31.__________ are able to answer broader questions about the organization’s policies and careers and identify other positions in the organization for which recruits might be a good fit.
a.Managersc.Receptionists
b.Employersd.Recruiters
32.__________ recruiting metrics include hiring speed, number of applicants, number of hires, and the average cost per hire.
a.Tacticalc.Efficiency-oriented
b.Premeditatedd.Strategic
33.__________ recruiting metrics track recruiting processes and outcomes that influence the organization’s performance, competitive advantage, or strategic execution.
a.Tacticalc.Efficiency-oriented
b.Premeditatedd.Strategic
34.__________ is how well new hires perform in training.
a.Training successc.Failure rate
b.Job performanced.Voluntary turnover
35.How well new hires perform their job six to twelve months after hire is referred to as __________.
a.training successc.failure rate
b.job performanced.voluntary turnover
36.The number of new hires in key jobs whose jobs are terminated or who are asked to leave is known as __________.
a.training successc.the failure rate
b.job performanced.voluntary turnover
37.The number of employees who voluntarily quit within their first year is referred to as ________.
a.training successc.the failure rate
b.job performanced.voluntary turnover
38.Research suggests that __________ materials should be informative, address a range of job or organizational characteristics, and provide specific information about those characteristics.
a.recruitingc.job analysis
b.engagementd.job searching
39.The recruiter gives all the pros and cons about the job to a potential job candidate. This is an example of a __________ job preview.
a.realisticc.marginal
b.convincingd.representative
40.One goal of a __________ job preview is not to deter candidates by focusing on factors that might be perceived negatively but to provide accurate information about the job and organization.
a.convincingc.realistic
b.marginald.representative