Answer: TRUE Diff: 1 Page Ref: 170 Skill: Concept Objective: 1 2 Interactional fairness relates to people's perceptions of the interpersonal treatment and amount of information they rece
Trang 1Strategic Staffing, 2e (Phillips/Gully)
Chapter 7 Recruiting
1) Distributive fairness is the perceived fairness of the hiring or promotion outcome
Answer: TRUE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 1
2) Interactional fairness relates to people's perceptions of the interpersonal treatment and amount
of information they received during the hiring process
Answer: TRUE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 1
3) Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were unfair
Answer: FALSE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 1
4) Spillover effects are a direct and intentional consequence of a firm's recruitment practices Answer: FALSE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 1
5) Spillover effects from the recruitment process do not have an impact on the firm's image Answer: FALSE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 2
6) Spillover effects can be either positive or negative in nature
Answer: TRUE
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 2
7) Unresponsive recruiters result in negative spillover effects
Answer: TRUE
Diff: 1 Page Ref: 171
Trang 28) Frontline recruiters make very few applicant screening decisions
Answer: FALSE
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
9) Recruiters are seen as setting the standard for talent for the company
Answer: TRUE
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
10) The largest impact of recruiter behaviors tend to be on overall applicant impressions of the recruiter
Answer: TRUE
Diff: 2 Page Ref: 172
Skill: Concept
Objective: 3
11) Recruiters influence job seekers depending on the degree to which they are seen as reliable signals of what it would be like to work for that company
Answer: TRUE
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
12) A recruit's perception of the recruiter's knowledge has little impact on how attractive a job is Answer: FALSE
Diff: 1 Page Ref: 173
Skill: Concept
Objective: 3
13) Recruiter behaviors generally do not influence applicant perceptions of organizational
attributes
Answer: FALSE
Diff: 1 Page Ref: 173
Skill: Concept
Objective: 3
14) As per marketing research, responses to sources similar to the recruit are likely to be
unfavorable
Answer: FALSE
Diff: 2 Page Ref: 173
Skill: Concept
Objective: 3
Trang 315) Becoming an employer of choice may increase the number of unqualified or inappropriate applicants
Answer: TRUE
Diff: 2 Page Ref: 173
Skill: Concept
Objective: 3
16) Persuasion is an important recruiter skill, and in order to persuade an individual to consider leaving a job she or he is happy with, the message must come from a trusted and respected individual
Answer: TRUE
Diff: 1 Page Ref: 174
Skill: Concept
Objective: 3
17) Realistic job previews can help counter inaccurate employer images
Answer: TRUE
Diff: 1 Page Ref: 186
Skill: Concept
Objective: 4
18) Providing a false positive picture of an organization during the recruitment process can prove
to be beneficial in the short-run
Answer: FALSE
Diff: 2 Page Ref: 186
Skill: Concept
Objective: 4
19) When an applicant believes that an assessment method is unfair because it does not give him
an opportunity to demonstrate job-relevant skills
A) distributive fairness is low
B) procedural fairness is low
C) interactional fairness is low
D) interactional fairness is high
Answer: B
Diff: 2 Page Ref: 170
Skill: Concept
Objective: 1
Trang 420) Roberto applied for the post of a software engineer at Tech Infosystems He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of
a hiring manger, the HR manager, and a software engineer from the firm Which of the following statements, if true about the recruitment process, would result in Roberto concluding that the procedural fairness was high?
A) He was not given the job despite the fact that he corrected the software problem and was satisfied with the way the interview went
B) He could not correct the software problem in the screening test and was not selected for the position
C) He was not selected for the post after successfully passing the screening test and was bullied during the interview
D) He did not get the job, but another candidate who had had a similar interview experience did Answer: B
Diff: 2 Page Ref: 170
Skill: Critical thinking
Objective: 1
AACSB: Reflective thinking skills
21) Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet When her friend Carrie hears about this, she stops shopping
at that store This is an example of
A) incorrect signaling
B) cognitive dissonance
C) spillover effect
D) groupthink
Answer: C
Diff: 2 Page Ref: 170
Skill: Application
Objective: 2
AACSB: Analytic skills
22) Which type of fairness is perceived to be low by most job applicants who are not selected for
a particular job?
A) distributive fairness
B) procedural fairness
C) interactional fairness
D) recruiter fairness
Answer: A
Diff: 1 Page Ref: 170
Skill: Concept
Objective: 1
Trang 523) An applicant who finds a recruiter to be rude and unhelpful is likely to perceive A) low distributive fairness
B) low procedural fairness
C) low interactional fairness
D) high procedural fairness
Answer: C
Diff: 1 Page Ref: 170
Skill: Application
Objective: 1
AACSB: Analytic skills
24) Recruiter behaviors have the largest impact on
A) overall applicant impressions of the recruiter
B) applicant intentions to pursue a job opportunity
C) applicant intentions to accept job offers
D) labor market conditions
Answer: A
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
25) For which of the following types of candidates will initial recruiter experiences be more important in their ultimately becoming applicants at all?
A) active job seekers
B) lesser skilled recruits
C) passive job seekers
D) inexperienced recruits
Answer: C
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
26) The extent to which recruiters influence job seekers depends on the degree to which recruiters
A) are transparent in the recruitment process and provide feedback
B) share similar demographic characteristics with the applicant
C) share educational backgrounds with the applicants
D) are seen as reliable signals of what it would be like to work for the company
Answer: D
Diff: 1 Page Ref: 172
Skill: Concept
Objective: 3
Trang 627) Which of the following seems to be most important with regard to recruiter demographics? A) The recruiter should be of the opposite sex as the recruit
B) The recruiter should be the same ethnicity as the recruit
C) The recruiter should be at the same job level as the position being recruited for
D) The recruiter needs to be able to relate to a recruit's value system and motivations
Answer: D
Diff: 1 Page Ref: 173
Skill: Concept
Objective: 3
28) Tracy has an interview with a disorganized, unprepared recruiter and concludes that the company does not have a very professional culture This is an example of
A) a realistic job preview
B) signaling
C) cognitive dissonance
D) a person specification
Answer: B
Diff: 2 Page Ref: 173
Skill: Application
Objective: 3
AACSB: Analytic skills
29) Karen learns that the book store, where she has recently got a job, has no other female employees Thinking that this could lead her employers and coworkers to treat her unfairly, she declines the offer This is an example of
A) a realistic job preview
B) a person specification
C) cognitive dissonance
D) signaling
Answer: D
Diff: 2 Page Ref: 173
Skill: Application
Objective: 3
AACSB: Analytic skills
30) What is the disadvantage of getting line managers to recruit for a firm?
A) They are not impartial in their recruitment choices
B) They have to take time out from their actual jobs
C) They are not competent enough to select recruits
D) They cause applicants to have a negative image of the firm
Answer: B
Diff: 1 Page Ref: 175
Skill: Concept
Objective: 3
Trang 731) Having recruiters evaluate candidates for their fit with several different positions is an example of
A) interpersonal skills
B) applicant attraction
C) multiple assessments
D) workforce development
Answer: C
Diff: 1 Page Ref: 179
Skill: Concept
Objective: 3
32) When a union organizer tries to get a job with a company for the purpose of unionizing the company's workforce, this is known as
A) discrimination
B) negligent hiring
C) reneging
D) salting
Answer: D
Diff: 2 Page Ref: 179
Skill: Concept
Objective: 3
33) Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?
A) turnover rate in the company
B) new recruit efficiency
C) new hire satisfaction
D) new hire failure rate
Answer: A
Diff: 1 Page Ref: 180
Skill: Concept
Objective: 3
34) Which of the following do corporate executives use to form an image of a specific
organization?
A) quality of the firm's products
B) advertisements released by the firm
C) economic performance indicators
D) knowing an employee of the firm
Answer: C
Diff: 1 Page Ref: 181
Skill: Concept
Objective: 3
Trang 835) A formal document detailing the process to be followed when a firm recruits for an open position is a
A) recruiting guide
B) staffing plan
C) external recruiting analysis
D) realistic job preview
Answer: A
Diff: 1 Page Ref: 181
Skill: Concept
Objective: 3
36) How can an organization with a positive employer branding image increase the quality of its applicant pools?
A) by reducing recruitment flaws through training
B) by following a targeted recruiting effort
C) by using external agencies to recruit for them
D) by following unconventional methods to recruit
Answer: A
Diff: 1 Page Ref: 184
Skill: Concept
Objective: 4
37) Which of the following is true of general ads for recruitment?
A) They appeal to a section of job applicants
B) They provide limited job attributes and details
C) They tend to be useful in "weeding out" inappropriate candidates
D) They appeal to jobseekers who focus on job search strategies
Answer: B
Diff: 1 Page Ref: 185
Skill: Concept
Objective: 4
38) Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located For Peter, pay is a
A) noncompensatory screening factor
B) bona fide occupational qualification
C) terminal decision point
D) compromise factor
Answer: A
Diff: 2 Page Ref: 186
Skill: Application
Objective: 4
AACSB: Analytic skills
Trang 939) Presenting both positive and potentially negative aspects of a job to recruits is a A) realistic job preview
B) job description
C) job enhancement preview
D) person specification
Answer: A
Diff: 1 Page Ref: 187
Skill: Concept
Objective: 4
40) Before joining the Regal Hotel as a concierge, Maxine was told that she would be required not only to work her own shifts but also work others' shifts if they were unexpectedly absent She was also warned about the temperamental and inebriated guests who often checked in late at night In spite of these warnings, Maxine accepted the job What function of the realistic job preview has been used in Maxine's case?
A) self-selection
B) immunization
C) vaccination
D) salting
Answer: C
Diff: 2 Page Ref: 187
Skill: Application
Objective: 4
AACSB: Analytic skills
41) While interviewing Denise for the position of counselor at the local rehabilitation facility for troubled teens, she was informed that her line of work would involve interacting with youths who have a history of violent behavior as well as drug and alcohol abuse Denise accepts the position without hesitation What function of the realistic job preview is being discussed here? A) self-selection
B) a commitment to the choice
C) immunization
D) salting
Answer: B
Diff: 2 Page Ref: 187
Skill: Application
Objective: 4
AACSB: Analytic skills
Trang 1042) has (have) been used in some cases to counter inaccurate employer images
A) Salting
B) Realistic job previews
C) Employer branding
D) Recruiter knowledge
Answer: B
Diff: 1 Page Ref: 187
Skill: Concept
Objective: 4
43) Linda, a qualified and experienced nurse, is being interviewed for the position of a senior care nurse at a facility for terminally ill patients Which of the following, if true, would suggest self-selection has taken place in this situation?
A) She is caught in a dilemma over whether to accept the offer after meeting with several nurses who tell her about the challenges of the job
B) She was shown a video depicting a "day in the life" of a worker at this facility and realized that the job entailed far more hardships than she had anticipated
C) She was told about the hardships of the job during the interview and was asked to accept the offer in spite of them
D) She was asked to serve a month's probation at the end of which the organization would decide
on her job fitness
Answer: B
Diff: 2 Page Ref: 187
Skill: Critical thinking
Objective: 4
AACSB: Reflective thinking skills
44) Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?
A) surveying prospective employees
B) surveying present employees
C) surveying external job postings
D) surveying the labor market
Answer: B
Diff: 1 Page Ref: 188
Skill: Concept
Objective: 4
Trang 1145) Which of the following statements is true of a recruitment guide?
A) It is an informal set of guidelines followed by the organization
B) It addresses external recruitment processes not internal ones
C) It lays down which staff members are responsible for recruiting
D) What is and what is not acceptable recruitment behavior is left to the discretion of the staff member
Answer: C
Diff: 2 Page Ref: 189-190
Skill: Concept
Objective: 5
46) What is signaling and what role does it play during recruiting?
Answer: Because people often have limited information about organizations and jobs, in the absence of objective information they may rely on traits of the recruiter and the recruiter's
behaviors as signals of aspects of both the company and the job opportunity Recruitment
experiences, including perceived recruiter competence, recruitment delays, and the gender
composition of interview panels, are interpreted by applicants as symbolic of broader
organizational characteristics and can negatively influence job offer acceptance decisions
Applicants may form negative impressions of the organization if a poor recruiter is considered representative of the organization as a whole
The choice of the person sent to recruit can be taken as a signal of the importance of the job, with higher-level recruiters, the actual hiring manager, and the CEO being considered reflective of more important jobs than staff recruiters The recruiter may also be a signal of demographic diversity in the organization if the recruiter is a demographic minority Because recruiter
behaviors affect applicant attraction indirectly through influencing applicant perceptions of job and organizational attributes, it seems likely that recruits infer characteristics about the
organization from their experiences with the organization's recruiters The fact that recruits are more put off by poor recruiter behavior when the recruiter is a hiring manager rather than a human resource representative suggests that recruits may make stronger generalizations about the job and organization from experiences with people in the organization who are closely linked
to that job, such as the hiring manager This further emphasizes the point that as recruiters hiring managers can have a large impact on the success of a staffing effort
Diff: 2 Page Ref: 173
Skill: Concept
Objective: 3