Test Bank

to accompany

Human Resource
th
Management, 9 edition
by Raymond J. Stone

© John Wiley & Sons Australia, Ltd

Chapter 6
 Human Resource Management, 9th edition

Recruiting human resources

Multiple choice questions

1. Employment agencies have traditionally specialised in:

a. hiring people for casual positions.

b. headhunting senior management staff.
c. supervisory positions.
*d. clerical and secretarial positions.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Privately owned employment agencies tend to specialise in
the recruitment of clerical and secretarial roles, although some have expanded into the recruitment of
junior accounting, IT, sales and technical staff.

2. Recruitment is a two-way process that involves:

a. determining the employment needs of the organisation and the financial needs of job applicants.
*b. satisfying the organisation's strategic HR requirements and the needs and interests of the potential
employees.
c. identifying the skills needed to maintain market position and targeting specialist skill areas.
d. examining career aspirations of candidates and matching them to suitable positions within the
organisation.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. Recruitment involves the organisation seeking to
satisfy its business objectives as well as the individual applicant determining whether they meet the job
requirements, are interested in the role and whether the organisation can meet their needs.

3. Recent evidence suggests that for a woman to climb the corporate ladder she must:

*a. have a partner who will set aside their own career aspirations.
b. compromise her moral standards and values when required.
c. have extensive relevant experience gained in global corporations.
d. have strong financial, marketing and presentation skills.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Research
evidence indicates that women are more likely to reach higher echelons in the organisation if they have
the support of a partner who is willing to set aside their own career aspirations.

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 Human Resource Management, 9th edition

4. Given the pressure to promote both the job and the organisation in the most favourable light, the HR
manager must ensure that:

a. a range of recruiting alternatives have been used in seeking new staff.

b. the recruiting budget does not exceed limits imposed by senior management.
*c. applicants do not receive misleading or inaccurate information about positions.
d. current employees and the relevant union are consulted in determining a recruiting policy.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. Failure to provide accurate information to
potential employees can create high job turnover, dissatisfied staff and poor commitment.

5. An advantage of internal recruitment is:

*a. the organisation has more knowledge of the candidate's strengths and weaknesses.
b. the pool of talent is bigger and better known in the organisation.
c. employees may be selected beyond their level of competence.
d. excellent training and development programs are necessary.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Selection procedures by their nature are only able to reveal
limited information about an external candidate's strengths and weaknesses. In contrast the HR manager
will have more in depth information about internal candidates via supervisor feedback and performance
appraisal data.

6. One of the advantages of external recruitment is:

*a. the pool of talent is bigger.

b. the organisation has more knowledge of the candidate's strengths and weaknesses.
c. the candidate already knows the organisation.
d. employee morale and motivation are enhanced.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. One of the advantages of external recruitment is that the pool
talent is bigger.

7. Advertising of job openings to current employees via bulletin boards, newsletters or personal letters
is:

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 Human Resource Management, 9th edition

a. employee promotion.
b. career development.
*c. job posting.
d. job description.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Job posting is used to inform existing employees about
vacancies within the organisation.

8. One of the major reasons some organisations are reluctant to use online recruiting is:

a. many potential employees do not have internet access or skills.

*b. because they consider the human element more important.
c. the costs involved in establishing an online recruiting presence.
d. the lack of evidence that it is a cost-effective method of recruiting.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Some organisations are undecided about recruiting online as
they feel that evaluation of candidates requires human interaction.

9. External recruitment involves all of the following methods except:

*a. job posting.

b. advertising.
c. recruitment consultancies.
d. executive search firms.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Job posting is used by firms to advertise vacancies to current
employees.

10. HR practices such as lifetime employment in Japan and the dominance of Chinese family companies
and their use of (guanxi) relationships:

a. have started to spread into recruiting practices in Australian organisations.

b. make recruiting experienced senior managers in these countries more attractive.
*c. create barriers that make executive searches in Asia both time consuming and costly.

© John Wiley & Sons Australia, Ltd 2017 Chapter 6 Recruiting human resources 4
 Human Resource Management, 9th edition

d. are starting to diminish in importance in an era of globalisation.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Although executive search is booming as multinationals
expand into Asia, this is somewhat circumscribed by traditional HR practices in Japanese and Chinese
firms.

11. Evidence has found that the employment of unsolicited applications from 'walk-ins' and 'write-ins':

a. has become a more serious problem for organisations with the growth of online recruitment.
b. are imposing enormous costs on organisations in processing and administering these applications.
*c. have produced better results than placement services or newspaper advertisements.
d. is diminishing in importance for organisations in an era of downsizing and restructuring.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Unsolicited applications can be a fruitful source of qualified
candidates with the evidence suggesting that employees recruited via this source are superior performers
compared to their counterparts recruited via consultants or advertising.

12. One of the major problems with using employee referrals as a source of new employees is:

a. the high turnover of staff in organisations today works against loyalty.

b. current staff may not know what the requirements are for new positions.
*c. that they may be considered discriminatory if they maintain the present employee mix.
d. the possibility of new employees not adapting to the culture of the business.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Applied. Employee referrals may result in the same mix of
nationality, race, religion and sex and these can work against EEO goals.

13. A disadvantage of using radio and television as a method of recruitment is:

a. a wide rather than specific geographic circulation occurs.

b. poor quality advertising reflects tight budgets.
c. the lack of a suitable listening or viewing audience.
*d. cost of reaching prospective candidates is high.

General Feedback:

© John Wiley & Sons Australia, Ltd 2017 Chapter 6 Recruiting human resources 5
 Human Resource Management, 9th edition

Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Creating and producing TV or radio commercials can be very
costly as well as time-consuming.

14. Advertising vacant positions on the internet can be beneficial when:

a. you want a mix of males/females and minority groups applying.

b. you want to limit recruitment to a specific geographical area.
*c. you want to avoid time delays and high advertising costs.
d. you want employee referrals.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. The advantage of posting vacancies on the internet is that
there are short lead times and the cost is low compared to other advertising media.

15. Who concentrates on advertising recruitment for professional and managerial positions?

a. Specialist consultants
*b. Management recruitment consultants
c. Management executives
d. Employment agencies.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Management recruitment consultants concentrate on
advertised recruiting for professional and managerial positions.

16. Research has shown that employment agencies are most likely to fall down in the area of:

*a. candidate selection and screening.

b. negotiating salary packages.
c. quality of applicants' résumés.
d. confidentiality and honesty.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. A study by Harris, Toulson and Livingston found that
recruitment consultants regularly use selection methods that are of little or no value.

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 Human Resource Management, 9th edition

17. Outplacement firms as a recruiting option are considered cost-effective because:

*a. no recruiting fee is normally charged.

b. they only use experienced staff.
c. the costs can be spread over several years.
d. they have a very high success rate.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Outplacement firms offer the advantage of not charging a
placement fee as their focus is on securing positions for terminated employees. Typically such firms
charge fees to the organisation that terminated the employees.

18. The barrier a woman faces when she seeks to move from middle management into more senior
general management is known as:

a. female stereotyping.
b. glass walls.
*c. glass ceilings.
d. male attitudes.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. The glass ceiling
can occur when people aspire to higher level roles but are prevented from achieving promotion due to
discrimination.

19. Executive search firms do not normally advertise because:

a. it is illegal to headhunt senior managers using advertising.

b. advertising is considered too expensive and traditional.
*c. successful managers do not read newspaper advertisements.
d. they do not wish to alert their competitors to their clients.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. In most cases executive search firms rely on networking
rather than advertising as they consider that potential candidates typically do not search through
employment advertisements.

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 Human Resource Management, 9th edition

20. A situation where a consultant cannot look for potential applicants inside companies which are
existing clients is known as:

*a. the 'off-limits' problem.

b. a conflict of interest.
c. an ethical dilemma.
d. restricted business practice.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Some search firms recruit their placements again and again,
whereas other firms may have an 'off-limits' rule which may apply for a period of time.

21. External recruiting can involve all of the following methods except:

a. university recruiting.
b. professional associations.
c. personnel consultancies.
*d. computerised record systems.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. An organisation may review its human resource information
system records in an effort to recruit internally.

22. The major problems associated with university recruiting are:

*a. time, expense and high labour turnover.

b. lack of student interest, and poor quality of applicants.
c. the wrong institutions are frequently targeted.
d. too many applicants, and insufficient time allocated to interview.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. University recruitment programs have been criticised as being
time-consuming, expensive and ineffective due to the high turnover of those employees recruited via this
source.

23. A major concern of older workers in the workplace is:

a. retirement benefits.

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 Human Resource Management, 9th edition

b. superannuation benefits.
c. health problems.
*d. age discrimination.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Research has
demonstrated that older workers are likely to experience longer periods of unemployment, secure fewer
job interviews and are more likely to be targeted for redundancy.

24. EEO legislation is about:

*a. selecting the best person for the job in terms of his or her job-related skills.
b. ensuring that selected groups of individuals get special consideration when job applications are
considered.
c. protecting the rights of the organisation to employ only those people they want to.
d. providing enhanced career advancement for employees from minority groups.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. EEO is primarily
concerned with merit and treating employees and prospective employees fairly regardless of such
characteristics as race, sex or religion.

25. The largest group among the disadvantaged members of the workforce are:

a. the physically disabled.

b. Aboriginal workers.
*c. women.
d. Asian workers.

General Feedback:
Objective 6.3: Discuss the recruitment of women; people with disability; older workers; migrants;
Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Although women's
participation rate in the workforce has increased significantly in recent years, they are still predominant
in low-paid occupations and are underrepresented in the higher echelons.

26. The major barrier encountered by women in the workplace is:

a. physical limitations.
*b. stereotyped thinking.
c. lack of ambition.
d. mental limitations.

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 Human Resource Management, 9th edition

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Unfortunately,
women are still stereotyped as lacking strength to carry out certain occupations and being unsuited to
managerial and supervisory roles, despite evidence to the contrary.

27. The increasing use of teams and ongoing demands for greater flexibility and multiskilling have seen
a change in emphasis from the traditional approach to recruiting to one:

*a. which highlights employee attitudes, behaviour and potential.

b. where emphasis is on qualifications and appropriate experience.
c. where there is a greater reliance on internal appointments.
d. which gives preference to overseas experienced applicants.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. The emphasis has shifted away from
qualifications towards the personal characteristics of the applicant.

28. A recruitment source is:

*a. where qualified candidates are located.

b. the method used by the organisation to attract candidates.
c. which advertising method is used.
d. the type of recruitment consultant utilised.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. The recruitment source is where qualified
individuals can be found.

29. In order for EEO objectives and policies to be effective, they must:

*a. be communicated to all employees and must be clearly seen to have top management support.
b. advertised in all job postings and descriptions.
c. go above and beyond the minimum standards set out in relevant legislation.
d. include specific information on the minorities that it is setting out to protect.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. EEO objectives
and policies must be communicated to all employees and must be clearly seen to have top management
support.

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 Human Resource Management, 9th edition

30. A method of conveying job information to an applicant in an unbiased manner, including both
positive and negative factors is known as a:

a. accurate job description.

b. realistic job specification.
c. rational job analysis.
*d. realistic job preview.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. A realistic job preview presents a complete
picture to job applicants including less positive aspects about the job role, organisation, career
opportunities, etc.

31. According to Decker and Cornelius, which is the best recruiting channel?

*a. Employee referrals.

b. Newspaper advertisements.
c. Employment agencies.
d. Social networks

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. The best recruitment channel are employee referrals.

32. Many companies place the employment of which group in the 'too hard' basket of concerns about
occupational health and safety, workplace disruption, and legal obligations?

a. Older employees
*b. People with disabilities
c. Cultural minorities
d. Women

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Many companies
place the employment of people with disabilities in the 'too hard' basket of concerns about occupational
health and safety, workplace disruption, and legal obligations.

33. To ensure that people who are recruited have the unique skills and know-how required by the
organisation's strategic objectives, management must:

a. hire only people with formal academic qualifications and years of experience.
b. aim for a 5% annual staff turnover to allow the continual upgrade of skills.

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 Human Resource Management, 9th edition

c. ensure the organisation's strategic objectives are in line with the skills of existing employees.
*d. anticipate changes in the organisation's environment.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. HR managers need to be mindful of the strategic
objectives of the organisation, its culture and how the organisation is evolving and anticipate which
skills and qualifications will be required in the future.

34. Recruitment policy and activities should reflect:

a. society's demand for improved employee skills.

*b. the organisation's recruitment objectives and culture.
c. the practices of competitors.
d. government policy on unemployment.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. An organisation's recruitment policy provides
the framework for recruitment activities and needs to reflect the organisation's recruitment objectives
(underpinned by the overall business objectives) as well as the culture.

35. By ignoring its strategic mission, objectives and culture when recruiting personnel an organisation
can:

a. ensure a more objective selection of personnel.

b. draw upon a wider range of potential employees.
*c. destroy its unique competitive advantage.
d. undermine workforce flexibility.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. An organisation can only successfully achieve its
strategic aims with the support of people who have the requisite skills and qualifications. Disregard for
the overall strategy in recruitment activities will mean that the organisation's competitive advantage will
be undermined.

36. Stone describes recruitment as:

a. a method of human juggling.

b. a type of human resource planning.
c. a process of elimination.
*d. a form of economic competition.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. Organisations are constantly competing against
each other in the labour market to attract the best and most qualified candidates for roles.

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 Human Resource Management, 9th edition

37. Effective recruitment should:

a. make it easy to attract good quality applicants.

b. provide a harmonious work environment.
*c. satisfy the needs of both the candidate and the organisation.
d. reduce the costs associated with filling vacant positions.

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. Recruitment activities need to consider both the
strategic needs of the organisation as well as ensure that jobs are not oversold to candidates so that they
can make a realistic assessment of whether the job and the organisation will fulfil their needs.

38. An advantage of external recruitment is:

a. enhanced employee morale and motivation when new appointments are made.
b. new employee adjustment and orientation takes longer and is more thorough.
c. the organisation's return on investment in training and development is increased.
*d. new insight, skills and know-how can be introduced into the organisation.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Organisations that generally recruit from within may find that
inbreeding can stifle innovation and creativity. In contrast, external recruitment can bring new insights to
problems and introduce a new range of skills to the organisation.

39. Radio and television advertising would be an effective method of recruiting when:

*a. there are multiple job openings and there are enough prospects in a specific geographic area.
b. the job is specialised and frequent advertising is needed for a long time.
c. there is a need to attract hi-tech computer literate personnel in a competitive market.
d. the position has not been advertised before and a wide spread is being sought.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Due to the high cost of radio and television recruitment
advertising, it is best utilised when an organisation has a number of vacancies and the target market is in
a specific town or city.

40. The value of using executive search firms has been questioned because of:

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 Human Resource Management, 9th edition

a. the small number of candidates considered for each position.

b. the ethical problems associated with 'pinching' another organisation's executives.
*c. the high costs, questionable performance and conflict of interest over the raiding of existing clients.
d. the quality of candidate screening and selection processes.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Executive search firms have been criticised for their relatively
low success rate as well as the practice where the search firm is prevented from recruiting from within
its own clients' ranks.

41. When choosing an executive search firm the HR manager should:

a. get a detailed employment success history from each potential search firm.
*b. ensure that the search firm is compatible with the organisation's requirements and that their conduct
will be professional.
c. ensure that the search firm understands the importance of the position to be filled.
d. seek recommendations from organisations that have used an executive search firm in the past.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. The process of selecting an executive search firm should
involve the HR managers in a thorough review of the policies and procedures of the consultants to
ensure that they have the requisite standard of professionalism and that will able to fulfil the needs of the
organisation.

42. Which of the following would be the first question that a HR manager should ask before the
recruitment process commences?

*a. Is there a genuine need for this job to be filled?

b. What is the job description for this role?
c. How will candidates be recruited?
d. What is the budget for filling this role?

General Feedback:
Learning Objective 6.1: Describe strategic recruitment. Before beginning the hiring process, HR
managers should ensure that there is a genuine vacancy; that is, whether the job could be reallocated,
whether the work is really necessary or whether the job could be outsourced to an external specialist.

43. Which of the following is NOT a disadvantage associated with using employee referrals as a source
of job applicants?

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*a. Prizes and cash bonuses offered to existing employees can make the scheme expensive.
b. Reliance on employee referrals may raise EEO concerns.
c. This method may foster the development of cliques in the organisation.
d. Referring employees may become upset if their candidate is not hired.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Prizes and cash bonuses may be offered to employees who
recommend a candidate who is subsequently hired which can be significantly less expensive than
recruiting via other sources.

44. Which is NOT a reason that managers use the internet to undertake a job hunt?

*a. The geographical scope of the job hunt is small.

b. A major pay increase is sought.
c. Both small and large companies are being canvassed.
d. A facility with internet navigation exists.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. If the geographical scope of the job hunt is wide then it the
internet is a useful tool to use.

45. Which of the following phrases used to describe the ideal candidate in an employment advertisement
would be considered discriminatory?

a. 'A creative, energetic and vibrant sales director.'

b. 'An enthusiastic, dynamic sales officer.'
*c. 'A mature sales manager with 20 years' experience.'
d. 'A sales graduate with the desire to learn.'

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Using such words as 'young' or 'mature' makes implicit
references to age and as such is discriminatory.

46. When words such as 'dynamic' and 'proactive' are used in advertisements for positions:

a. this is more likely to attract higher quality applicants for positions.

b. this acts as a screening device and weeds out non-suitable applicants.
c. there are likely to be claims that such words are discriminatory.

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*d. managers may be less likely to be attracted to such positions.

General Feedback:
Learning Objective 6.2: Discuss the major internal and external sources of human resources, the
traditional recruiting methods and their advantages and disadvantages, and e-recruiting and the use of
social networking sites as recruiting tools. Managers are likely to be put off by such hype words and to
not apply for such positions.

47. A US study found that which kind of employees were more dependable, had better attendance, were
more loyal and were better employees than were their counterparts?

*a. Disabled employees.

b. Female employees.
c. Older employees.
d. Migrant employees.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. People with
disabilities were found to be more dependable, had better attendance, were more loyal and were better
employees than were their counterparts.

48. In order to modify a workplace to accommodate an employee with a disability, 80 per cent of
companies would need to spend:

*a. less than $500.

b. less than $1000.
c. less than $5000.
d. less than $10 000.

General Feedback:
Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. 80 per cent of
workplace adjustments cost less than $500 to accommodate people with disabilities.

49. Which is NOT a problem faced by migrant workers in Australia?

a. Language and cultural barriers.

b. Lack of recognition of their qualifications.
c. Concentration in unskilled jobs with a lack of opportunity for advancement.
*d. Low rates of unemployment.

General Feedback:

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Learning Objective 6.3: Discuss the recruitment of women; people with disability; older workers;
migrants; Indigenous Australians; and lesbian, gay, bisexual and transgender workers. Migrant workers
in Australia face high rates of unemployment.

50. Evaluation of the recruitment activity is important for:

a. improving productivity of employees.

*b. meeting strategic business objectives.
c. gathering soft data.
d. job satisfaction.

General Feedback:
Learning Objective 6.4: Evaluate the recruitment activity. Evaluation of the recruitment activity is
important for meeting strategic business objectives, controlling costs, satisfying EEO objectives, and
improving recruiting performance.

Essay questions

51. Critically discuss the advantages and disadvantages of organisations favouring internal recruitment
over external recruitment.

Correct Answer:
The major advantages of internal recruitment are that management's perceptions of employees are likely
to be more accurate and thus provide a better prediction of success as well as the less time and cost
involved compared with external recruitment. Moreover internal recruitment can enhance employee
morale and act as a motivating factor for current staff. Utilising internal recruitment means that the
firm's investment in training and development is maximised and each internal placement can generate a
succession of promotions which can boost employee engagement. The disadvantages are that current
employees who are rejected for jobs can become discontented; employee infighting for promotions can
adversely affect morale, the pool of candidates may be restricted; and creativity can be stifled as a result
of in-breeding.

52. A number of different approaches can be used for external recruitment. Discuss the pros and cons of
these approaches and the situations in which they might be used.

Correct Answer:
External recruitment methods can include advertising, employment agencies, executive search firms,
university recruiting, employee referrals, professional associations and unsolicited applications.
Advertising can be in various media outlets and each has advantages and disadvantages. Advertising can
reach a large audience quickly or be selective and target certain groups. However, it is often unattractive
and boring to read, focussing on the organisation rather than the position. Employment agencies and
recruitment consultants have the advantage of focussing more closely on the needs of the organisation
but they are expensive to use and don't have high success rates or generate satisfaction from their clients
who claim that they are too driven by volume and are not careful enough in selection and screening.

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University recruiting can focus on particular professions selectively and cover a great number of
potential applicants quickly. However, it can be difficult to organise and evidence suggests that it is
expensive and may not be effective. Employee referrals are cheap and quick to use but the accuracy of
the information and the closeness of friendships in the organisation can be a problem. Moreover it can
work against EEO guidelines since it tends to produce the same employee mix. Professional associations
can be an effective recruitment source for selective employment categories but time lags can be a
problem with this method. Unsolicited applications are quick and inexpensive to process but there is
always the unknown factor about the accuracy of information provided in these applications.

53. It has been argued that it is important to evaluate the effectiveness of all recruiting activities.
Critically discuss why this is so important and how an organisation would assess the effectiveness of its
recruitment activities.

Correct Answer:
Evaluation of the recruitment activity is necessary to ensure that the organisation is meeting its strategic
business objectives, containing costs, satisfying EEO objectives and improving recruitment efficiency
and effectiveness. It has been argued that organisations need to assess recruitment activities on the basis
of productivity measurements, quality of recruits, cost incurred in recruiting, time involved and by
measuring the applicants' and management's satisfaction with the methods employed.

54. Effective recruitment is vital to the success of any organisation. Examine how an organisation can
use recruitment to support its business strategy and objectives.

Correct Answer:
Management must anticipate changes in the organisation's environment to ensure that people who are
recruited have the skills, know-how and values required by the organisation's strategic business
objectives. Strategic recruitment does this by linking recruiting activities to the organisation's business
objectives and culture. This involves locating and attracting the 'right' potential candidates to the 'right'
job openings within the organisation. Recruitment begins with identifying HR requirements and ends
with receiving applications.

55. Discuss the groups in the labour force who face issues of discrimination in employment.

Correct Answer:
Despite Australian organisations having legal obligations to provide for equal employment opportunity
(EEO) in the workplace certain groups in the labour market continued to face overt or covert
discrimination in recruiting. Women make up the largest group among the disadvantaged members of
the workforce and face the barriers of stereotyped thinking, the glass ceiling, glass walls, and lack of
representation in sales and trades positions. Minorities in the workforce such as migrants continue to
face a number of barriers as do older workers and those with disabilities. Aboriginal Australians are the
most disadvantaged group in the Australian workforce and gay and lesbian workers also face opposition
to employment in many parts of the workforce.

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56. Discuss the pros and cons of use web recruiting and social networking sites as a method for job
recruitment.

Correct Answer:
Web recruiting can avoid the problems of print deadlines, space limitations, time delays, limited
exposure, and high advertising costs. Candidates are able to enjoy the speed, accuracy, and convenience
of instantly seeing only those vacancies that match their requirements. Criticisms include the need for
better screening of candidates to avoid being swamped with irrelevant and/or poor-quality applications,
the need for better quality information about the candidates and the need to streamline the management
response process.

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