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.   requisitioning.
C.   selection.
D.   acquiring.
Question #2
The ____ includes all individuals available for selection, if all possible recruitment strategies are used.
A.   recruitment pool
B.   labor force population
C.   manpower pool
D.   applicant population
Question #3
If an organization is in need of highly-qualified employees, it will be most able to find these employees when
A.   the economy is strong.
B.   the demand for labor exceeds the supply of labor.
C.   there is a high level of unemployment.
D.   the labor market is tight.
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.   Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
B.   Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
C.   your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
D.   the company will have to pay a placement charge to the temporary agency if it hires Ivan.
Question #5
The percent of applicants hired divided by the total number of applicants offered jobs is termed as
A.   the fill rate.
B.   the acceptance rate.
C.   an employee's good performance on one job may not be a good predictor of his/her performance on another job.
D.   the selection 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.   Their performance and capabilities are known.
C.   They usually cost less in terms of salary and benefits than external recruits.
Question #7
Which of the following is an advantage of internal recruitment?
A.   it takes lesser time and resources.
B.   recruited employees often require more orientation efforts.
C.   its selection process is more rigorous.
D.   it has the potential to generate larger applicant pools.
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.   Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
B.   Privacy issues regarding credit reporting.
C.   Are protected classes excluded from the Internet recruiting process?
D.   Who is really an applicant for reporting purposes?
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.   provides input to the HR unit's compensation system.
C.   allows the employer know if it is meeting affirmative action goals.
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.   public relations activity.
B.   operating management responsibility.
C.   matching process.
D.   marketing tool.
Question #12
Measurable indicators of the selection criteria are called
A.   performance standards.
B.   predictors.
C.   validators.
D.   essential elements.
Question #13
In a selection test, validity refers to the
A.   applicant achieving approximately the same score in a test-retest situation.
B.   correlation between a predictor and job performance.
C.   strength of the correlation between a test score and a predictor.
D.   consistency with which the predictor actually tests the desired construct.
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 determine if applicants meet the minimum qualifications for open jobs
C.   to obtain information for an EEO report
D.   to encourage potential job candidates to complete application forms
Question #15
When compared to internal recruitment, an advantage of external recruiting is that:
A.   its selection process is more vigorous.
B.   it has the potential to generate larger applicant pools.
C.   it takes lesser time and resources.
D.   recruited employees often require more orientation efforts.
Question #16
The Employee Polygraph Protection Act
A.   prohibits polygraph use for pre-employment screening purposes by most employers.
B.   prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
C.   permits the use of polygraphs, but only when administered by a trained expert.
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.   questions are designed to address all of the Big Five personality traits.
C.   all candidates meet with the same interviewer.
D.   a set of standardized questions are asked of all job applicants.
Question #18
Which of the following is TRUE about the Fair Credit Reporting Act?
A.   All government contractors are required to perform credit checks on all new hires.
B.   Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
C.   An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
D.   The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
Question #19
The main legal reason for performing a thorough background check of all applicants is:
A.   to comply with the Immigration and Naturalization Act.
B.   to protect the organization against charges of negligent hiring.
C.   to prevent discrimination against protected classes.
D.   to avoid résumé fraud.
Question #20
What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants?
A.   Gather the information on the application blank during the pre-screening process.
B.   Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.
C.   Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
D.   Collect the data after the hiring decision has been made.

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