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.   selection.
C.   acquiring.
D.   requisitioning.
Question #2
The ____ includes all individuals available for selection, if all possible recruitment strategies are used.
A.   manpower pool
B.   labor force population
C.   recruitment 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 labor market is tight.
C.   there is a high level of unemployment.
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.   the company will have to pay a placement charge to the temporary agency if it hires Ivan.
B.   Ivan is unlikely to take an offer of full-time work because most temporary workers do not want regular (permanent) jobs.
C.   Ivan probably does not have legal permission to work in the U.S. because temporary agencies frequently employ illegals.
D.   your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.
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 success base rate.
C.   the selection rate.
D.   an employee's good performance on one job may not be a good predictor of his/her performance on another job.
E.   the acceptance rate.
Question #6
What is the main ADVANTAGE of re-hiring former employees?
A.   Their performance and capabilities are known.
B.   They usually cost less in terms of salary and benefits than external recruits.
C.   The internal politics of the organization are not disrupted.
Question #7
Which of the following is an advantage of internal recruitment?
A.   recruited employees often require more orientation efforts.
B.   it takes lesser time and resources.
C.   it has the potential to generate larger applicant pools.
D.   its selection process is more rigorous.
Question #8
A "passive" job seeker is one who
A.   is an introverted individual who must be actively targeted by the recruiting company or employment agency.
B.   is a marginally-employable individual who cruises job boards looking for a job or a better position.
C.   puts little energy into a job search.
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.   Privacy issues regarding credit reporting.
B.   Who is really an applicant for reporting purposes?
C.   Are protected classes excluded from the Internet recruiting process?
D.   Is the incidence of applicant fraud higher for Internet recruiting sources than for other sources?
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.   is the primary way to find out whether the efforts are cost effective .
C.   allows the employer know if it is meeting affirmative action goals.
D.   provides input to the HR unit's compensation system.
Question #11
More than anything else, placement of human resources should be seen as a/an
A.   matching process.
B.   public relations activity.
C.   marketing tool.
D.   operating management responsibility.
Question #12
Measurable indicators of the selection criteria are called
A.   performance standards.
B.   predictors.
C.   essential elements.
D.   validators.
Question #13
In a selection test, validity refers to the
A.   correlation between a predictor and job performance.
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.   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 encourage potential job candidates to complete application forms
C.   to obtain information for an EEO report
D.   to determine if applicants meet the minimum qualifications for open jobs
Question #15
When compared to internal recruitment, an advantage of external recruiting is that:
A.   it takes lesser time and resources.
B.   recruited employees often require more orientation efforts.
C.   it has the potential to generate larger applicant pools.
D.   its selection process is more vigorous.
Question #16
The Employee Polygraph Protection Act
A.   prohibits private sector employers from using polygraph tests under any circumstances.
B.   prohibits polygraph use for pre-employment screening purposes by most employers.
C.   permits the use of polygraphs, but only when administered by a trained expert.
D.   prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
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.   All government contractors are required to perform credit checks on all new hires.
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.   An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
Question #19
The main legal reason for performing a thorough background check of all applicants is:
A.   to prevent discrimination against protected classes.
B.   to comply with the Immigration and Naturalization Act.
C.   to protect the organization against charges of negligent hiring.
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.   Collect the data after the hiring decision has been made.
B.   Gather the information on the application blank during the pre-screening process.
C.   Ask the applicant to provide EEOC reporting data on a form separate from the application blank.
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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