14. A tool called a ___________ is helping firms. It can help managers evaluate data.

15. _____________are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

16. Proponents of __________________ believe that applicants who are given realistic information regarding a position are more likely to remain on the job and be successful because there will be fewer unpleasant surprises.

17. _____________is the process of talking with employees about their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives.

18. A _________program that encourages new managers with high potential to remain with an organization by enabling them to advance more rapidly than those with less potential.

19. _____________is a program whereby younger employees are called on to mentor older employees and executives about social media trends, new technology, and marketplace trends.

20. Match the action with the examples

1. Mobile recruiting is the process of recruiting candidates		but could be persuaded to take new ones given the right opportunity
2. Passive job seekers are people who are not looking for jobs		by employee referrals or recommendations
3. Job fairs can be a good way to cast a wide net		via their mobile devices.
4. The recruitment efforts of an organization can be greatly aided		for diverse applicants in a certain region.

21. Match the advantages and disadvantages of internal and external recruitment.

1. Cost less		Internal recruitment
2. Internal disputes with existing employees
3. Better competition		External recruitment
4. Stagnant culture

22. Match types and status of 9-box grid

1. Coaching needed		Risk (Low potential and performance)
2. Fire immediately		Core player (Medium potential and performance)
3. Top managers		High potential (High potential and low performance)
4. Average tasks		Star (High potential and performance)

23) Match the terms on the left with the definition that best chooses it on the right.

1. Quality - of - fill statistic		Informs applicants about all aspects of the job, including both its desirable and undesirable flaws
2. Time - to - fill		Percentage of applicants from a particular source that make it to the next stage in the selection process.
3. Using realistic job previews		Metric that refers to the number of the days from when a job opening is approved to the date a person is chosen for the job.
4. Yield ratios		Metric the measures how well new hires have gotten up to speed performing their retention levels.

24) Match the situation faced by the designated group

1. A promotion is		the placement of an employee in another job for which the duties, responsibilities, status, and pay and benefits are approximately equal to those of the previous job
2. A transfer is		a situation in which, for either organizational or personal reasons, the probability of moving up the career ladder is low.
3. A career plateau is		an extended period of time during which an employee leaves an organization to pursue other activities before returning to the firm
4. A sabbatical is		a change of assignment to a job at a higher level in the organization

25) Match the terms on the left with the definition that best describes it on the right

1. Career counselling is		the process of helping managers assess appraisal and assessment data to be compiled into a single visual reference so they can see an employees both actual performance and potential performance.
2. Mentoring is		the process of talking with employees about their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives.
3. Rerecruiting is		the process of coaching, advising and encouraging individuals of lesser rank
4. 9-box grid is		the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm