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05a

Student: ___________________________________________________________________________

1. Recruitment is defined as the process of

A. finding and attracting capable individuals to apply for employment
B. locating and hiring new employees
C. interviewing and hiring
D. attracting and outsourcing employees
E. systematic layoffs
2. The recruiting process
A. is completed after new recruits are trained
B. begins when new recruits are sought and ends when their applications are submitted
C. begins with job analysis and ends when the new employee is hired
D. involves identifying candidates from a pool of applicants
E. begins by reviewing the applicants and ends with a job offer

3. Recruiting specialists are known as

A. selectors
B. employment resource specialists
C. recruiters
D. selection specialists
E. interviewers

4. Recruitment can be done only

A. during business hours
B. after identification of job openings
C. after applicants have expressed an interest
D. following the selection process
E. if the organization has a professional human resources department

5. After identifying job openings, the recruiter then

A. publishes an ad in the employment section of the local newspaper
B. hires the best applicant
C. reviews job analysis information
D. selects people to be interviewed
E. determines what type of interview to conduct

6. The key to success in recruitment is

A. getting people to apply for jobs regardless of fit
B. getting a very large number of people to apply
C. getting the right type of applicant
D. getting a lot of applicants at least cost
E. hiring the best person
7. Recruiting the best candidates today
A. can be a means of developing a competitive advantage
B. means increasing future recruiting and training expenses
C. is too expensive to do most of the time
D. is done usually without trouble or expense
E. is illegal under employment equity legislation

8. The easiest positions to fill are

A. executive management
B. high tech employees
C. skilled workers
D. front-line staff
E. unskilled labour

9. Recruiting is becoming more challenging because of all of the following except

A. aging population
B. stiff competition for talent
C. rising compensation costs
D. technological advances
E. rising aspiration levels among new entrants

10. Key recruitment decisions in strategic human resource planning include all the following except
A. gaining competitive advantage from human capital
B. investing resources into recruitment
C. developing the benefits of a diverse workforce
D. focusing on employee development
E. current sales and budget figures

11. When applicants lack necessary skills and aptitudes to be successful, additional resources must be spent in
all of the following areas except
A. training and development
B. employee relations practices
C. operations management
D. employee communication systems
E. selection
12. Hiring from a large, diverse pool of candidates
A. makes the selection choices more difficult
B. can offer greater flexibility and capabilities
C. is an expensive recruiting plan
D. creates a lengthy recruiting process
E. is administratively very difficult to do

13. When recruiting from within, benefits may include all the following except
A. employee familiarization with the organization
B. employee is "known" to the firm
C. increased workforce motivation
D. acquisition of skills current employees do not possess
E. possible lower recruiting costs

14. Internal recruiting can offer advantages such as

A. more accurate prediction of the person's chance of success
B. bringing in "new blood"
C. usually creates a drop in employee morale by those who were passed over for promotion
D. new ideas introduced into the organization
E. removing undesirable employees

15. External recruiting offers possible advantages including

A. the acquisition of new skills and knowledge
B. generally lower recruiting costs
C. extended training and orientation period
D. an automatic fit between the new employee and the organization
E. increased morale and motivation among current employees

16. A significant cost of a "bad hire" that is difficult to quantify in monetary terms is
A. total advertising costs
B. number of lost customers or resources
C. recruiter's travel expenses
D. time it takes to conduct reference checks
E. applicant testing costs
17. Constraints on recruiting can include all the following except
A. organizational policies
B. costs
C. inducements
D. recruiter habits
E. access to a large, skilled applicant pool

18. Organizational policies that can act as constraints on recruiting include all the below except
A. compensation policies
B. promote-from-within policies
C. job requirements
D. employment status policies
E. international hiring policies

19. Internal factors that constrain the recruiting function include all the following except
A. human resource plans
B. organizational policies
C. costs
D. environmental conditions
E. recruiter habits

20. Recruiters who wish to do the very best they can still may find their actions restricted by
A. organizational policies
B. a large pool of applicants
C. job requirements that require few complicated skills
D. top management support
E. a large recruiting budget

21. Where employment equity programs exist, their impact on the recruiting function is
A. generally non-existent
B. there but fairly minimal
C. important only in that recruiters must be aware of them, though they have no direct impact
D. a constraint that must absolutely be taken into account
E. up to the recruiter
22. Recruiters, like all people, tend to develop work habits; all of the following are true of such habits except
A. they can eliminate time-consuming deliberations that reach the same answers
B. they can perpetuate past mistakes
C. they can obscure more effective alternatives
D. they can have a major impact on management-labour relations
E. they often come from previous recruitment successes

23. Environmental conditions that constrain the recruiting function include

A. the unemployment rate
B. organizational policies
C. no recruiting competition from other employers
D. recruiting costs
E. recruiter habits

24. Because the economic environment can change quickly, recruiters should monitor changing statistics and
conditions which include all of the following except
A. employment statistics
B. leading economic indicators
C. cash flow
D. want ad index
E. predicted sales levels versus actual sales levels

25. Issuing an instruction to recruiters to "find the best and most experienced applicant you can," can have all
the following problems except
A. it can be expensive
B. if a high degree of experience is not actually needed there could be charges of discrimination
C. experienced people can become bored if the job doesn't really require them
D. the definition of "most experienced" can be somewhat vague for many jobs
E. contravenes human rights legislation

26. In one sense the recruiter for an organization can be said to be like a
A. trainer
B. marketer
C. operations manager
D. systems analyst
E. financial officer
27. In many cases one of the key jobs of the recruiter is
A. to sell the company to eligible recruits
B. to learn about eligible applicants and make the jobs fit them
C. to encourage all applicants to apply regardless of eligibility
D. to guarantee employment for good applicants
E. to develop job standards based upon the applicant pool

28. To compete for good people recruiters are often required to offer inducements to potential recruits, such
inducements could include all the following except
A. hiring-on bonus
B. location life-style
C. paid professional membership or educational fees
D. free on-site parking
E. employee outsourcing

29. In preparing a resume, all the following are fairly important except
A. grammar and syntax
B. using specific words
C. personal goals
D. previous addresses
E. education

30. Advantages of a formal job application form can include all the following except
A. information is directly comparable between applicants
B. it is a sample of the applicants own work unlike a professionally prepared résumé
C. it collects the required information
D. it can have a signature line attached to an authorization and an affirmation of truth of information
E. a description of the job

31. Job application forms can ask for the following information except
A. name
B. home address
C. age
D. personal phone number
E. past or current employment status
32. A human resource department has a legitimate reason for asking for the following on a job application
A. place of birth
B. address
C. religion
D. national origin
E. marital status

33. One advantage of the signature line on a job application form is

A. it provides permission from the applicant for the employer to verify information
B. verification that the applicant knows how to read the application form
C. allows the applicant the opportunity to change information at a later date
D. makes the application form "look professional" to external applicants
E. required under various provincial human rights acts

34. Recruitment methods can include all the following except

A. write-ins
B. walk-ins
C. employee referrals
D. job description analysis
E. billboards

35. Advantages of employee referrals as a form of recruiting may include all the following except
A. current employees may know others with similar skills
B. new recruits will likely know something about the organization
C. people tend to refer friends who often have similar habits and attitudes
D. such recruits often tend to work hard in order to not let down the one who referred them
E. usually increases employee diversity

36. A possible disadvantage of employee-referred candidates is

A. new candidates tend to reflect the demographic features of the current workforce
B. candidates referred by current employees often tend to work too hard to prove themselves
C. employee-referred applicants' knowledge of the organization is usually unofficial
D. good employees tend to refer other good people
E. referred applicants may come with the required skill sets
37. Concentrating on employee referrals as a form of recruiting
A. can lead to charges of direct or systemic discrimination
B. can be a costly recruiting method
C. will bring in employees that likely have different work habits to current employees
D. can and generally does substantially increase workplace diversity
E. generally provides a very poor quality of applicant

38. Want ads generally do all the following except

A. describe the job
B. identify the employer
C. give information on how to apply
D. indicate required skills and abilities
E. state the preferred sex of applicants

39. Although among the most common of recruiting methods want ads can have drawbacks such as
A. they tend not to attract many applications
B. they lack a certain secrecy that may be required on occasion
C. they can be relatively less expensive than other methods
D. they involve using print media
E. they can give a fair amount of detail if desired

40. A blind ad is
A. one that a candidate must request from the employer
B. a want ad without employer identity
C. an ad that only announces an available job but gives no information whatsoever
D. an ad that is not placed directly in the classified employment section of a newspaper
E. an ad that has not been written by the human resource department

41. One advantage of blind ads includes

A. less internal (to the organization) confidentiality
B. encouraging applications from people who want to work for that organization
C. reduction of telephone inquires
D. good (and free) organizational public relations
E. that they always attract only the best applicants
42. Generally, blind ads receive information from applicants via
A. Telephone or fax
B. Internet or corporate email address
C. A post office box or non-corporate email
D. Direct mail to the organization's human resource department
E. In person delivery

43. ____________________ has taken off in numerous ways. In fact most organizations have a Careers section
on their corporate __________.
A. Television recruiting; websites
B. Internet recruiting; websites
C. Print advertising; newsletters
D. Internet recruiting; intranet sites
E. Multimedia recruiting; social media sites

44. Transit advertising involves

A. want ads for bus and commuter train drivers
B. ads placed in transit camps
C. ads placed in buses, trains, and subways
D. ads placed on surveyors' equipment
E. ads that are displayed for less than a week

45. Among the fundamental objectives of Human Resources and Skills Development Canada is
A. working to improve the standard of living and the quality of life for all Canadians
B. directly enforcing employment equity legislation
C. permitting workers to find work in the own communities regardless of cost
D. enforcing a safe, stable, fair, and productive work environment for all Canadians
E. promoting international labour legislation

46. HRSDC offers a variety of programs for both employers and prospective employees that include all of the
following except
A. income security
B. social development
C. skills employment
D. workers compensation
E. post secondary school loans and grants
47. One very effective and virtually no-cost recruitment source for employers is
A. newspaper advertising
B. walk-ins
C. HRSDC information and data bases
D. private employment agencies
E. job fairs

48. The Job Bank is an example of a(n)

A. HRSDC program
B. private internet site
C. private employment agency
D. government program run by MFO (Ministry of Fisheries and Oceans) to help Atlantic fishermen
E. program that the federal government posts available public service jobs

49. Private employment agencies (usually)

A. hire permanent employees for organizations
B. advertise for and provide to an employer, a stream of applicants
C. cash federal employment insurance cheques at a discount for people
D. gather and screen applicants for themselves
E. are another name for human resource departments in private organizations

50. The biggest difference(s) between a private employment agency and a professional search firm is
A. that professional search firms tend to be more specialized
B. that search firms tend to seek out non-specific unskilled recruits
C. that professional search firms do not charge the employer/client a fee for service
D. that private employment agencies are federally licensed
E. professional search firms do not recruit from among the employees of other firms

51. Retainer search firms tend to be more popular with corporate human resource managers than do contingency
search firms mainly because
A. retainer search firms are always less expensive
B. retainer search firms tend to be more aggressive
C. contingency search firms can be tempted to fill a position at any cost, regardless of fit
D. retainer search firms are more prevalent in most urban areas
E. contingency search firms are always two to three times more expensive than retainer firms
52. Some observers believe that the growing popularity of professional search firms is due to all the below
except
A. search firms can be more objective
B. there is a lower cost per recruit
C. there is an overall higher success rate in recruiting the right person
D. there is a higher cost per recruit
E. they free up time for the human resource department in the hiring organization

53. Research into campus recruiting has indicated that all the following aspects of recruiters are important to
students except
A. being well informed
B. being honest
C. being skilled at their job
D. only playing up the strengths of their organization, even if exaggeration
E. respecting the interviewee

54. Problem(s) with campus recruiting include all the following except
A. wasted time interviewing unqualified applicants
B. difficulties in assessing candidates with little or no relevant experience
C. applicants who give standardized answers to interview questions
D. candidates with limited work history
E. dealing with overly enthusiastic young people

55. The following are all reasons that professional associations can be a valuable source for recruiters except
A. that many such associations regard recruiting as an activity that is beneath them
B. that members of professional associations tend to be more informed about developments in their field
C. that some associations have publications that accept classified advertisements
D. that it assists recruiters to hone in on specific specialties, particularly in hard-to-fill technical areas
E. that it may lead recruiters to higher-quality applicants

56. Sources for finding potential recruits can include all of the following except
A. labour organizations
B. the Internet
C. departing employees
D. current internal employees at the same level
E. educational institutions
57. In the personnel/human resource profession the term "buy-back" refers to
A. taking back pension benefits for cash
B. allowing an employee to purchase their company car at the end of its lease
C. convincing an employee who plans to resign to stay on by offering an increased wage or salary
D. buying back the contracts of leased workers before the contract term has run out
E. buying a retiring employees company stock options

58. Among possible outcome(s) with offering a buy-back to a departing employee is that
A. overall employee morale generally rises within the organization
B. other employees may expect similar raises
C. it is illegal in most provinces
D. it can result in the employee doing less
E. it is considered a form of personal harassment in many provinces

59. One of the newest and increasingly popular tools for both job seekers and recruiters is
A. television
B. the Internet
C. job fairs
D. video advertising
E. word-of-mouth

60. Applicant tracking systems, direct mail solicitations, and leased workers are considered __________
recruitment methods
A. nontraditional
B. ineffective
C. inexpensive
D. illegal
E. unacceptable

61. Producing a good system for tracking ____________________ success saves time and effort down the road
and can have a substantial impact on the organization's ____________________.
A. recruitment quality; employee moral
B. retention success; bottom line
C. recruitment success; bottom line
D. retention success; employee moral
E. recruitment success; retention success
62. According to the text book, the choice of recruiting method can be assisted by answering a list of how many
questions?
A. Four
B. Six
C. Eight
D. Nine
E. Ten

63. The following statement will answer which of the questions outlined in the text book that aid recruiters in
selecting the best recruitment method? "Collective agreements in place at the organization may obligate the
recruiter to rely on internal versus external recruiting, and to use specific recruitment sources."
A. What has worked in the past?
B. Are there labour agreements in place that specify recruitment options?
C. What is the skill level required?
D. What sources are available in that industry and geographic region?
E. How many recruits are needed?

64. The following statement will answer which of the questions outlined in the text book that aid recruiters in
selecting the best recruitment method? "Tracking over time how well certain sources have worked may guide
future recruitment efforts."
A. What has worked in the past?
B. Are there labour agreements in place that specify recruitment options?
C. What is the skill level required?
D. What sources are available in that industry and geographic region?
E. How many recruits are needed?

65. With all of the options available for sourcing potential applicants, how does a recruiter choose which
method(s) to use?
A. They choose the most cost effective method
B. They look for similar styles used in the past that can be applied to this recruitment need
C. They answer a list of questions that will guide them to the best methods possible
D. They will follow what sources are the most trendy at that time
E. They are given direction by their director or manager

66. Once set, the recruiting function in an organization should

A. be evaluated on an on-going basis
B. be allowed to operate without constant evaluation
C. be evaluated only when problems appear
D. be evaluated no more than every two to three years in order not to confuse applicants
E. never be specifically evaluated for reasons of employee morale
67. Some popular measures of the effectiveness of the recruiting function include the following except
A. cost per hire
B. quality of hires compared to costs and methods
C. quality of job descriptions and standards
D. offers to applicants ratio
E. time taken to fill a position

68. Some of the more popular measures to determine the effectiveness of current recruiting procedures can
include all the below except
A. turnover record of hires
B. performance rating of hires
C. total number of applications received
D. ratio of job offers accepted to the number of offers made
E. job specification terms

69. Recruitment is the process of finding and attracting capable individuals to apply for employment.
True False

70. Responsibility for recruitment usually belongs to the human relations department.
True False

71. One of a recruiter's first steps after identifying job openings is to review job analysis information.
True False

72. A recruiter's first step after being informed of a job opening is to search for applicants.
True False

73. Job requirements influence the recruiter's method of finding satisfactory applicants.
True False

74. Recruiting is just getting people to apply for jobs, and its success is best measured by the number of
applications received for any particular job.
True False
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Rizzio, 283.
Roads, 172, 173.
Rob Roy, 38, 98, 213.
Roderick Dhu, 62, 166, 215, 216.
Roman Wall, 15, 51.
Romans, 51–53, 279.
Rome, 15, 264.
“Roslyn Castle,” 163.
Roslyn Chapel, 43.
Rous, 258, 262.
Ruins, 39–42, 47, 70, 71, 192, 200, 205.
Ruskin, 128, 133.
Russia, 256.
Russian fleet, 194.
Rutgers College, 58.

Sabbath, 17, 37.

St. Andrews, 80, 244, 247, 280.
St. Giles, 268, 284.
St. Kentigern, 21.
St. Martin, 128.
St. Modan, 43.
St. Nicholas, 206.
St. Winifred, 264.
Saints, 21.
Santa Claus, 206.
Sassenach, or Saxons, 152.
Saxe, John G., 60.
Scandinavians, 121, 127, 280.
Scenery, 55, 103–04, 205, 212.
Schaff, Philip, 250, 251, 255.
Schools, 199.
Scone, 265, 281.
Scotch-Irish, 272–74.
Scotland, 7, 9, 51–54, 257, 280.
Scots in America, 63, 72, 122, 123, 128, 148, 218, 223, 236, 272.
Scots in England, 241, 248, 252, 254, 255, 258, 285.
Scott, Michael, 38, 41, 42.
Scott, Sir Walter, 18, 28, 41–44, 46–49, 96, 219, 246, 286.
Scrooby, 264.
Serfs, 170.
Servants, 262, 263.
Shakespeare, 45, 89.
Shaler, Prof. N. S., 275.
Sharp, Archbishop, 285.
Shaving, 43.
Sheep, 181, 207, 208.
Shenstone, William, 259.
Shetlands, 204, 210.
Shields, 172.
See Targets.
Shoes, 145, 167.
Skye, 210.
Snobs, 143, 144.
Snowdon, 99, 216, 217.
Soap, 26, 33, 140.
Songs, 105, 116–18, 139, 140, 154, 156, 164, 184, 185, 228, 232.
Spain, 206, 236, 248, 283.
Spaniards, 206–08.
Spearman, 151.
Speech, 3, 12, 56.
Spurs, 62.
Staffa, 123–25.
Stage, 63.
Stage-riding, 111, 215.
Stars and Stripes, 14, 163.
Stirling, 97–107.
Stone Haven, 65, 192.
Strathclyde, 56, 280.
Strathmore, 97, 100.
Streets, 31, 32, 199.
Stuarts, 101, 155, 157, 160, 167, 168, 271, 282, 285.
Suffragettes, 250.
Sullivan, General John, 63.
Sutherland, 210.
Switzerland, 33.
Swords, 15, 20, 149–52, 172, 219, 274.

Tam o’ Shanter, 226.

Targets, 150, 151, 172.
Tartans, 109, 110, 187, 188, 190.
Tatnall, Commodore, 197.
Tay River, 68, 77, 279.
Tea, 154, 261.
Temperament, 221, 222.
Teutonic tribes, 24, 257, 280.
Thackeray, 143.
Thistle, 101, 206, 282.
Ticonderoga, 167.
Tobacco, 25.
Togo, Admiral, 194.
Towers, 50, 55, 205, 209, 210.
Trawlers, 194, 195.
Trees, 93.
Tron, 84.
Trossachs, 214–16.
Tulchan Bishops, 242, 243.
Turner, 217.
Tweed River, 41–43, 54.

Ulster, 271, 272–74.

Ultima Thule, 205.
Union Jack, 284.
Union of England and Scotland, 100, 282, 284, 285.
United States, 196, 276–77.
United States of the World, 62, 227.
Unst, 205.

Vassar College, 276.

Venezuela, 260, 265.
Vengeance, 166, 167.
Victoria, Queen, 70, 83, 286.
Vikings, 121.

Wade, General, 172–76, 285.

Wales, 24.
Wallace, William, 15, 77, 281.
Ward Chapel, 80.
Wardens, 58.
War of 1914, 140, 165, 190, 194, 195, 202, 265, 266, 268, 269.
Washerwomen, 145.
Waterfalls, 138.
Water-power, 213, 216.
Watt, James, 131.
Waves, 7, 192, 203.
Weather, 132, 135–37, 203.
Western Islands, 120.
Whales, 205.
Whiskey, 140, 181.
White, Andrew D., 73.
White Cockade, 156.
Whittier, 243.
Wigtown, 285.
William III, 110–16, 122, 132, 285.
William of Deloraine, 38, 40.
William of Orange, 237, 238, 241.
William the Lion, 146, 281.
Wishart, George, 78, 79.
Witchcraft, 226, 282.
Wolfe, 160.
Women and John Knox, 250–54.
Wordsworth, 1.
Wynds, 30.

Yew Isle, 213.

Yew trees, 213.
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