One important outcome is leaving applicants with a positive feeling about the organization even it they are not hired.

a$.$ job searching

c$.$ job analysis

b$.$ hiring

d$.$ recruiting

Melissa is usually the first person to have contact with each potential job candidate and she is critical to the hiring process. Melissa job title is most likely a$($n$).$

a$.$ recruiter

c$.$ CEO

b$.$ receptionist

d$.$ manager

is the number of employees who voluntarily quit within their first year.

a$.$ Voluntary turnover

c$.$ Failure rate

b$.$ Job performance

d$.$ Training success

Not only are there legal issues with sourcing and recruiting but there are numerous issues as well.

a$.$ evaluation

c$.$ logical

b$.$ ethical

d$.$ official

Poaching talent from competitors and misleading recruits about the nature of the job or about their chances of getting a job offer are common issues.

a$.$ ethical

c$.$ evaluation

b$.$ lawful

d$.$ official

There is $a(n)$ risk of lawsuits when using ethical sourcing and recruiting practices.

a$.$ amplified

c$.$ increased

b$.$ decreased

d$.$ equivalent

The fit between a person's abilities and the job's demands and the fit between a person's desires and motivations and the job's attributes and rewards is called

a$.$ person$-$job fit

c$.$ person$-$organization fit

b$.$ person$-$group fit

d$.$ person$-$attitude fit

is the fit between an individual's values, attitudes, and personality and the organ$$ation$\text{'}$s values, norms, and culture.

a$.$ Person$-$job fit

c$.$ Person$-$manager fit

b$.$ Person$-$organization fit

d$.$ Person$-$attitude fit