1. Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?  [removed] Pure diversity-based recruitment [removed] Diversity-based recruitment with preferential hiring [removed] Hard quotas [removed] Passive nondiscrimination 2. A soft-quota system [removed] is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay [removed] fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities [removed] represents a mandate to hire specific numbers of women or minority group members [removed] systematically favors women and minorities in hiring and promotion decisions 3. Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request? [removed] Equal Educational Opportunities Act (1974) [removed] Family Educational Rights and Privacy Act (1974) [removed] Freedom of Information and Protection of Privacy Act (1990) [removed] Protection of Pupil Rights Amendment (1978) 4. Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities. [removed] affirmative action candidates [removed] pay grades [removed] human resource requirements [removed] strategic imperatives 5. When implementing recruitment activities, initial consideration should be given to a company's __________, especially for filling jobs above the entry level. [removed] current employees [removed] foreign subsidiaries [removed] minority groups [removed] women workforce 6. The information least likely to be obtained in reference checks and recommendations is [removed] willingness of a previous employer to rehire the applicant [removed] a description of the applicant’s physical attractiveness [removed] education and employment history [removed] character and interpersonal competence 7. Which of the following statements about an aging organization is true? [removed] It demands extreme cost control through consistency and centralized procedures. [removed] It is concerned with building excellence in the management teams. [removed] It is characterized by a heavy emphasis on product engineering. [removed] It emphasizes the generation of cash to develop new product lines. 8. _________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities. [removed] Internal labor markets [removed] EEOC guidelines [removed] Labor market characteristics [removed] Union employee percentages 9. Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program. [removed] orientation [removed] initial scre.

1. 1.
Which of the following is a concerted effort by the organization
to actively expand the pool of applicants so that no one is
excluded because of past or present discrimination?
[removed]
Pure diversity-based recruitment
[removed]
Diversity-based recruitment with preferential hiring
[removed]
Hard quotas
[removed]
Passive nondiscrimination
2.
A soft-quota system
[removed]
is a commitment to treat all races and sexes equally in all
decisions about hiring, promotion, and pay
[removed]
fails to recognize that discriminatory practices in the past may
block prospective applicants from seeking present job
opportunities
[removed]
represents a mandate to hire specific numbers of women or
minority group members
[removed]
systematically favors women and minorities in hiring and
promotion decisions
3.
Which law gives students the legal right to see all letters of
recommendation written about them and also permits release of

2. information about a student only to people approved by the
student at the time of the request?
[removed]
Equal Educational Opportunities Act (1974)
[removed]
Family Educational Rights and Privacy Act (1974)
[removed]
Freedom of Information and Protection of Privacy Act (1990)
[removed]
Protection of Pupil Rights Amendment (1978)
4.
Recruitment begins by specifying __________, which are the
typical result of job analysis and workforce planning activities.
[removed]
affirmative action candidates
[removed]
pay grades
[removed]
human resource requirements
[removed]
strategic imperatives
5.
When implementing recruitment activities, initial consideration
should be given to a company's __________, especially for
filling jobs above the entry level.
[removed]
current employees
[removed]
foreign subsidiaries
[removed]
minority groups
[removed]

3. women workforce
6.
The information least likely to be obtained in reference checks
and recommendations is
[removed]
willingness of a previous employer to rehire the applicant
[removed]
a description of the applicant’s physical attractiveness
[removed]
education and employment history
[removed]
character and interpersonal competence
7.
Which of the following statements about an aging organization
is true?
[removed]
It demands extreme cost control through consistency and
centralized procedures.
[removed]
It is concerned with building excellence in the management
teams.
[removed]
It is characterized by a heavy emphasis on product engineering.
[removed]
It emphasizes the generation of cash to develop new product
lines.
8.
_________ affect recruitment policies because firms often give
preference to current employees in promotions, transfers, and
other career-enhancing opportunities.

4. [removed]
Internal labor markets
[removed]
EEOC guidelines
[removed]
Labor market characteristics
[removed]
Union employee percentages
9.
Typically, the first step in an employee's introduction to
company policies, practices, and benefits is a(n) _________
program.
[removed]
orientation
[removed]
initial screening
[removed]
team-building
[removed]
intensive training program
10.
The step following recruitment is ________, which is basically
a rapid, rough selection process.
[removed]
performance management
[removed]
orientation
[removed]
workforce planning
[removed]

5. initial screening
11.
The role of organizational culture in staffing is best applied if
companies
[removed]
avoid hiring only those who fit the specifics of the
organization’s culture
[removed]
staff only those who fit into the profile of the organization’s
culture
[removed]
actively seek out those individuals who have values contrary to
the organization’s culture
[removed]
staffing decisions are independent of organizational culture
12.
Which act requires third-party investigators to secure the
applicant’s written consent prior to doing a background check?
[removed]
Fair Credit Reporting Act (1970)
[removed]
Fair Labor Standards Act (1938)
[removed]
Equal Credit Opportunity Act (1974)
[removed]
Gramm–Leach–Bliley Act (1999)
13.
Which of the following statements about a company using a

6. passive nondiscrimination posture is true?
[removed]
It is a concerted effort by the organization to actively expand
the pool of applicants so that no one is excluded because of past
or present discrimination.
[removed]
It systematically favors women and minorities in hiring and
promotion decisions.
[removed]
This posture recognizes that discriminatory practices in the past
may block prospective applicants from seeking present job
opportunities.
[removed]
No attempt is made by the company to recruit actively among
prospective minority applicants.
14.
Promotion-from-within policies must ______________, coupled
with a company philosophy that permits employees to consider
available opportunities within the organization.
[removed]
anticipate training needs
[removed]
receive strong top-management support
[removed]
include incentives to keep employees in their current positions
[removed]
respect seniority positions
15.
This type of management style is often associated with
organizations in the embryonic stage.
[removed]
Movers and shakers

7. [removed]
Growth director
[removed]
Entrepreneur
[removed]
Freewheeling