Question 1

In a brief essay, discuss how EEO laws affect both recruiting and the information requested on job application forms.

Accepted Answer

The answer of In a brief essay, discuss how EEO...

Question 2

When firms prove that they will use the information on job application forms as a predictor of job performance, they are allowed under EEO laws to request information regarding an applicant's age and marital status.

Accepted Answer

EEO laws prevent firms from requesting information about an applicant's age or marital status in all cases.

Question 3

Older workers usually have higher absenteeism rates compared to younger workers due to illness.

Accepted Answer

A survey by AARP and SHRM concluded that older workers tend to have lower absenteeism rates, more reliability, and better work habits than younger workers.

Question 4

Which of the following is information that should NOT be requested on application forms?

Accepted Answer

C)According to EEO law, application forms should not request information about an applicant's marital status. Asking about an applicant's work history, experience, training, and skills is considered acceptable.

Question 5

Video résumés eliminate the possibility of applicants claiming discrimination in a firm's hiring practices.

Accepted Answer

More candidates are submitting video résumés, a practice replete with benefits and threats. The danger is that a video résumé makes it more likely that rejected candidates may claim discrimination.

Question 6

A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

Accepted Answer

It is illegal to ask an applicant's age. According to EEO law a question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

Question 7

According to EEO law, it is legal to ask job applicants if they have ever received workers' compensation.

Accepted Answer

It is generally illegal under EEO law to ask applicants if they have received workers' compensation.

Question 8

Firms can predict job performance and employee tenure by analyzing job application information, such as travel experience and education level.

Accepted Answer

Employers can use analyses of application information ("bio data")to predict employee tenure and performance. In one study, the researchers found that applicants who had longer tenure with previous employers were less likely to quit, and also had higher performance within six months after hire. Examples of bio data items might include "quit a job without giving notice," "graduated from college," and "traveled considerably growing up."

Question 9

Which of the following is most likely a true statement about mandatory alternative dispute resolution agreements?

Accepted Answer

B)Mandatory alternative dispute resolution agreements are required to provide for reconsideration and judicial appeal if legal errors occur. Most courts agree that the documents are enforceable if they meet certain requirements. Employers pay most costs of the process, and job applicants are usually less attracted to employers that require mandatory employment arbitration.

Question 10

To prevent the appearance of discriminatory hiring practices, firms are advised to avoid asking job applicants on an application form whether they own or rent a house.

Accepted Answer

Asking whether an applicant owns, rents, or leases a house may also be discriminatory. It can adversely affect minority groups and is difficult to justify on business necessity.

Quiz 5: Personnel Planning and Recruiting