Employment and Analytic Skills
1. Internal recruiting sources locate people who currently work for the company who would be good recruits for other positions. T; p. 152; Easy
2. Nepotism is illegal. F; p. 154; Easy
3. Job fairs are best for finding passive job seekers. F; p. 156; Moderate
4. Geographic targeting can help an organization reduce turnover. T; p. 171; Moderate
5. Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis. T; p. 168; Moderate
6. The high cost of accommodating people with disabilities prevents many firms from hiring them. F; p. 169; Moderate; AACSB: Multicultural and Diversity
7. For firms whose talent philosophy supports promotion from within, internal sourcing is the core of the staffing system. T; p. 152; Moderate; AACSB: Analytic Skills
8. Applicant flow is the number and type of applicants coming from each recruiting source. T; p. 167; Easy
9. Differentiation refers to the coordination of a single global staffing strategy with the organization retaining adequate controls over local operations. F; p. 171; Easy
10. Sourcing nontraditional applicant pools often requires more creative sourcing activities than does sourcing traditional applicant pools. T; pp. 168-169; Easy
Multiple choice questions:
1. Which of the following is a benefit of internal sourcing?
a. Internal sourcing takes longer than external sourcing.
b. Internal sourcing costs more than external sourcing.
c. Internal sourcing introduces new ideas into the firm.
d. Internal sourcing promotes employee retention.*; p. 152; Moderate
2. The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is:
a. A qualifications inventory.
b. Succession management.*; p. 153; Easy
c. A job posting system.
d. Resume database building.
3. Training employees to extend their capabilities and to prepare them to assume other jobs and roles in the firm
2. Nepotism is illegal. F; p. 154; Easy
3. Job fairs are best for finding passive job seekers. F; p. 156; Moderate
4. Geographic targeting can help an organization reduce turnover. T; p. 171; Moderate
5. Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis. T; p. 168; Moderate
6. The high cost of accommodating people with disabilities prevents many firms from hiring them. F; p. 169; Moderate; AACSB: Multicultural and Diversity
7. For firms whose talent philosophy supports promotion from within, internal sourcing is the core of the staffing system. T; p. 152; Moderate; AACSB: Analytic Skills
8. Applicant flow is the number and type of applicants coming from each recruiting source. T; p. 167; Easy
9. Differentiation refers to the coordination of a single global staffing strategy with the organization retaining adequate controls over local operations. F; p. 171; Easy
10. Sourcing nontraditional applicant pools often requires more creative sourcing activities than does sourcing traditional applicant pools. T; pp. 168-169; Easy
Multiple choice questions:
1. Which of the following is a benefit of internal sourcing?
a. Internal sourcing takes longer than external sourcing.
b. Internal sourcing costs more than external sourcing.
c. Internal sourcing introduces new ideas into the firm.
d. Internal sourcing promotes employee retention.*; p. 152; Moderate
2. The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is:
a. A qualifications inventory.
b. Succession management.*; p. 153; Easy
c. A job posting system.
d. Resume database building.
3. Training employees to extend their capabilities and to prepare them to assume other jobs and roles in the firm