Test Bank For Staffing Organizations 7th Edition Herbert Heneman

Test Bank for Staffing Organizations, 7th Edition: Herbert Heneman
Test Bank for Staffing Organizations, 7th Edition:

Herbert Heneman
To download the complete and accurate content document, go to:

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bert-heneman/
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Chapter 06 - Internal Recruitment
Chapter 06
Internal Recruitment
Recruitment Planning
True / False Questions
1. As a result of rising recruiting, selection, training, and development costs, companies are
increasingly looking externally to staff positions.
True False
2. Hierarchical mobility paths make it very easy, from an administrative vantage point, to
identify where to look for applicants in the organization.
True False
3. Under a parallel track system, the job titles and salaries of technical specialists are treated
as hierarchically arranged.
True False
4. Alternative mobility paths tend to be very difficult to administer.

True False
5. One hallmark of hierarchical mobility paths is an emphasis on pay for skill development
and learning.
True False
6. To maintain employee motivation, alternative mobility paths may need to be supplemented

with pay for skill development and counseling sessions.
True False
6-1
© 2012 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in
any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
7. It is probably best to avoid listing who is eligible for open positions in a mobility policy,
because it will just lock the organization in.
True False
8. Research suggests that employees really don't care if mobility policies are well-spelled out,
because they only care if they personally get promoted.
True False
9. If only an external recruitment search is conducted, the morale of existing employees may
be reduced when they feel that they have been passed over for a promotion.
True False
10. A major difference between internal and external recruitment is that external recruitment
not only fills vacancies but also creates them.
True False
Multiple Choice Questions
11. Some of the features of hierarchical mobility paths include

A. they are easier to administer
B. the prospect of promotions can motivate employees
C. they may not be useful in flat organizational structures
D. all of the above
12. Which of the following is true regarding mobility paths?

A. Hierarchical mobility paths are primarily lateral in direction.
B. Hierarchical mobility paths make it easy to identify where to look for applicants in an
organization.
C. Alternative mobility paths may move in any direction.
D. Parallel tracks allow a person to pursue one primary career track and a second career track
of less importance.
6-2
13. Which of the following is a disadvantage of alternative mobility paths?

A. they can discourage development of core disciplinary knowledge
B. they are seen as hostile to the advancement of women and minorities
C. they promote narrow skill sets
D. they often need to be supplemented with alternative reward systems to maintain motivation
14. A lattice mobility path is _________.

A. characterized by upward, lateral, and downward movement
B. found mostly within the external recruitment process
C. used in conjunction with union contracts
D. concerned with management level recruitment only
15. Organizations have become interested in alternative mobility paths because

______________.
A. they are extremely easy to administer
B. they allow employees to specialize in technical work or management work and advance
within either
C. they promote healthy competition to obtain rewards
D. unions find them more acceptable
16. A well-defined mobility path should include all of the following except:
______________.
A. clear communication of the intent of the policy
B. rules regarding compensation and advancement
C. encouragement for all individuals to apply
D. supervisors' responsibilities for employee development
17. In developing career path policies, a good approach for promotion would not include
which of the following?
A. Communication of management's intentions.
B. Reasons why external sources are preferred.
C. Rules regarding compensation.
D. Rules concerning fringe benefits.
6-3
Strategy Development
18. Under a closed internal recruitment system, employees are not made aware of job
vacancies.
True False
19. Closed internal recruitment systems are very efficient to administer.

True False
20. Under a hybrid system, neither open nor close steps are implemented.
True False
21. Closed internal recruitment systems are an ideal choice if there are issues about perceived
fairness and the organization want to make sure it isn't missing out on hidden talent.
True False
22. One problem with job postings is that employees may believe that someone has been
selected before the job was posted and so will either not bother to apply or will believe the
system is unfair.
True False
23. A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.
True False
24. Providing feedback to employees if they are not selected in a job posting system is a bad
idea because it will just discourage them from responding in the future.
True False
6-4
25. The first stage of developing a talent management system is identifying the KSAOs
required for all jobs in the organization.
True False
26. Most managers report that talent management systems have greatly simplified their work
lives.
True False
27. Self-nomination is an especially important consideration in the internal recruitment of

minorities and women.
True False
28. Internal temporary employees require more orientation to the organization than would
external hires.
True False
29. Succession planning techniques are important as the workforce increasingly approaches
retirement.
True False
30. Surveys demonstrate that employees are more satisfied when their employers provide
them with ample communication and opportunities for internal advancement.
True False
31. Career development centers are a low cost way to increase employee interest in internal
career paths.
True False
6-5
32. The degree to which an organization utilizes its own internal information on candidate
qualifications and job performance will determine how qualified the applicants will be.
True False
33. There is a great deal of research on the effectiveness of internal recruiting sources, so best
practices can guide choice of the methods for internal recruiting.
True False
34. Under a closed internal recruitment system, which of the following is not likely to occur?
A. speed of decisions is faster than with open systems
B. contacted employees are immediately given preference under such a system
C. managers have less influence over the ultimate decision
D. overall effectiveness of the system in identifying qualified applicants will drop
35. An open system of internal recruitment can be expected to minimize ________.

A. competition among employees
B. scrutiny of job qualifications
C. overlooking talent
D. low morale among those not advanced
36. Some of the advantages of a closed internal recruitment system include:

A. helps minimize favoritism
B. it can uncover hidden talent
C. it helps employees evaluate their qualifications for advancement
D. none of the above
6-6
37. Which of the following is true regarding closed internal recruitment systems?
A. Employees are made aware of all job openings.
B. They are very inefficient.
C. They are not costly to implement.
D. They are very time-consuming to implement.
38. Which of the following is true regarding an open internal recruitment system?
B. They use a job posting and job bidding system.
C. They often lead to uncovering "hidden talent."
D. All of the above are correct.
39. Job postings influence the recruitment process by ________.

A. clarifying requirements of the job
B. reducing competition for the job
C. eliminating external sources from consideration
D. reducing the need for formal applications
40. Job postings are effective internal recruitment tools because they ________.
A. resemble and support external messages
B. are efficient in matching employees to organizational needs
C. reduce record keeping
D. are far easier to prepare than external messages
41. An empirical study of the characteristics of a job posting system which lead to high user
satisfaction found that _________ was(were) critical.
A. the adequacy of job descriptions
B. the adequacy of job notification procedures
C. treatment during the interview
D. all of the above
6-7
42. KSAOs which are used in making advancement decisions are stored in _________.
A. job descriptions
B. job specifications
C. talent management systems
D. ability inventories
43. Which of the following statements regarding talent management systems is(are) true?
A. talent management systems are maintained by the employee
B. talent management systems simplify record keeping
C. talent management systems reduce the need for supervisory judgment in promotion
decisions
D. talent management systems require a user-friendly data base for effective use
44. A company's internal e-mail and internet capabilities ________________.

A. make it easy and inexpensive to disseminate internal recruiting messages
B. tend to be very time-consuming ways to send messages about recruiting
C. cannot effectively complement internal recruiting methods
D. are used by 100% of organizations looking to recruit internally
45. Which of the following statements regarding talent management systems is true?
A. they are usually based on paper files
B. they are seen as a historical tool that is not used much any more
C. they are increasingly integrated with all of an organization's human resources information
systems
D. they are almost always cheap and easy to maintain
46. Why might an organization use internal temporary pools?

A. to decrease accountability for personnel errors
B. to avoid paying agency fees to temporary help agencies
C. to provide a buffer against lawsuits
D. both a and c
6-8
47. A ______________ provides employees with opportunities to fill out interest inventories,
explore career options, and discuss plans with counselors.
A. job-talk center
B. succession plan
C. lattice career path
D. career development center
48. Key metrics for evaluating an internal staffing system include:

A. cost
B. quantity
C. quality
D. all of the above
49. Which of the following are important components of ensuring sufficient quality in an
internal recruiting system?
A. internal job posting systems
B. regular performance appraisals of all employees
C. systematic review of the employee value proposition
D. all of the above
Communication Message and Medium, Applicant Reactions, and

Transition to Selection
50. Realistic job previews are potentially not necessary for internal recruiting because
applicants may already be familiar with the jobs in question.
True False
51. Targeted recruiting messages are especially appropriate for internal applicants when they
move to an unknown job, a newly created job, or a new geographic area, including an
international assignment.
True False
6-9
52. A targeted message for internal recruits points out how the job matches the needs of the
applicant.
True False
53. Word of mouth regarding internal job openings usually serves to provide additional
opportunities to women and minorities.
True False
54. There is not much research concerning perceptions of fairness in internal recruiting
processes.
True False
55. Research suggests that procedures followed for internal recruiting and other personnel
practices can be almost as important as the outcome of the decisions themselves.
True False
56. It should not be assumed that just because job seekers come from inside the organization
they will automatically know and understand the selection procedures.
True False
57. Which of the following is true of realistic previews in internal recruiting?

A. they are even more important than for external recruiting
B. research suggests they can increase turnover
C. they are more necessary for newly created jobs or jobs in new locations
D. they cannot really be used for internal selection
6-10
58. Which of the following is true of recruiting messages in internal recruiting?

A. supervisors can describe mobility paths in detail to internal candidates
B. peers can give internal recruits a realistic idea of what happens in internal promotions and
transfers
C. word of mouth among internal employees can lead to inaccurate information
D. all of the above are true
59. Formal policies for promotion and other internal recruiting activities can enhance:
A. interpretive justice
B. procedural justice
C. psychological contract violations
D. extrinsic discouragement
Legal Issues
60. The Affirmative Action Programs Regulations specifically address internal recruitment as
part of the federal contractor's AAP.
True False
61. According to the Supreme Court, an ADA related-reassignment request must prevail over
an organization's seniority system.
True False
62. In the absence of a discriminatory intent, virtually any seniority system is likely to be
bona fide, even if it causes adverse impact.
True False
63. The "glass ceiling" refers to strong but invisible barriers for women and minorities to
promotion in organizations.
True False
6-11
64. The Federal Glass Ceiling Commission study found that although men and women were
nearly equally eager to move into management, women were much less optimistic about their
chances of being promoted.
True False
65. Research has shown that since the 1970's there has been a radical shift in top management
in most organizations, with nearly half of all top executive positions being held by women.
True False
66. The "glass ceiling" refers to the prevalence of policies and procedures that have resulted
in reverse discrimination.
True False
67. Unequal access to development experiences and internal selection systems have both
contributed to the glass ceiling.
True False
68. Seniority-based systems may need to be eliminated as a means of reducing the prevalence
of glass ceiling effects.
True False
69. Informal promotion policies increase the ability of women and minorities to get ahead in
most businesses.
True False
70. Formal mentoring, training, and flexible work hours all may reduce the problems of the
glass ceiling.
True False
6-12
71. From a legal standpoint, it can be said that __________.

A. the EEOC is more concerned about external recruitment procedures than internal ones
B. revised Order No. 4 does not deal with seniority
C. promotions based on subjective assessments of who is more senior are not likely to be
supported in court
D. existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters
72. A bona fide seniority system is _________________.

A. typically banned by the EEOC
B. permitted in most cases under EEOC law even if it results in adverse impact
C. carefully defined by the law
D. based on a mix of factors that include perceived loyalty, commitment, and KSAO sets in
the workforce
73. The combination of factors that tend to place women and minorities in fewer top
management positions are collectively termed _________________.
A. res ipsa loquitor
B. Jacob's ladder
C. the broken elevator
D. the glass ceiling
74. Which of the following have contributed to the Glass Ceiling?

A. rising interest rates
B. lack of outreach recruitment practices
C. frequent updating of organizational records
D. legal definition contradictions
6-13
Chapter 06 Internal Recruitment Answer Key
Recruitment Planning
1. As a result of rising recruiting, selection, training, and development costs, companies are
increasingly looking externally to staff positions.
FALSE
2. Hierarchical mobility paths make it very easy, from an administrative vantage point, to
identify where to look for applicants in the organization.
TRUE
3. Under a parallel track system, the job titles and salaries of technical specialists are treated
as hierarchically arranged.
FALSE
4. Alternative mobility paths tend to be very difficult to administer.

TRUE
5. One hallmark of hierarchical mobility paths is an emphasis on pay for skill development
and learning.
FALSE
6. To maintain employee motivation, alternative mobility paths may need to be supplemented

with pay for skill development and counseling sessions.
TRUE
6-14
7. It is probably best to avoid listing who is eligible for open positions in a mobility policy,
because it will just lock the organization in.
FALSE
8. Research suggests that employees really don't care if mobility policies are well-spelled out,
because they only care if they personally get promoted.
FALSE
9. If only an external recruitment search is conducted, the morale of existing employees may
be reduced when they feel that they have been passed over for a promotion.
TRUE
10. A major difference between internal and external recruitment is that external recruitment
not only fills vacancies but also creates them.
FALSE
11. Some of the features of hierarchical mobility paths include

A. they are easier to administer
B. the prospect of promotions can motivate employees
C. they may not be useful in flat organizational structures
D. all of the above
12. Which of the following is true regarding mobility paths?

A. Hierarchical mobility paths are primarily lateral in direction.
B. Hierarchical mobility paths make it easy to identify where to look for applicants in an
organization.
C. Alternative mobility paths may move in any direction.
D. Parallel tracks allow a person to pursue one primary career track and a second career track
of less importance.
6-15
13. Which of the following is a disadvantage of alternative mobility paths?

A. they can discourage development of core disciplinary knowledge
B. they are seen as hostile to the advancement of women and minorities
C. they promote narrow skill sets
D. they often need to be supplemented with alternative reward systems to maintain motivation
14. A lattice mobility path is _________.

A. characterized by upward, lateral, and downward movement
B. found mostly within the external recruitment process
C. used in conjunction with union contracts
D. concerned with management level recruitment only
15. Organizations have become interested in alternative mobility paths because

______________.
A. they are extremely easy to administer
B. they allow employees to specialize in technical work or management work and advance
within either
C. they promote healthy competition to obtain rewards
D. unions find them more acceptable
16. A well-defined mobility path should include all of the following except:
______________.
A. clear communication of the intent of the policy
B. rules regarding compensation and advancement
C. encouragement for all individuals to apply
D. supervisors' responsibilities for employee development
17. In developing career path policies, a good approach for promotion would not include
which of the following?
A. Communication of management's intentions.
B. Reasons why external sources are preferred.
C. Rules regarding compensation.
D. Rules concerning fringe benefits.
6-16
Strategy Development
18. Under a closed internal recruitment system, employees are not made aware of job
vacancies.
TRUE
19. Closed internal recruitment systems are very efficient to administer.

TRUE
20. Under a hybrid system, neither open nor close steps are implemented.
FALSE
21. Closed internal recruitment systems are an ideal choice if there are issues about perceived
fairness and the organization want to make sure it isn't missing out on hidden talent.
FALSE
22. One problem with job postings is that employees may believe that someone has been
selected before the job was posted and so will either not bother to apply or will believe the
system is unfair.
TRUE
23. A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.
TRUE
24. Providing feedback to employees if they are not selected in a job posting system is a bad
idea because it will just discourage them from responding in the future.
FALSE
6-17
25. The first stage of developing a talent management system is identifying the KSAOs
required for all jobs in the organization.
TRUE
26. Most managers report that talent management systems have greatly simplified their work
lives.
FALSE
27. Self-nomination is an especially important consideration in the internal recruitment of

minorities and women.
TRUE
28. Internal temporary employees require more orientation to the organization than would
external hires.
FALSE
29. Succession planning techniques are important as the workforce increasingly approaches
retirement.
TRUE
30. Surveys demonstrate that employees are more satisfied when their employers provide
them with ample communication and opportunities for internal advancement.
TRUE
31. Career development centers are a low cost way to increase employee interest in internal
career paths.
FALSE
6-18
32. The degree to which an organization utilizes its own internal information on candidate
qualifications and job performance will determine how qualified the applicants will be.
TRUE
33. There is a great deal of research on the effectiveness of internal recruiting sources, so best
practices can guide choice of the methods for internal recruiting.
FALSE
34. Under a closed internal recruitment system, which of the following is not likely to occur?
A. speed of decisions is faster than with open systems
B. contacted employees are immediately given preference under such a system
C. managers have less influence over the ultimate decision
D. overall effectiveness of the system in identifying qualified applicants will drop
35. An open system of internal recruitment can be expected to minimize ________.

A. competition among employees
B. scrutiny of job qualifications
C. overlooking talent
D. low morale among those not advanced
36. Some of the advantages of a closed internal recruitment system include:

A. helps minimize favoritism
B. it can uncover hidden talent
C. it helps employees evaluate their qualifications for advancement
D. none of the above
6-19
37. Which of the following is true regarding closed internal recruitment systems?
B. They are very inefficient.
C. They are not costly to implement.
D. They are very time-consuming to implement.
38. Which of the following is true regarding an open internal recruitment system?
B. They use a job posting and job bidding system.
C. They often lead to uncovering "hidden talent."
D. All of the above are correct.
39. Job postings influence the recruitment process by ________.

A. clarifying requirements of the job
B. reducing competition for the job
C. eliminating external sources from consideration
D. reducing the need for formal applications
40. Job postings are effective internal recruitment tools because they ________.
A. resemble and support external messages
B. are efficient in matching employees to organizational needs
C. reduce record keeping
D. are far easier to prepare than external messages
41. An empirical study of the characteristics of a job posting system which lead to high user
satisfaction found that _________ was(were) critical.
A. the adequacy of job descriptions
B. the adequacy of job notification procedures
C. treatment during the interview
D. all of the above
6-20
42. KSAOs which are used in making advancement decisions are stored in _________.
A. job descriptions
B. job specifications
C. talent management systems
D. ability inventories
43. Which of the following statements regarding talent management systems is(are) true?
A. talent management systems are maintained by the employee
B. talent management systems simplify record keeping
C. talent management systems reduce the need for supervisory judgment in promotion
decisions
D. talent management systems require a user-friendly data base for effective use
44. A company's internal e-mail and internet capabilities ________________.

A. make it easy and inexpensive to disseminate internal recruiting messages
B. tend to be very time-consuming ways to send messages about recruiting
C. cannot effectively complement internal recruiting methods
D. are used by 100% of organizations looking to recruit internally
45. Which of the following statements regarding talent management systems is true?
A. they are usually based on paper files
B. they are seen as a historical tool that is not used much any more
C. they are increasingly integrated with all of an organization's human resources information
systems
D. they are almost always cheap and easy to maintain
46. Why might an organization use internal temporary pools?

A. to decrease accountability for personnel errors
B. to avoid paying agency fees to temporary help agencies
C. to provide a buffer against lawsuits
D. both a and c
6-21
47. A ______________ provides employees with opportunities to fill out interest inventories,
explore career options, and discuss plans with counselors.
A. job-talk center
B. succession plan
C. lattice career path
D. career development center
48. Key metrics for evaluating an internal staffing system include:

A. cost
B. quantity
C. quality
D. all of the above
49. Which of the following are important components of ensuring sufficient quality in an
internal recruiting system?
A. internal job posting systems
B. regular performance appraisals of all employees
C. systematic review of the employee value proposition
D. all of the above
Communication Message and Medium, Applicant Reactions, and

Transition to Selection
50. Realistic job previews are potentially not necessary for internal recruiting because
applicants may already be familiar with the jobs in question.
TRUE
51. Targeted recruiting messages are especially appropriate for internal applicants when they
move to an unknown job, a newly created job, or a new geographic area, including an
international assignment.
FALSE
6-22
52. A targeted message for internal recruits points out how the job matches the needs of the
applicant.
TRUE
53. Word of mouth regarding internal job openings usually serves to provide additional
opportunities to women and minorities.
FALSE
54. There is not much research concerning perceptions of fairness in internal recruiting
processes.
FALSE
55. Research suggests that procedures followed for internal recruiting and other personnel
practices can be almost as important as the outcome of the decisions themselves.
TRUE
56. It should not be assumed that just because job seekers come from inside the organization
they will automatically know and understand the selection procedures.
TRUE
57. Which of the following is true of realistic previews in internal recruiting?

A. they are even more important than for external recruiting
B. research suggests they can increase turnover
C. they are more necessary for newly created jobs or jobs in new locations
D. they cannot really be used for internal selection
6-23
58. Which of the following is true of recruiting messages in internal recruiting?

A. supervisors can describe mobility paths in detail to internal candidates
B. peers can give internal recruits a realistic idea of what happens in internal promotions and
transfers
C. word of mouth among internal employees can lead to inaccurate information
D. all of the above are true
59. Formal policies for promotion and other internal recruiting activities can enhance:
A. interpretive justice
B. procedural justice
C. psychological contract violations
D. extrinsic discouragement
Legal Issues
60. The Affirmative Action Programs Regulations specifically address internal recruitment as
part of the federal contractor's AAP.
TRUE
61. According to the Supreme Court, an ADA related-reassignment request must prevail over
an organization's seniority system.
FALSE
62. In the absence of a discriminatory intent, virtually any seniority system is likely to be
bona fide, even if it causes adverse impact.
TRUE
63. The "glass ceiling" refers to strong but invisible barriers for women and minorities to
promotion in organizations.
TRUE
6-24
64. The Federal Glass Ceiling Commission study found that although men and women were
nearly equally eager to move into management, women were much less optimistic about their
chances of being promoted.
TRUE
65. Research has shown that since the 1970's there has been a radical shift in top management
in most organizations, with nearly half of all top executive positions being held by women.
FALSE
66. The "glass ceiling" refers to the prevalence of policies and procedures that have resulted
in reverse discrimination.
FALSE
67. Unequal access to development experiences and internal selection systems have both
contributed to the glass ceiling.
TRUE
68. Seniority-based systems may need to be eliminated as a means of reducing the prevalence
of glass ceiling effects.
TRUE
69. Informal promotion policies increase the ability of women and minorities to get ahead in
most businesses.
FALSE
70. Formal mentoring, training, and flexible work hours all may reduce the problems of the
glass ceiling.
TRUE
6-25
Test Bank for Staffing Organizations, 7th Edition: Herbert Heneman
71. From a legal standpoint, it can be said that __________.

A. the EEOC is more concerned about external recruitment procedures than internal ones
B. revised Order No. 4 does not deal with seniority
C. promotions based on subjective assessments of who is more senior are not likely to be
supported in court
D. existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters
72. A bona fide seniority system is _________________.

A. typically banned by the EEOC
B. permitted in most cases under EEOC law even if it results in adverse impact
C. carefully defined by the law
D. based on a mix of factors that include perceived loyalty, commitment, and KSAO sets in
the workforce
73. The combination of factors that tend to place women and minorities in fewer top
management positions are collectively termed _________________.
A. res ipsa loquitor
B. Jacob's ladder
C. the broken elevator
D. the glass ceiling
74. Which of the following have contributed to the Glass Ceiling?

A. rising interest rates
B. lack of outreach recruitment practices
C. frequent updating of organizational records
D. legal definition contradictions
6-26
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True / False Questions

4. Alternative mobility paths tend to be very difficult to administer.

6. To maintain employee motivation, alternative mobility paths may need to be supplemented

Multiple Choice Questions

11. Some of the features of hierarchical mobility paths include

12. Which of the following is true regarding mobility paths?

13. Which of the following is a disadvantage of alternative mobility paths?

14. A lattice mobility path is _________.

15. Organizations have become interested in alternative mobility paths because

True / False Questions

19. Closed internal recruitment systems are very efficient to administer.

27. Self-nomination is an especially important consideration in the internal recruitment of

Multiple Choice Questions

35. An open system of internal recruitment can be expected to minimize ________.

36. Some of the advantages of a closed internal recruitment system include:

39. Job postings influence the recruitment process by ________.

44. A company's internal e-mail and internet capabilities ________________.

46. Why might an organization use internal temporary pools?

48. Key metrics for evaluating an internal staffing system include:

Communication Message and Medium, Applicant Reactions, and

True / False Questions

Multiple Choice Questions

57. Which of the following is true of realistic previews in internal recruiting?

58. Which of the following is true of recruiting messages in internal recruiting?

True / False Questions

Multiple Choice Questions

71. From a legal standpoint, it can be said that __________.

72. A bona fide seniority system is _________________.

74. Which of the following have contributed to the Glass Ceiling?

Chapter 06 Internal Recruitment Answer Key

True / False Questions

4. Alternative mobility paths tend to be very difficult to administer.

6. To maintain employee motivation, alternative mobility paths may need to be supplemented

Multiple Choice Questions

11. Some of the features of hierarchical mobility paths include

12. Which of the following is true regarding mobility paths?

13. Which of the following is a disadvantage of alternative mobility paths?

14. A lattice mobility path is _________.

15. Organizations have become interested in alternative mobility paths because

True / False Questions

19. Closed internal recruitment systems are very efficient to administer.

27. Self-nomination is an especially important consideration in the internal recruitment of

Multiple Choice Questions

35. An open system of internal recruitment can be expected to minimize ________.

36. Some of the advantages of a closed internal recruitment system include:

39. Job postings influence the recruitment process by ________.

44. A company's internal e-mail and internet capabilities ________________.

46. Why might an organization use internal temporary pools?

48. Key metrics for evaluating an internal staffing system include:

Communication Message and Medium, Applicant Reactions, and

True / False Questions

Multiple Choice Questions

57. Which of the following is true of realistic previews in internal recruiting?