohibits private sector employers from using polygraph tests under any circumstances.
Question #17
In a structured interview,
A.   each candidate appears before a panel of interviewers.
B.   a set of standardized questions are asked of all job applicants.
C.   all candidates meet with the same interviewer.
D.   questions are designed to address all of the Big Five personality traits.
Question #18
Which of the following is TRUE about the Fair Credit Reporting Act?
A.   Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
B.   An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
C.   The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
D.   All government contractors are required to perform credit checks on all new hires.
Question #19
The main legal reason for performing a thorough background check of all applicants is:
A.   to avoid résumé fraud.
B.   to prevent discrimination against protected classes.
C.   to comply with the Immigration and Naturalization Act.
D.   to protect the organization against charges of negligent hiring.
Question #20
What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants?
A.   Collect the data after the hiring decision has been made.
B.   Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
C.   Gather the information on the application blank during the pre-screening process.
D.   Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.

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