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

Need help with your exam preparation?

Existing Quiz Clients Login here
Question #1
The process of generating a pool of qualified applicants for organizational jobs is called
A.   acquiring.
B.   requisitioning.
C.   recruiting
D.   selection.
Question #2
The ____ includes all individuals available for selection, if all possible recruitment strategies are used.
A.   manpower pool
B.   applicant population
C.   recruitment pool
D.   labor force population
Question #3
If an organization is in need of highly-qualified employees, it will be most able to find these employees when
A.   there is a high level of unemployment.
B.   the labor market is tight.
C.   the economy is strong.
D.   the demand for labor exceeds the supply of labor.
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.   your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
B.   Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
C.   Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
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 selection rate.
C.   the success base rate.
D.   the acceptance rate.
E.   an employee's good performance on one job may not be a good predictor of his/her performance on another job.
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.   its selection process is more rigorous.
B.   it has the potential to generate larger applicant pools.
C.   recruited employees often require more orientation efforts.
D.   it takes lesser time and resources.
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.   puts little energy into a job search.
C.   is an introverted individual who must be actively targeted by the recruiting company or employment agency.
D.   has a good job and is not actively looking to change.
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.   Who is really an applicant for reporting purposes?
C.   Are protected classes excluded from the Internet recruiting process?
D.   Privacy issues regarding credit reporting.
Question #10
Evaluating the success of recruiting efforts is important because it
A.   provides input to the HR unit's compensation system.
B.   is the best way to measure the firm's reputation on the college campuses.
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.   matching process.
B.   operating management responsibility.
C.   public relations activity.
D.   marketing tool.
Question #12
Measurable indicators of the selection criteria are called
A.   predictors.
B.   performance standards.
C.   essential elements.
D.   validators.
Question #13
In a selection test, validity refers to the
A.   correlation between a predictor and job performance.
B.   strength of the correlation between a test score and a predictor.
C.   applicant achieving approximately the same score in a test-retest situation.
D.   consistency with which the predictor actually tests the desired construct.
Question #14
What is the purpose of pre-employment screening?
A.   to encourage potential job candidates to complete application forms
B.   to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
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.   its selection process is more vigorous.
C.   it takes lesser time and resources.
D.   recruited employees often require more orientation efforts.
Question #16
The Employee Polygraph Protection Act
A.   permits the use of polygraphs, but only when administered by a trained expert.
B.   prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
C.   prohibits private sector employers from using polygraph tests under any circumstances.
D.   prohibits polygraph use for pre-employment screening purposes by most employers.
Question #17
In a structured interview,
A.   each candidate appears before a panel of interviewers.
B.   all candidates meet with the same interviewer.
C.   questions are designed to address all of the Big Five personality traits.
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.   The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
C.   An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
D.   Credit agencies are liable for damages if false credit information is disclosed about a job candidate.
Question #19
The main legal reason for performing a thorough background check of all applicants is:
A.   to protect the organization against charges of negligent hiring.
B.   to avoid résumé fraud.
C.   to prevent discrimination against protected classes.
D.   to comply with the Immigration and Naturalization Act.
Question #20
What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants?
A.   Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
B.   Gather the information on the application blank during the pre-screening process.
C.   Collect the data after the hiring decision has been made.
D.   Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.

Need help with your exam preparation?

Existing Quiz Clients Login here