Consider the following statements with reference to “employee referral” as a recruiting option by a company : (a)Referrals tend to generate lower yield ratio (hires/applicants). (b)Current employees usually provide accurate information about the job applicants they are referring. (c)Relying on referrals might be discriminatory. (d)The new employees join with a more realistic picture of what the company is like. Indicate the correct option :
Statements (b), (c) and (d) are true, but (a) is false.
Employee referral is a recruitment source in which current employees recommend candidates from among the people they know. It has several well-documented advantages and one notable drawback, and we test each statement against them.
Statement (a) is false. Referrals actually tend to produce a higher yield ratio (hires per applicant), not a lower one, because employees pre-screen the people they put forward, so a larger proportion of referred applicants turn out to be suitable and are hired.
Statements (b), (c) and (d) are true. Current employees usually give accurate information about those they refer, since their own credibility is at stake and they do not want to recommend someone who will let them down (b). Relying heavily on referrals can be discriminatory, because a workforce that is already homogeneous tends to refer similar people, so the existing profile is perpetuated and diversity suffers (c). And referred recruits tend to join with a more realistic picture of the company - having heard about the job and culture from the referring employee - which improves the fit and often the retention of new hires (d).
So (b), (c) and (d) are true while only (a) is false.
Hence the correct option is that statements (b), (c) and (d) are true, but (a) is false.
Similar Questions
An interview, in which the applicant is interviewed sequentially by several persons and each rates the applicant on a standard form, is called :
Which one of the following is a type of interview where a series of job-related questions are asked that focus on how the candidate would behave in a given situation ?
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Given below are two statements : one is labelled as Assertion (A) and the other is labelled as Reason (R).
Assertion (A) : Reality shock occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring, unchallenging job.
Reason (R) : Providing realistic job interview, challenging first job, and experienced mentors can help preventing reality shock.
In the light of the above statements, choose the most appropriate answer from the options given below :
Match the following and select the code of correct matching :
List - I List - II (a) Identification of leadership potential (i) Vocational Tests (b) Finding most suitable area of working (ii) Aptitude Tests (c) Discovering interest and potential for acquiring skills (iii) Intelligence Tests (d) Measuring capacity to think, learn and draw relationships (iv) Personality Tests Code :
Which of the following is not an effective source of recruitment for a middle-level managerial position?
Match the following:
List - I (Test)
(a) Stanford-Binet Test
(b) Minnesota Rate of Manipulation Test
(c) Myers-Briggs Test
List - II (Measures)
(i) Finger/hand dexterity
(ii) Personality
(iii) Memory / mental ability
Which of the following simulated task(s) is/are usually included in Management Assessment Centers?
(a) In-basket exercises
(b) Leaderless group discussion
(c) Management games
Match the items given in the List-I and List-II and choose the correct option:
List – I List – II (a) Personnel replacement chart (i) A chart prepared for each position in a company to show possible replacement candidates and their qualifications (b) Job posting (ii) The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance (c) Succession planning (iii) Company records showing present performance and promotability of inside candidates for the most important positions (d) Position replacement card (iv) Publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working schedule, etc.
Important Questions from Recruitment and selection
- Which of the following is true about Recruitment Process Outsourcing (RPO)?
- Sequentially arrange the talent management process:
A. Build a pool of job applicants by recruiting internal or external candidates
B. Use selection tools like tests, interviews, background checks, and physical examination to
identify viable candidates
C. Obtain application forms and perhaps have initial screening interviews
D. Decide what position to fill, through job analysis, personnel planning and HR forecasting
Choose the correct answer from the options given below: - Sequentially arrange the following selection process.
A. Application blank
B. Physical examination
C. Reference check
D. Job offer
E. Job placement
Choose the correct answer from the options given below: - Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods ?
- Put the following steps of discrete selection process in correct sequence and select the correct code :
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
Code :
