Question 1

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

Accepted Answer

All states have public,state-run employment agencies supported by the U.S.Department of Labor.

Question 2

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 3

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

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 4

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 5

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

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 6

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 7

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.

Question 8

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 9

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 10

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 11

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.

Question 12

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 13

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 14

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

Rehiring former employees can lead to adverse reactions from both the employee and co-workers.Crediting the rehired employee with accumulated years of service can reduce problems.

Question 15

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

Accepted Answer

Retained headhunters are paid regardless of whether the employer hires the executive through the search firm's efforts or not.

Question 16

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 17

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

Except in a few circumstances,employment laws consider temporary workers the employees of both the staffing agency and the employer.For this reason,employers need to understand the legal status of contract employees.

Question 18

The dot-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 Web site.

Question 19

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

Accepted Answer

Temp-to-hire is a way for firms to give workers a trial run before offering them full-time positions. Temp-to-hire also gives the prospective employee the trial run opportunity to appraise if they want to work for that company full-time.

Question 20

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 supports these agencies,in part through grants,and in part through other assistance such as a nationwide computerized job bank.The National Job Bank enables agency counselors to advise applicants about available jobs not just in their local area,but in other states as well.

Quiz 5: Personnel Planning and Recruiting