Question 1

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 2

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 job applicants about their housing status can potentially lead to discriminatory hiring practices based on socioeconomic status. Therefore, it is advised for firms to avoid such questions on application forms.

Question 3

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

Accepted Answer

The dot-jobs domain is actually used for posting job openings and managing recruitment processes. It is not specifically limited to succession planning.

Question 4

According to most employment laws,employees of temporary staffing firms that are working in an employer's workplace are considered workers of both the temporary agency and the employer.

Accepted Answer

This is known as joint employment, where both the temporary agency and the employer share responsibility and liability for the worker's employment status and working conditions. This includes compliance with employment laws and providing a safe working environment.

Question 5

Every state has a public,state-run employment service agency.

Accepted Answer

This is true. Every state in the United States has a public, state-run employment service agency. These agencies provide various services to job seekers, such as job listings, career counseling, resume assistance, and training programs. They also provide services to employers, such as matching job seekers to open positions, pre-screening candidates, and providing resources for hiring and training. The names of these agencies may vary by state, but they all serve the same purpose of connecting job seekers with employment opportunities.

Question 6

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 7

Many firms use temporary hiring as a way to give prospective employees a trial run before hiring them as full-time workers.

Accepted Answer

Temporary hiring is often used by firms as a way to test out prospective employees before committing to a full-time hire.

Question 8

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

Accepted Answer

Video resumes do not eliminate the possibility of applicants claiming discrimination as they still have the ability to base their claims on other factors such as age, race, gender, disability, etc. Video resumes can, in fact, increase the likelihood of discrimination as visual cues such as appearance, accent, or background may trigger bias in recruiters. Therefore, it is important for firms to ensure that their hiring practices are fair and non-discriminatory regardless of the format of the application.

Question 9

Firms can predict job performance of applicants by modeling the relationship between success on the job and responses on the application form.

Accepted Answer

It is possible for firms to make predictions about job performance based on an applicant's responses on the application form. By analyzing and modeling the relationship between certain responses and success on the job, firms can identify which applicants are more likely to perform well in the position. However, it is important to note that this is not a foolproof method of predicting job performance, and other factors such as skills, experience, and personality traits should also be taken into consideration.

Question 10

The U.S.Department of Labor maintains a nationwide computerized job bank called the National Job Bank.

Accepted Answer

The U.S. Department of Labor does maintain a nationwide computerized job bank called the National Job Bank.

Question 11

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

Even if a firm proves that they will use the information on job application forms as a predictor of job performance, they are not allowed under EEO laws to request information regarding an applicant's age and marital status. Such information can be considered discriminatory and irrelevant to job performance.

Question 12

Firms can reduce potential problems associated with rehiring former employees by crediting them with the years of service they had accumulated before they left.

Accepted Answer

Crediting former employees with their previous years of service can help to alleviate potential issues such as a lack of seniority or reduced benefits upon rehiring.

Question 13

The fees associated with both retained and contingent executive recruiters are increasing as firms struggle to find qualified candidates.

Accepted Answer

Whether retained or contingent, fees for executive headhunters are beginning to drop from the usual 30% or more of the executive's first-year pay.

Question 14

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

Accepted Answer

EEO laws do not limit the use of contingency workers to clerical or maintenance positions only. Firms can use contingency workers for various positions as long as appropriate employment and labor laws are followed.

Question 15

Retained executive recruiters are paid whether or not they eventually fill the client's vacant position.

Accepted Answer

Retained executive recruiters are typically paid an upfront fee for their services, regardless of whether or not they are able to successfully fill the position. This fee is paid for the recruiter's time and efforts expended in identifying, assessing, and presenting candidates to the client. In some cases, the fee may be based on a percentage of the hire's salary.

Question 16

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

Accepted Answer

The definition provided has actually reversed the meanings of offshoring and outsourcing. Offshoring refers to having work done in another country, while outsourcing simply means having work done by someone outside of the company.

Question 17

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

Requesting dates of attendance and graduation from schools can reveal an applicant's age and may lead to age discrimination. Therefore, such questions are often considered illegal in employment application forms.

Question 18

An in-house temporary employee is a highly skilled worker,such as an engineer or software designer,who is supplied for long-term projects under contract from an outside technical services firm.

Accepted Answer

An in-house temporary employee is a person employed directly by a company on a short-term basis. A contract technical employee is a highly skilled worker, such as an engineer or software designer, who is supplied for a long-term project under contract from an outside technical services firm.

Question 19

In most cases,it is more cost effective for firms to hire contingent workers through a temp agency than to hire comparable permanent employees.

Accepted Answer

Temps generally cost employers more than comparable permanent workers (per hour or per week), since the agency gets a fee.

Question 20

In most cases,job applicants view concise job advertisements as more attractive and credible than lengthy ads with too many details about a job.

Accepted Answer

In general, more information is better than less. Job applicants view ads with more specific job information as more attractive and more credible.

Quiz 5: Personnel Planning and Recruiting