第十二章单元测试
- 1. A headhunter is a job recruiter who specializes in _______ highly skilled professionals with corporate clients. He or she might be an independent contractor or work through an agency where each agent specializes in particular areas of employment and possibly also in geographic areas.
- 2. Why do employers use headhunters?
- 3. What is the advantage to recruit with a headhunter?
- 4. What is the first step for the headhunting process after headhunters are informed of the need of hiring?
- 5. Headhunters are paid on ______, which means they aren’t paid unless and until a suitable candidate that they find is hired.
- 6. Who should pay the headhunter?
- 7. What is the advantage for people to work with a specialist headhunter?
- 8. Which of the following is the feature of an ineffective resume?
- 9. Which of the following function is the most important function performed by a headhunter?
- 10. Rejection isn’t ______. It simply means that you are not a fit for the positions they are currently working on.
A:matching B:communicating C:referring D:relating
答案:matching
A:Because their compensation is based on their results, not their level of activity. B:Because headhunters can find more proper talents than those the company finds on its own. C:All of the above. D:Because they focus on fewer assignments and have more time to approach passive candidates.
A:It often costs more to hire from a headhunter. B:Some headhunters have been known to lure people in for advertised jobs and then try to push other opportunities on them. C:Candidates most often form lower level of loyalty with their employers. D:Headhunters, esp. those specialist headhunters, knows an industry better than HR recruiting managers.
A:To approach passive candidates. B:To conduct executive search in order to find a exact match. C:To arrange a telephone interview. D:To arrange a face-to-face interview.
A:the nature of the job vacancy B:sales volume C:contingency D:time spent on each candidate
A:The HR hiring in the employer company. B:The client. C:All of the above. D:The job seeker.
A:Generalists have a greater understanding than specialists on recruiting fundamentals and principals. B:Generalists can take on more job orders and draw from a much larger pool of candidates than specialists. C:Generalists have a broader focus and work on a wide variety of positions than specialists, potentially offering more opportunities to candidates. D:Clients may prefer to work with specialists that cater to candidates with a particular skill set.
A:Provide clear academic background information, such as course scores at university. B:Less is more - Cut and simplify your formatting. C:Content should be very detailed in terms of results/accomplishments, NOT responsibilities. D:Delete any Key Competencies sections.
A:To find a perfect match between clients and candidates. B:To save recruitment cost for the clients. C:To provide career development for the candidates. D:To try to keep candidates working for the clients as long as possible.
A:reasonable B:personal C:acceptable D:realistic
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