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Chapter 7 Assignment 1. The process of developing a pool of qualified applicants who are interested in working for an organization and from which the organization might reasonably select the best individual or individuals to hire for employment is known as a. Vetting b. Recruiting c. Onboarding d. Coaching 2. The most basic and fundamental goal of an organization's recruiting effort is to: a. Reduce the unemployment rate of the country in which the organization operates. b. Match the work philosophy of the applicants with that of the organization. c. Promote the organizational culture. d. Develop a pool of qualified applicants. 3. Arthur, an employee at Scorsec Inc., was recently promoted to the post of Chief Technical Officer on the basis of his consistent high-quality performance over the past 5 years in the company. The management of the company filled the position vacated by Arthur by hiring a new employee who fit the job profile. In this scenario, Arthur was promoted to a higher-level position through a. Homesourcing b. Internal recruiting c. Onshoring d. Word-of-mouth recruiting 4. A mechanism for internal recruiting in which vacancies in an organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet is known as a. Headhunting b. Onboarding c. Word-of-mouth recruiting d. Job posting 5. Which of the following involves looking to sources outside an organization for prospective employees? a. Homesourcing b. Job posting c. External recruiting d. Onboarding 6. The third step in the employee selection process involves: a. Collecting information about each applicant's experience and attitude. b. Gathering information about each applicant's levels of requisite knowledge, skills, and abilities. c. Making the actual decision about which candidate or candidates will be offered employment. d. Evaluating the qualifications of each applicant from among the pool of qualified recruits identified during the recruiting process. 7. Which of the following statements is true of hiring for fit? a. Assessing organizational fit is highly objective. b. It involves hiring the most educated person from among the pool of qualified applicants during recruitment. c. It involves hiring individuals who are a good match for the overall organization based on their personality and values. d. People with the best set of job-specific knowledge, abilities, and skills are considered the best fit for an organization. 8. In the context of popular selection techniques, which of the following documents asks individuals for various facts and information pertaining to their personal background? a. A business testimonial b. A prospecting letter c. An appraisal form d. An employment application 9. In the context of employment tests, which of the following tests measure traits, or tendencies to act, that is relatively unchanging in an individual? a. Personality tests b. Cognitive ability tests c. Aptitude tests d. Psychomotor ability tests 10. A first-impression error occurs when an interviewer a. Gives the same rating to all interviewees, regardless of their performance in the interview. b. Makes a decision too early in the interview process c. Is unduly influenced by other people who have been interviewed. d. Is unduly influenced by an interviewee's similarity to the interviewer in one or more important ways