Human Resource Management, 15e (Dessler) Chapter 5 Personnel Planning And Recruiting

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Human Resource Management, 15e (Dessler) Chapter 5 Personnel Planning And Recruiting - Quiz

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Questions and Answers
  • 1. 

    What is the first step in the recruitment and selection process?

    • A.

      Performing initial screening interviews

    • B.

      Building a pool of candidates

    • C.

      Performing candidate background checks

    • D.

      Deciding what positions to fill

    Correct Answer
    D. Deciding what positions to fill
    Explanation
    The first step in the recruitment and selection process is deciding what positions to fill. This involves identifying the staffing needs and requirements of the organization. By determining the positions that need to be filled, the recruitment process can be initiated and targeted towards finding suitable candidates for those specific roles. This step sets the foundation for the entire recruitment and selection process by outlining the goals and objectives of the hiring process.

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  • 2. 

    Which of the following terms refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job?

    • A.

      Selection tools

    • B.

      Job analysis methods

    • C.

      Personnel techniques

    • D.

      Forecasting tools

    Correct Answer
    A. Selection tools
    Explanation
    Selection tools refer to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job. These tools are used to assess the qualifications, skills, and suitability of candidates for a particular position. By using selection tools, organizations can make informed decisions about hiring the most suitable candidates who are likely to perform well in the job role.

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  • 3. 

    ________ is the process of deciding what positions the firm will have to fill and how to fill them.

    • A.

      Recruitment

    • B.

      Selection

    • C.

      Job analysis

    • D.

      Workforce planning

    Correct Answer
    D. Workforce planning
    Explanation
    Workforce planning is the process of deciding what positions the firm will have to fill and how to fill them. It involves analyzing the current and future workforce needs of the organization, identifying any gaps in skills or talent, and developing strategies to attract, retain, and develop employees to meet those needs. This process helps ensure that the organization has the right people in the right roles at the right time to achieve its goals and objectives.

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  • 4. 

    Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months, which means Marcus is currently working on ________.

    • A.

      Screening job candidates

    • B.

      Personnel planning

    • C.

      Interviewing job candidates

    • D.

      Writing job descriptions

    Correct Answer
    B. Personnel planning
    Explanation
    Marcus, as an HR manager for Samsung, is responsible for making decisions about what positions the firm should fill in the next six months. This indicates that Marcus is currently engaged in personnel planning. Personnel planning involves analyzing the current and future workforce needs of an organization and determining the positions that need to be filled. It includes activities such as forecasting future staffing requirements, identifying skill gaps, and developing strategies to attract and retain talent. Therefore, personnel planning is the most suitable explanation for Marcus' current task.

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  • 5. 

    The process of deciding how to fill executive positions at a firm is known as ________.

    • A.

      Internal recruiting

    • B.

      Succession planning

    • C.

      Long-term forecasting

    • D.

      Advanced interviewing

    Correct Answer
    B. Succession planning
    Explanation
    Succession planning refers to the process of identifying and developing potential candidates to fill executive positions within a firm. It involves assessing the skills, knowledge, and experience of current employees and grooming them for future leadership roles. This process ensures a smooth transition of leadership and minimizes disruptions in the organization's operations. Internal recruiting, long-term forecasting, and advanced interviewing are all related to the hiring process but do not specifically focus on executive positions.

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  • 6. 

    A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs.

    • A.

      Job analysis

    • B.

      Organization chart

    • C.

      Marketing planning

    • D.

      Strategic business planning

    Correct Answer
    D. Strategic business planning
    Explanation
    Strategic business planning is the correct answer because it involves setting long-term goals and objectives for a firm, as well as determining the resources and capabilities needed to achieve those goals. Employment planning is an important aspect of strategic business planning as it involves identifying the types of skills and competencies that the firm needs to achieve its strategic objectives. By aligning employment planning with strategic business planning, the firm can ensure that it has the right talent and capabilities to support its strategic initiatives.

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  • 7. 

    Succession planning requires making forecasts of in three steps: ________, develop inside candidates, assess and choose those who will fill the key position.

    • A.

      Identify key needs

    • B.

      Job specifications

    • C.

      Global trends

    • D.

      Labor relations

    Correct Answer
    A. Identify key needs
    Explanation
    Succession planning involves making forecasts and assessments to identify key needs within an organization. This step is crucial as it helps determine the skills, knowledge, and experience required for future leadership positions. By identifying key needs, organizations can then focus on developing internal candidates who possess the necessary qualities to fill these positions. This ensures a smooth transition of leadership and helps maintain continuity within the organization.

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  • 8. 

    Which of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs?

    • A.

      Ratio analysis

    • B.

      Trend analysis

    • C.

      Graphical analysis

    • D.

      Computer analysis

    Correct Answer
    B. Trend analysis
    Explanation
    Trend analysis refers to studying a firm's past employment needs over a period of years to predict future needs. This involves analyzing patterns and trends in the firm's historical employment data to identify any recurring patterns or trends that can help in forecasting future employment needs. By understanding the historical trends, the firm can make more informed decisions regarding its future workforce requirements, such as hiring, training, and downsizing.

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  • 9. 

    A trend analysis is limited in its usefulness because it ________.

    • A.

      Overlooks the passage of time in regards to staffing

    • B.

      Addresses only the financial impact of employment changes

    • C.

      Assumes constant increases in worker productivity

    • D.

      Overlooks the potential for changes in skills needed

    Correct Answer
    D. Overlooks the potential for changes in skills needed
    Explanation
    A trend analysis is limited in its usefulness because it overlooks the potential for changes in skills needed. This means that when conducting a trend analysis, the focus is solely on analyzing past data and trends without considering the possibility that the skills required for a particular job or industry may change in the future. This limitation can lead to inaccurate predictions and decisions regarding staffing and employment changes, as it fails to account for the evolving nature of skills and the potential impact on workforce requirements.

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  • 10. 

    Which of the following determines future staff needs by using ratios between a causal factor and the number of employees required?

    • A.

      Ratio analysis

    • B.

      Forecasting ratio

    • C.

      Personnel ratio

    • D.

      Ratio matrix

    Correct Answer
    A. Ratio analysis
    Explanation
    Ratio analysis is the correct answer because it is the process of using ratios to analyze and interpret financial statements. In this context, it can be used to determine future staff needs by establishing ratios between a causal factor (such as sales or production) and the number of employees required. By analyzing these ratios, organizations can forecast their future staffing requirements and make informed decisions regarding hiring or downsizing.

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  • 11. 

    Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire?

    • A.

      2

    • B.

      5

    • C.

      10

    • D.

      20

    Correct Answer
    B. 5
    Explanation
    Based on the given information, Newton Building Supplies aims to generate an additional $4 million in sales next year. Since a salesperson typically generates $800,000 in sales each year, the number of new salespeople that Newton should hire can be determined using ratio analysis. By dividing the desired increase in sales ($4 million) by the average sales generated per salesperson ($800,000), we get 5. Therefore, Newton should hire 5 new salespeople to achieve their sales goal.

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  • 12. 

    When using either a trend analysis or a ratio analysis, it is assumed that ________ will remain the same.

    • A.

      Staffing levels

    • B.

      Currency rates

    • C.

      Productivity levels

    • D.

      Recruitment plans

    Correct Answer
    C. Productivity levels
    Explanation
    When using either a trend analysis or a ratio analysis, it is assumed that productivity levels will remain the same. This means that the analysis is based on the assumption that the level of output per unit of input will remain constant over the period being analyzed. This assumption allows for accurate comparisons and assessments of performance and helps in identifying any changes or trends in productivity that may affect the overall financial health of the organization.

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  • 13. 

    A ________ is a graphical method used to help identify how two variables are related.

    • A.

      Trend analysis

    • B.

      Ratio analysis

    • C.

      Scatter plot

    • D.

      Productivity chart

    Correct Answer
    C. Scatter plot
    Explanation
    A scatter plot is a graphical method used to help identify how two variables are related. It displays individual data points on a graph with one variable represented on the x-axis and the other variable represented on the y-axis. By plotting the points and observing the pattern or trend they form, it becomes easier to understand the relationship between the two variables. This can be useful in identifying correlations, trends, or patterns in the data, making scatter plots a valuable tool in data analysis.

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  • 14. 

    Pablo wants to figure out likely future employment needs for Slate Industries by examining past organizational employment needs of the company. This is an example of:

    • A.

      A qualification inventory

    • B.

      Ratio analysis

    • C.

      Succession planning

    • D.

      Trend analysis

    Correct Answer
    D. Trend analysis
    Explanation
    Pablo's approach of examining past organizational employment needs of Slate Industries to determine likely future employment needs indicates that he is using trend analysis. Trend analysis involves studying historical data and patterns to identify and predict future trends. In this case, Pablo is analyzing the company's past employment needs to forecast its future employment needs.

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  • 15. 

    Which of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion?

    • A.

      Computerized forecasting tools

    • B.

      Qualifications inventories

    • C.

      Trend records

    • D.

      Scatter plots

    Correct Answer
    B. Qualifications inventories
    Explanation
    Qualifications inventories contain data regarding employees' education, career development, and special skills. These inventories are used by managers when selecting inside candidates for promotion. This means that managers can refer to the qualifications inventories to determine which employees have the necessary qualifications and skills for a promotion opportunity within the organization.

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  • 16. 

    When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________.

    • A.

      Scatter plots

    • B.

      Skills inventories

    • C.

      Estimated sales trends

    • D.

      Personnel forecasts

    Correct Answer
    B. Skills inventories
    Explanation
    Managers use skills inventories to determine which current employees are available for promotion or transfer. A skills inventory is a database or record that contains information about the skills, qualifications, and experiences of employees within an organization. By referring to the skills inventory, managers can identify employees who possess the necessary skills and competencies for a particular promotion or transfer opportunity. This allows them to make informed decisions and select the most suitable candidates for these opportunities.

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  • 17. 

    Which of the following refers to company records showing present performance and promotability of inside candidates for a firm's top positions?

    • A.

      Yield pyramids

    • B.

      Trend analysis charts

    • C.

      Succession planning tools

    • D.

      Personnel replacement charts

    Correct Answer
    D. Personnel replacement charts
    Explanation
    Personnel replacement charts refer to company records that show the present performance and promotability of inside candidates for a firm's top positions. These charts provide a visual representation of potential candidates for key positions within the company, allowing management to assess their skills, qualifications, and potential for advancement. By using personnel replacement charts, companies can effectively plan for succession and ensure a smooth transition of leadership in the future.

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  • 18. 

    Qualifications inventories can be tracked and maintained by using all of the following EXCEPT a ________.

    • A.

      Ratio analysis matrix

    • B.

      Personnel replacement chart

    • C.

      Position replacement card

    • D.

      Skills inventory software

    Correct Answer
    A. Ratio analysis matrix
    Explanation
    A ratio analysis matrix is not used to track and maintain qualifications inventories. Ratio analysis matrices are typically used to analyze financial statements and determine the financial health and performance of a company. On the other hand, qualifications inventories are used to track and maintain information about the skills, qualifications, and experiences of employees.

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  • 19. 

    Workforce planning often involves paying continuous attention to workforce planning issues which is called:

    • A.

      Personnel replacement chart

    • B.

      Predictive workforce monitoring

    • C.

      Personnel replacement charts

    • D.

      Yield pyramids

    Correct Answer
    B. Predictive workforce monitoring
    Explanation
    Workforce planning involves continuously monitoring and predicting workforce issues. This process helps organizations anticipate and address potential gaps in their workforce, such as retirements, resignations, or skill shortages. By using data and analytics, organizations can identify trends and patterns to make informed decisions about recruitment, training, and development. This proactive approach helps organizations stay ahead of workforce challenges and ensure they have the right people with the right skills at the right time.

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  • 20. 

    What mathematical process do employers use to forecast availability of internal job candidates that shows the probabilities that feeder positions in a chain will be filled?

    • A.

      Trend analysis

    • B.

      Access analysis

    • C.

      Markov analysis

    • D.

      Workforce analysis

    Correct Answer
    C. Markov analysis
    Explanation
    Markov analysis is a mathematical process used by employers to forecast the availability of internal job candidates. It involves analyzing the probabilities of feeder positions in a chain being filled. This analysis helps employers understand the likelihood of employees progressing through various positions within the company and identify potential gaps or areas where additional recruitment may be necessary. It is a valuable tool for workforce planning and talent management.

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  • 21. 

    Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs?

    • A.

      Productivity levels for Barnum employees typically vary from month to month

    • B.

      The size of the two new Barnum hotels will be similar to the chain's other hotels.

    • C.

      Barnum requires HR to maintain qualifications inventories for all current employees

    • D.

      Personnel replacement charts serve as useful tools when filling Barnum's managerial positions

    Correct Answer
    B. The size of the two new Barnum hotels will be similar to the chain's other hotels.
    Explanation
    The size of the two new Barnum hotels being similar to the chain's other hotels supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs. A scatter plot is a graphical representation that shows the relationship between two variables. In this case, the size of the hotels can be one variable, and the number of employees needed can be the other variable. By plotting the data on a scatter plot, Marie can analyze the correlation between hotel size and personnel needs, allowing her to make more accurate estimations for future staffing requirements.

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  • 22. 

    Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that Marie should implement a computerized skills inventory database?

    • A.

      Barnum offers its employees the opportunities to participate in job rotation and job expansion experiences.

    • B.

      Barnum's recruiting yield pyramid indicates that the firm should generate 1,000 leads in order to fill 100 positions.

    • C.

      Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions

    • D.

      HR managers at Barnum frequently receive discrimination complaints that must be investigated by the EEOC.

    Correct Answer
    C. Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions
    Explanation
    The fact that Barnum executives want to transfer the most qualified employees to the new hotels to fill supervisory positions suggests that there is a need for a system to identify and track employees' skills and qualifications. A computerized skills inventory database would allow Marie to easily identify the employees with the necessary skills and qualifications for these supervisory positions, making the transfer process more efficient and effective. This supports the argument that implementing a computerized skills inventory database would be beneficial for Barnum in meeting its goals and improving employee retention rates.

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  • 23. 

    The ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance is known as ________.

    • A.

      Employee mentoring

    • B.

      Succession planning

    • C.

      Work sampling

    • D.

      Employee recruiting

    Correct Answer
    B. Succession planning
    Explanation
    Succession planning refers to the process of identifying and developing potential leaders within an organization to ensure a smooth transition of key positions when vacancies arise. It involves assessing and nurturing employees' skills, knowledge, and abilities to prepare them for future leadership roles. By implementing succession planning, organizations can proactively address leadership gaps, retain top talent, and enhance overall performance.

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  • 24. 

    What is the first step in succession planning?

    • A.

      Creating an applicant pool

    • B.

      Identifying and analyzing key position needs

    • C.

      Selecting who will fill key positions

    • D.

      Developing the strengths of current employees

    Correct Answer
    B. Identifying and analyzing key position needs
    Explanation
    The first step in succession planning is identifying and analyzing key position needs. This involves understanding the roles and responsibilities of key positions within an organization and determining the skills, knowledge, and experience required to fill those positions effectively. By identifying the specific needs of each position, organizations can develop targeted strategies for succession planning, such as identifying potential candidates or implementing training and development programs to prepare current employees for future leadership roles.

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  • 25. 

    All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT ________.

    • A.

      Providing internal training

    • B.

      Implementing job rotation

    • C.

      Offering global assignments

    • D.

      Developing skills inventories

    Correct Answer
    D. Developing skills inventories
    Explanation
    Developing skills inventories is not a method used by firms to develop high-potential candidates for future positions. Skills inventories are typically used to assess and document the skills and qualifications of current employees, rather than to actively develop their potential. On the other hand, providing internal training, implementing job rotation, and offering global assignments are commonly used methods to groom employees for future positions by enhancing their skills, knowledge, and experiences.

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  • 26. 

    A Markov analysis is primarily used to ________.

    • A.

      Predict the long-term employment needs in an industry

    • B.

      Assess the productivity and tenure of a job applicant

    • C.

      Forecast the availability of internal job candidates

    • D.

      Analyze the effectiveness of recruitment sources

    Correct Answer
    C. Forecast the availability of internal job candidates
    Explanation
    A Markov analysis is primarily used to forecast the availability of internal job candidates. This analysis involves examining the movement of employees within an organization to determine the probability of an employee moving from one job position to another. By analyzing this data, organizations can predict the future availability of employees for different job positions, helping them make informed decisions about recruitment, succession planning, and talent management strategies.

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  • 27. 

    Smith Industries is thinking of having another company take care of its benefits management. This is called:

    • A.

      Outsourcing

    • B.

      Recruiting

    • C.

      Telecommuting

    • D.

      Screening

    Correct Answer
    A. Outsourcing
    Explanation
    Outsourcing refers to the practice of hiring an external company to handle certain business functions or processes that were previously performed in-house. In this case, Smith Industries is considering hiring another company to manage its benefits management, which involves handling employee benefits such as healthcare, retirement plans, and insurance. By outsourcing this task, Smith Industries can delegate the responsibility to a specialized company that can efficiently manage and administer the benefits program, allowing Smith Industries to focus on its core business operations.

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  • 28. 

    Dixon Industries wants to engage in predictive workforce monitoring. As the HR manager at Dixon, you should most likely ________.

    • A.

      Continuously monitor workforce planning issues

    • B.

      Primarily use recruiters for top executive jobs

    • C.

      Frequently assess the online HR scorecard

    • D.

      Regularly implement the Markov analysis

    Correct Answer
    A. Continuously monitor workforce planning issues
    Explanation
    As the HR manager at Dixon Industries, engaging in predictive workforce monitoring would involve continuously monitoring workforce planning issues. This means regularly analyzing and evaluating factors such as staffing needs, skill gaps, turnover rates, and future workforce projections. By doing so, the HR manager can proactively address any potential challenges or opportunities related to the company's workforce, ensuring that the organization has the right talent in place to meet its goals and objectives.

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  • 29. 

    Bob needs to find and attract applicants to his company's open positions, which is known as ________.

    • A.

      Trend analysis

    • B.

      Engagement

    • C.

      Staffing

    • D.

      Employee recruiting

    Correct Answer
    D. Employee recruiting
    Explanation
    Employee recruiting refers to the process of finding and attracting potential candidates for open positions within a company. It involves various strategies and techniques such as advertising job openings, conducting interviews, and evaluating candidates to ultimately select the most suitable individuals for the job. This process is crucial for companies like Bob's who are looking to fill their open positions with qualified and talented individuals.

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  • 30. 

    Finding or attracting applicants for an employer's open positions is known as ________.

    • A.

      Succession planning

    • B.

      Employee recruiting

    • C.

      Personnel planning

    • D.

      Job posting

    Correct Answer
    B. Employee recruiting
    Explanation
    Employee recruiting refers to the process of finding and attracting potential candidates for job openings within an organization. It involves various activities such as advertising job vacancies, screening resumes, conducting interviews, and selecting the most suitable candidates for the available positions. Succession planning, on the other hand, refers to the process of identifying and developing potential future leaders within an organization. Personnel planning involves forecasting and managing the organization's workforce needs. Job posting refers to the act of advertising job vacancies.

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  • 31. 

    Recruiting is necessary to ________.

    • A.

      Determine whether to use inside or outside candidates

    • B.

      Forecast the short-term supply of outside candidates

    • C.

      Forecast the short-term supply of outside candidates

    • D.

      Develop an applicant pool

    Correct Answer
    D. Develop an applicant pool
    Explanation
    Recruiting is necessary to develop an applicant pool. This means that the process of recruiting is essential in order to create a pool of potential candidates for a job or position. By actively seeking out and attracting qualified individuals, organizations can ensure that they have a diverse and qualified pool of applicants to choose from when making hiring decisions. This allows them to select the most suitable candidate for the job and increases the chances of finding the right fit for the organization.

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  • 32. 

    A ________ is used to calculate the number of applicants a firm must generate to hire the required number of new employees

    • A.

      Trend analysis

    • B.

      Ratio analysis

    • C.

      Recruiting yield pyramid

    • D.

      Scatter plot

    Correct Answer
    C. Recruiting yield pyramid
    Explanation
    A recruiting yield pyramid is a tool used to calculate the number of applicants a firm needs to generate in order to hire the desired number of new employees. It provides a visual representation of the recruitment process, showing the conversion rates at each stage, from initial applicants to final hires. By analyzing the pyramid, the firm can determine the quantity and quality of applicants needed to meet their hiring goals. This helps in planning and optimizing the recruitment strategy to ensure a successful hiring process.

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  • 33. 

    A recruiting yield pyramid is the historical arithmetic relationship between all of the following EXCEPT ________.

    • A.

      Internal and external candidates

    • B.

      Offers made and offers accepted

    • C.

      Recruitment leads and invitees

    • D.

      Interviews and offers made

    Correct Answer
    A. Internal and external candidates
    Explanation
    The recruiting yield pyramid is a tool used to analyze the effectiveness of the recruitment process. It shows the conversion rates at each stage of the process, such as the number of recruitment leads that result in invitees, interviews, offers made, and offers accepted. The pyramid does not include the relationship between internal and external candidates, as this is not a stage in the recruitment process but rather a classification of candidates.

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  • 34. 

    Which of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm?

    • A.

      Lack of knowledge regarding a candidate's strengths

    • B.

      Potential to lose employees who aren't promoted

    • C.

      Questionable commitment of candidates to the firm

    • D.

      Significant training and orientation requirements

    Correct Answer
    B. Potential to lose employees who aren't promoted
    Explanation
    The primary disadvantage of using internal sources of candidates to fill vacant positions in a firm is the potential to lose employees who aren't promoted. When internal candidates apply for a higher position and are not selected, they may become dissatisfied and seek opportunities elsewhere. This can lead to a loss of talented and experienced employees, which can be detrimental to the firm's success and continuity.

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  • 35. 

    All of the following are characteristics of a job posting EXCEPT ________.

    • A.

      Listing the job's attributes

    • B.

      Providing the job's pay rate

    • C.

      Publicizing the open job to employees

    • D.

      Indicating the preferred number of applicants

    Correct Answer
    D. Indicating the preferred number of applicants
    Explanation
    A job posting typically includes information about the job's attributes, the job's pay rate, and publicizes the open job to employees. However, it does not typically indicate the preferred number of applicants. This information is usually not included in a job posting as the number of applicants is not typically a criterion for selecting candidates.

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  • 36. 

    Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, most likely undermines Marie's decision to fill top positions with inside candidates?

    • A.

      Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains

    • B.

      Many current Barnum employees have indicated they are loyal to the firm by rejecting offers to work at competing hotels.

    • C.

      Training new employees about the practices and procedures at Barnum is costly in regards to both time and money

    • D.

      The influence of local labor unions and EEO legislation is blamed for the high turnover rate among Barnum employees.

    Correct Answer
    A. Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains
    Explanation
    The answer undermines Marie's decision to fill top positions with inside candidates because it suggests that Barnum needs to bring in fresh perspectives and ideas from outside the company in order to remain competitive with other hotel chains. Hiring inside candidates may not bring the level of innovation and creativity that is needed to stay ahead in the industry.

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  • 37. 

    Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. All of the following questions are relevant to Marie's decision to fill top positions at the new hotels with internal candidates EXCEPT:

    • A.

      What are the key managerial positions that are available at the new hotels?

    • B.

      What percentage of employers in the service industry use succession planning?

    • C.

      What skills, education, and training have been provided to potential candidates?

    • D.

      What is the designated procedure for assessing and selecting potential candidates?

    Correct Answer
    B. What percentage of employers in the service industry use succession planning?
    Explanation
    The question asks about relevant factors for Marie's decision to fill top positions with internal candidates. The other three questions are directly related to this decision as they pertain to the available positions, the qualifications of potential candidates, and the procedure for selecting candidates. The question about the percentage of employers using succession planning is not directly related to Marie's decision and does not provide information about the internal candidates at Barnum.

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  • 38. 

    Which of the following is NOT a tool used by firms to recruit outside candidates?

    • A.

      Newspaper advertising

    • B.

      Intranet job postings

    • C.

      Employment agencies

    • D.

      Online job boards

    Correct Answer
    B. Intranet job postings
    Explanation
    Intranet job postings are not a tool used by firms to recruit outside candidates. Intranet job postings are internal job advertisements that are only accessible to current employees within the organization. They are used to promote internal mobility and provide opportunities for career advancement within the company. Therefore, they do not involve the recruitment of external candidates.

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  • 39. 

    What is the primary purpose of an applicant tracking system?

    • A.

      Sorting resumes based on an applicant's years of work experience

    • B.

      Generating advertisements for attracting and gathering applicants

    • C.

      Assisting employers in attracting, screening, and managing applicants

    • D.

      Assisting recruiters with locating internal applicants for key positions

    Correct Answer
    C. Assisting employers in attracting, screening, and managing applicants
    Explanation
    The primary purpose of an applicant tracking system is to assist employers in attracting, screening, and managing applicants. This system helps streamline the hiring process by automating tasks such as job posting, resume screening, interview scheduling, and applicant communication. It allows employers to efficiently track and manage candidate information, ensuring a more organized and effective recruitment process.

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  • 40. 

    Which of the following factors plays the greatest role in determining the best medium for a job advertisement?

    • A.

      Skills needed for the job

    • B.

      Job compensation and salary

    • C.

      Time allowed to fill the position

    • D.

      Graphics used in the advertisement

    Correct Answer
    A. Skills needed for the job
    Explanation
    The skills needed for the job play the greatest role in determining the best medium for a job advertisement because the medium should be able to effectively reach and attract individuals with the required skills. If the advertisement is not targeted towards the right audience, it may not generate suitable applicants for the position. Therefore, understanding the skills needed for the job is crucial in selecting the appropriate medium for the advertisement.

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  • 41. 

    When constructing a job advertisement, all of the following are aspects of the AIDA guide EXCEPT ________.

    • A.

      Attracting attention to the ad

    • B.

      Implying long-term benefits

    • C.

      Prompting applicant action

    • D.

      Developing interest in the job

    Correct Answer
    B. Implying long-term benefits
    Explanation
    The AIDA guide is a commonly used framework in advertising that stands for Attention, Interest, Desire, and Action. It helps to structure the content in a way that captures the attention of the audience, generates interest, creates desire, and prompts action. The other options mentioned in the question (attracting attention, prompting applicant action, and developing interest) are all aspects of the AIDA guide. However, implying long-term benefits is not explicitly mentioned in the AIDA framework. Therefore, the correct answer is implying long-term benefits.

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  • 42. 

    The ________ run by the U.S. Department of Labor enables public employment agency counselors to advise applicants about local and national job openings.

    • A.

      U.S. Career Center

    • B.

      National Job Bank

    • C.

      National Employment Agency

    • D.

      Equal Employment Opportunity Commission

    Correct Answer
    B. National Job Bank
    Explanation
    The National Job Bank run by the U.S. Department of Labor enables public employment agency counselors to advise applicants about local and national job openings. This suggests that the National Job Bank is a resource or platform where job openings from both local and national sources are listed, and counselors can access this information to provide guidance to job seekers.

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  • 43. 

    Counselors in state-run employment agencies conduct all of the following activities EXCEPT ________.

    • A.

      Reviewing employer job requirements

    • B.

      Filing employer tax reports

    • C.

      Visiting employer work sites

    • D.

      Writing job descriptions

    Correct Answer
    B. Filing employer tax reports
    Explanation
    Counselors in state-run employment agencies are responsible for various activities related to job placement and support. They review employer job requirements to match them with suitable candidates, visit employer work sites to assess job conditions, and write job descriptions to accurately represent available positions. However, filing employer tax reports is not typically a duty of counselors in state-run employment agencies.

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  • 44. 

    Which of the following is typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job?

    • A.

      Employers

    • B.

      Employees

    • C.

      State employment commissions

    • D.

      Independent recruiters

    Correct Answer
    A. Employers
    Explanation
    Employers are typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job. This is because the agency acts as a middleman between the employer and the job seeker, providing recruitment and placement services. The employer benefits from the agency's expertise in finding suitable candidates, and therefore, they are expected to cover the costs associated with these services.

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  • 45. 

    An employer will most likely use a private employment agency in order to ________.

    • A.

      Receive assistance writing job ads

    • B.

      Adhere to federal hiring practices

    • C.

      Fill a specific job opening quickly

    • D.

      Spend more time recruiting applicants

    Correct Answer
    C. Fill a specific job opening quickly
    Explanation
    An employer will most likely use a private employment agency in order to fill a specific job opening quickly. Private employment agencies have a wide network of potential candidates and resources to quickly identify and match qualified individuals for specific job positions. This saves the employer time and effort in the recruitment process, allowing them to fill the job opening promptly.

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  • 46. 

    Which of the following is the primary disadvantage for employers who use private employment agencies to fill positions?

    • A.

      White-collar applicants are difficult to attract.

    • B.

      Applicant screening may not be thorough.

    • C.

      Applicant processing time is too lengthy.

    • D.

      Application procedures are complicated.

    Correct Answer
    B. Applicant screening may not be thorough.
    Explanation
    The primary disadvantage for employers who use private employment agencies to fill positions is that applicant screening may not be thorough. This means that the agency may not thoroughly evaluate the qualifications, skills, and background of the applicants, which can result in hiring individuals who are not the best fit for the position. This can lead to inefficiencies, increased turnover, and potential negative impacts on the company's performance.

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  • 47. 

    Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________.

    • A.

      Provide the agency with an accurate job description

    • B.

      Post jobs on the firm's intranet and bulletin boards

    • C.

      Develop applicant screening software for internal hires

    • D.

      Send HR experts to monitor the agency's recruiting activities

    Correct Answer
    A. Provide the agency with an accurate job description
    Explanation
    To ensure that applicants are screened properly, it is important to provide the agency with an accurate job description. This will help the agency understand the requirements and qualifications necessary for the management positions at Newton Manufacturing. By providing a clear and accurate job description, the agency will be able to effectively screen and match potential candidates based on the specific needs of the company. This will increase the likelihood of finding qualified individuals who are a good fit for the management positions.

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  • 48. 

    Kate works as a nurse on temporary assignment for hospitals throughout the region on an as needed basis. Kate is most likely ________.

    • A.

      Working as a contingent worker

    • B.

      Participating in a job rotation

    • C.

      Using job enlargement

    • D.

      Benchmarking jobs

    Correct Answer
    A. Working as a contingent worker
    Explanation
    Based on the information provided, Kate works as a nurse on temporary assignments for hospitals on an as-needed basis. This indicates that she is not a permanent employee of any specific hospital but rather works on a temporary or contract basis. This aligns with the definition of a contingent worker, which refers to individuals who are hired on a temporary or part-time basis to fulfill specific needs within an organization. Therefore, the correct answer is "working as a contingent worker."

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  • 49. 

    Which of the following best explains why firms are using temporary workers more frequently?

    • A.

      Low cost when hired through agencies

    • B.

      Workers' desires for flexible schedules

    • C.

      High cost of workers' compensation insurance

    • D.

      Weak economic confidence among employers

    Correct Answer
    D. Weak economic confidence among employers
    Explanation
    The best explanation for why firms are using temporary workers more frequently is weak economic confidence among employers. This suggests that firms are hesitant to make long-term commitments to permanent employees due to uncertain economic conditions. Temporary workers provide flexibility and allow firms to adjust their workforce based on fluctuating demand without incurring the costs and risks associated with hiring permanent employees.

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  • 50. 

    All of the following are common concerns that have been expressed to researchers by temporary employees EXCEPT ________.

    • A.

      Being in compliance with equal employment laws

    • B.

      Feeling insecure about their employment situation

    • C.

      Worrying about the lack of insurance benefits

    • D.

      Being treated impersonally by employers

    Correct Answer
    A. Being in compliance with equal employment laws
    Explanation
    The correct answer is "being in compliance with equal employment laws." This option is not a common concern expressed by temporary employees because it is the responsibility of the employer to ensure compliance with equal employment laws, not the employee. Temporary employees are more likely to express concerns about feeling insecure about their employment situation, worrying about the lack of insurance benefits, and being treated impersonally by employers.

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