HRM 5 and 6

Question 1

The process of identifying qualified individuals and labor markets from which to recruit.

Answer 1

Sourcing

Question 2

Activities that affect either the number or type of people willing to apply for and accept job offers.

Answer 2

Recruiting

Question 3

A person actively looking for information about job opportunities.

Answer 3

Active Job Seeker

Question 4

A person at least somewhat interested in finding a new job, but who inconsistently looks for one.

Answer 4

Semi-Passive Job Seeker

Question 5

Someone not actively looking for a new job but could be tempted by the right opportunity.

Answer 5

Passive Job Seeker

Question 6

Locates talent currently working for the company that would be a good fit with another position.

Answer 6

Internal Recruiting Source

Question 7

Locates people looking for work outside of the organization.

Answer 7

External Recruiting Source

Question 8

The ongoing process of preparing employees to assume other positions within the organization.

Answer 8

Succession Management

Question 9

Communicate information about internal job openings to employees.

Answer 9

Internal Job Posting Systems

Question 10

Proactively searching the Internet to locate semi-passive and passive job seekers with the characteristics and qualifications needed for a position.

Answer 10

Internet Data Mining

Question 11

A place where multiple employers and recruits meet to discuss employment opportunities.

Answer 11

Job Fair

Question 12

Opening a location in another country or outsourcing work to an existing company abroad.

Answer 12

Offshoring

Question 13

Watching people work in similar jobs for other companies to evaluate their potential fit with your organization.

Answer 13

Observation

Question 14

Websites that help job seekers and employers find one another.

Answer 14

Online Job Board

Question 15

A searchable database of pre-screened resumes.

Answer 15

Resume Database

Question 16

An independent company that specializes in the recruitment of talent.

Answer 16

Search Firm

Question 17

People who apply for a job based on a sign on company property.

Answer 17

Walk-in

Question 18

Positive or negative unintended consequences of recruiting activities.

Answer 18

Recruitment Spillover Effects

Question 19

Software that helps manage the recruiting process.

Answer 19

Applicant Tracking System

Question 20

Metrics that track how efficiently a firm is hiring.

Answer 20

Efficiency-Oriented Recruiting Metrics.

Question 21

Recruiting metrics that track recruiting processes and outcomes that influence the organization’s performance, competitive advantage, or strategic execution.

Answer 21

Strategic Recruiting Metrics

Question 22

Presenting both positive and negative information about a job in an objective way.

Answer 22

Realistic Job Preview (RJP)

Question 23

A person’s general impression of an organization based on both feelings and fact.

Answer 23

Organizational Image

Question 24

An organization’s reputation as an employer.

Answer 24

Employer Image

Question 25

A symbolic picture of all the information connected to a company or a product, including its image.

Answer 25

Brand

Question 26

Summary of what an employer offers to employees.

Answer 26

Employer Brand

Question 27

The hiring process of gathering and evaluating the information used for deciding which applicants will be hired.

Answer 27

Selection

Question 28

The fit between a person’s abilities and the job’s demands and the fit between a person’s desires and motivations and the jobs attributes and rewards.

Answer 28

Person-Job Fit

Question 29

Match between an individual and his or her workgroup and supervisor.

Answer 29

Person-Group Fit

Question 30

The fit between an individual’s values, attitudes, and personality and the organization’s values, norms, and culture.

Answer 30

Person-Organization Fit

Question 31

Assessment method that reduces the pool of applicants to a group of job candidates.

Answer 31

Screening Assessment Method

Question 32

Assessment method used to evaluate job candidates which will help identify whom to hire.

Answer 32

Evaluative Assessment Methods

Question 33

Assessment method used for determining whether a candidate has a job offer if they pass.

Answer 33

Contingent Assessment Methods

Question 34

Written information about skills and education, job experience, and other relevant job information.

Answer 34

Job Application

Question 35

Assesses general mental abilities including reasoning, logic, and perceptual abilities.

Answer 35

Cognitive Ability Test

Question 36

Assesses visual, auditory, and speech perception.

Answer 36

Sensory Test

Question 37

Assesses strength, physical dexterity, and coordination.

Answer 37

Psychomotor Test

Question 38

Assesses attitudes and experiences related to reliability, trustworthiness, honesty, and moral character.

Answer 38

Integrity Test

Question 39

Measures the knowledge required of a job.

Answer 39

Job Knowledge Test

Question 40

Situation in which varying questions are asked across interviews, and there are usually no standards for evaluating answers.

Answer 40

Unstructured Interview

Question 41

Uses consistent, job-related questions with predetermined scoring keys.

Answer 41

Structured Interview

Question 42

Uses information about what the applicant has done in the past to predict future behaviors.

Answer 42

Behavioral Questions

Question 43

The candidate is given a business situation or problem and asked to present a well-thought-out solution.

Answer 43

Case Question

Question 44

Ask how the applicant might react to hypothetical situations.

Answer 44

Situational Interview Questions

Question 45

Evaluates the performance of factual or simulated work tasks.

Answer 45

Work Sample

Question 46

A type of work sample that gives candidates actual job tasks to perform or simulates critical events that might occur to assess how well candidates handle them.

Answer 46

Simulation

Question 47

Assesses factors including personal and credit characteristics, criminal history, and reputation.

Answer 47

Background Check

Question 48

When candidates must receive a passing score on an assessment before being allowed to continue in the selection process.

Answer 48

Multiple Hurdle Approach

Question 49

When high scores on some assessments can compensate for low scores on other assessments.

Answer 49

Compensatory Approach

Question 50

The perceived fairness of the hiring outcomes.

Answer 50

Distributive Fairness

Question 51

The perceived fairness of the policies and procedures used to determine the outcome when hiring.

Answer 51

Procedural Fairness

Question 52

The degree of respect and the quality of the interpersonal treatment received during the hiring process.

Answer 52

Interactional Fairness