Question 1

Which of the following is an advantage for employers that use Internet recruiting?

Accepted Answer

Internet recruiting elicits fast replies, and most employers also report great success in using the Web to generate many applications. One of the problems associated with Internet recruiting is that its ease encourages unqualified applicants to apply.

Question 2

The ".jobs" domain is primarily used by HR managers for succession planning purposes.

Accepted Answer

The new dot-jobs domain gives job seekers rather than HR managers a one-click conduit for finding jobs at the employers who register at www.goto.jobs. For example, applicants seeking a job at Disneyland can go to www.Disneyland.jobs, which takes them to Disney's Disneyland recruiting website.

Question 3

Local newspapers are typically a good source of blue-collar help and clerical employees,but they are not useful for finding any type of administrative workers.

Accepted Answer

The local newspaper is usually a good source of blue-collar help, clerical employees, and lower-level administrative employees.

Question 4

Offshoring means having outside vendors supply services that a firm's own employees previously did in-house,while outsourcing means having outside vendors abroad provide services once performed in-house.

Accepted Answer

Outsourcing means having outside vendors supply services that a firm's own employees previously did in-house. Offshoring is a more narrow term that means having overseas outside vendors provide services once performed by a company's own employees in-house.

Question 5

In a brief essay,explain some of the reasons that employers turn to private employment agencies for assistance in recruiting.

Accepted Answer

The answer of In a brief essay,explain some of the...

Question 6

Application service providers are online vendors that use their own servers and systems to handle recruiting tasks for firms.

Accepted Answer

These basically redirect applicants from the employers to the ASP's site where they may fill out forms and take tests.

Question 7

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

Accepted Answer

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

Question 8

Peter,a mechanical engineer,is employed by an outside technical services firm that has a contract with IBM.Peter will be working on a long-term project for IBM as an in-house temporary employee.

Accepted Answer

In-house temporary employees are people who are employed directly by a firm but on an explicit short-term basis. Contract technical employees are highly skilled workers like engineers, who are supplied for long-term projects under contract from an outside technical services firm, so Peter is a contract technical employee.

Question 9

Online recruiting through social media network sites is generating quicker responses from job candidates than traditional online job boards and has also provided a means by which organizations can recruit older workers.

Accepted Answer

Online recruiting generates more responses quicker, but older people and some minorities are less likely to use the Internet, so online recruiting may inadvertently exclude disproportionate numbers of older applicants.

Question 10

What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?

Accepted Answer

The answer of What are the advantages and disadvantages of...

Question 11

Every state in the United States has a public,state-run employment service agency.

Accepted Answer

Public, state employment service agencies exist in every state. They are aided and coordinated by the U.S. Department of Labor.

Question 12

According to the text,Kaiser Permanente has improved its recruiting effectiveness by ________.

Accepted Answer

Kaiser Permanente realized that current employees are effective references, and the firm took steps to double the number of employee referrals. Referral's big advantage is that it tends to generate "more applicants, more hires, and a higher yield ratio (hires/applicants)

Question 13

Which term refers to the number of employees leaving the firm divided by the total number of positions in the company?

Accepted Answer

Turnover rate is the number of employees leaving the firm divided by total number of positions in the company. Vacancy rates are open positions divided by all positions. Time to fill refers to the days between when the vacancy was posted and when the position was filled. Selection ratio is the number of the group selected divided by the total number recruited.

Question 14

Due to EEO laws,firms are allowed to use contingency workers only for clerical or maintenance positions; managerial staff must consist of full-time employees of the firm.

Accepted Answer

The contingent workforce isn't limited to clerical or maintenance staff. It includes thousands of engineering, science, or management support occupations such as temporary chief financial officers, human resource managers, and CEOs.

Question 15

Once a firm has a pool of applicants,the first step in prescreening is the ________.

Accepted Answer

For most employers, the first step in the selection process involves the application form. The application form enables the business to quickly collect data about the candidate.

Question 16

All applicant tracking systems enable employers to identify and compare recruiting sources so that employers can know which sources produce the best job candidates.

Accepted Answer

Applicant tracking systems should, but usually do not, help the employer identify and compare recruiting sources. Some applicant tracking systems lack the ability to pinpoint the source of hire.

Question 17

Which of the following factors about new hires is LEAST relevant when measuring recruiting effectiveness?

Accepted Answer

Recruiting metrics include applicants generated through each recruitment source, new-hire job performance, new-hire failure rate, new-hire turnover, training success, vacancy rates, time to fill, cost per hire of hiring one position, selection ratios, and turnover rates. Interview time is less relevant.

Question 18

Mandatory alternative dispute resolution agreements require ________.

Accepted Answer

Many employers, cognizant of the high costs of employment litigation, require applicants to agree in writing to mandatory arbitration should a dispute arise. Different federal courts have taken various positions on the enforceability of these "mandatory alternative dispute resolution" clauses.

Question 19

Which term refers to special vendors that handle all or most of an employer's recruiting tasks and needs?

Accepted Answer

Recruitment process outsourcers (RPOs) are special vendors that handle all or most of an employer's recruiting tasks and needs. RPOs became more popular during the recent recession. RPOs usually sign short-term contracts with the employer and receive a basic monthly fee that varies with the amount of actual recruiting the employer needs done.

Question 20

Applicant tracking systems are software systems that assist managers with writing job descriptions and collecting application information.

Accepted Answer

Applicant tracking systems are software systems that help employers keep track of their applicants by performing various services such as collecting application information, prescreening applicants, scheduling interviews, and letting employers easily do searches to match candidates with positions. Other Internet-based services, such as O*NET, help with writing job descriptions.

Quiz 5: Personnel Planning and Recruiting