Week 5 Knowledge Check Study Guide
Concepts

Mastery

Score: 15 / 15

1.
Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.

A.

human resource requirements

B.

strategic imperatives

C.

pay grades

D.

affirmative action candidates

Correct:
The Correct Answer is: A.
Human Resource requirements must be specified for the recruitment of potential candidates for any change in position or new hire. The Human Resource requirements are established to ensure policies and laws are followed correctly.
8.
The step following recruitment is ________, which is basically a rapid, rough selection process. A.

orientation

B.

initial screening

C.

performance management

D.

workforce planning

Correct:
The Correct Answer is: B.
The initial screening is used to narrow the search down to the individuals who are best fit and qualified for the job requirements and needs.
9.
Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program.

A.

initial screening

B.

intensive training program

C.

team-building

D.

orientation

Correct:
The Correct Answer is: D.
The first step for a new employee’s introduction into a company or organization is done through an orientation program. Orientation programs take a new employee through all of the company’s policies, benefits, requirements, and other practices.

Concept: Four Types of Company Postures for Recruitment
Mastery

100%

Questions

2

3

4

2.
Which of the following statements about a company using a passive nondiscrimination posture is true?

A.

It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.

B.

This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.

C.

No attempt is made by the company to recruit actively among prospective minority applicants.

D.

It systematically favors women and minorities in hiring and promotion decisions.

Correct:
The Correct Answer is: C.
A company using a passive nondiscrimination posture makes no attempt to recruit actively among prospective minority applicants. Passive nondiscrimination does not meet EEOC requirements.
3.
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?

A.

Hard quotas

B.

Pure diversity-based recruitment

C.

Diversity-based recruitment with preferential hiring

D.

Passive nondiscrimination

Correct:
The Correct Answer is: B.
Pure diversity-based recruitment does not discriminate during the recruitment process and includes individuals of all sex or race backgrounds. However, the hiring or promotions are strictly based on the best qualified individual despite sex or race.
4.
A soft-quota system

A.

fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities

B.

represents a mandate to hire specific numbers of women or minority group members

C.

is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay

D.

systematically favors women and minorities in hiring and promotion decisions

Correct:
The Correct Answer is: D.
A soft-quota system systematically places preference for hiring and promoting women and minorities over other groups of people or individuals. This practice does not show equality among all diverse groups of people.

Concept: Internal and External Recruitment Methods
Mastery

5.

100%

Questions

5

6

7

_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.

A.

Union employee percentages

B.

Labor market characteristics

C.

EEOC guidelines

D.

Internal labor markets

Correct:
The Correct Answer is: D.
Internal labor markets are commonly used for many organizations as a source for recruitment. Many organizations prefer to hire and promote from within.
6.
When implementing recruitment activities, initial consideration should be given to a company's __________, especially for filling jobs above the entry level.

A.

minority groups

B.

current employees

C.

women workforce

D.

foreign subsidiaries

Correct:
The Correct Answer is: B.
Internal recruitment of current employees reduces costs as well as gives existing employees a sense of employee loyalty to the employer as a result of expanding career opportunities with the current company.
7.
Promotion-from-within policies must ______________, coupled with a company philosophy that permits employees to consider available opportunities within the organization. A.

include incentives to keep employees in their current positions B.

respect seniority positions

C.

receive strong top-management support

D.

anticipate training needs

Correct:
The Correct Answer is: C.
Internal promotion policies must receive strong top-management support to ensure the system works well. One common problem in this system, without higher management support, is that managers of good employees become reluctant to let them advance.

Concept: Organizational Considerations in Staffing Decisions
Mastery

100%

Questions

10

11

12

10.
This type of management style is often associated with organizations in the embryonic stage. A.

Freewheeling

B.

Growth director

C.

Entrepreneur

D.

Movers and shakers

Correct:
The Correct Answer is: C.
This management style, with its decisive nature and attraction to the more high risk ventures, is suited to those early-stage organizations.
11.
Which of the following statements about an aging organization is true?

A.

It demands extreme cost control through consistency and centralized procedures.

B.

It emphasizes the generation of cash to develop new product lines.

C.

It is concerned with building excellence in the management teams.

D.

It is characterized by a heavy emphasis on product engineering. Correct:
The Correct Answer is: A.
Aging organizations demand extreme cost control through consistency and centralized procedures, which is necessary because of lower growth rates and a more consistent base of customer loyalty.
12.
The role of organizational culture in staffing is best applied if companies

A.

avoid hiring only those who fit the specifics of the organization’s culture

B.

staffing decisions are independent of organizational culture C.

staff only those who fit into the profile of the organization’s culture

D.

actively seek out those individuals who have values contrary to the organization’s culture

Correct:
The Correct Answer is: A.
While it is important to have a good fit between employees and organizational culture, it is better to stress the organization’s culture and the positives than to only hire those that fit the exact profile.

Concept: Screening and Selection Methods
Mastery

100%

Questions

13

14

15

13.
The information least likely to be obtained in reference checks and recommendations is

A.

a description of the applicant’s physical attractiveness

B.

character and interpersonal competence

C.

willingness of a previous employer to rehire the applicant

D.

education and employment history

Correct:
The Correct Answer is: A.
A description of the applicant’s physical attractiveness is the least likely reference information to be obtained because it does not have any bearing on the applicant’s ability to perform the required job duties.
14.

Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?

A.

Equal Educational Opportunities Act (1974)

B.

Protection of Pupil Rights Amendment (1978)

C.

Family Educational Rights and Privacy Act (1974)

D.

Freedom of Information and Protection of Privacy Act
(1990)

Correct:
The Correct Answer is: C.
The Family Education Rights Privacy Act (FERPA) of 1974 was enacted to protect the rights of students from the release of confidential information without the absolute approval of the student.
15.

Which act requires third-party investigators to secure the applicant’s written consent prior to doing a background check?

A.

Fair Labor Standards Act (1938)

B.

Equal Credit Opportunity Act (1974)

C.

Gramm–Leach–Bliley Act (1999)

D.

Fair Credit Reporting Act (1970)

Correct:
The Correct Answer is: D.
If a decision not to hire an applicant results from negative information found through a background check, an employer is obligated to provide the applicant with the results and an opportunity to dispute them.