74) When making personnel plans, a manager primarily needs to focus on the firm’s personnel
needs, the supply of inside candidates, and the estimated supply of outside candidates.
75) The assumption shared by both trend analysis and ratio analysis is that productivity remains
about the same from year to year.
76) Access matrices are used to define the rights of users to various kinds of access for each
element in a personnel database.
77) According to EEO laws, it is always illegal to recruit applicants with gender-specific ads, but
using word-of-mouth to spread information about job opportunities is legal in all situations.
78) The HR manager who recruits for a vacant job is typically the one who is responsible for
supervising the performance of that position.
79) The use of the Internet enables firms to centralize their recruitment efforts.
80) Publicizing an open job to employees through a firm’s intranet or bulletin board is known as
job posting.
81) Firms can reduce potential problems associated with rehiring former employees by crediting
them with the years of service they had accumulated before they left.
82) The dot-jobs domain is primarily used by HR managers for succession planning purposes.
83) In most cases, job applicants view concise job advertisements as more attractive and credible
than lengthy ads with too many details about a job.
84) Every state has a public, state-run employment service agency.
85) The U.S. Department of Labor maintains a nationwide computerized job bank called the
National Job Bank.
86) 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.
87) Many firms use temporary hiring as a way to give prospective employees a trial run before
hiring them as full-time workers.
88) In most cases, it is more cost effective for firms to hire contingent workers through a temp
agency than to hire comparable permanent employees.
89) 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.
90) 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.
91) 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.
92) Retained executive recruiters are paid whether or not they eventually fill the client’s vacant
position.
93) The fees associated with both retained and contingent executive recruiters are increasing as
firms struggle to find qualified candidates.
94) Older workers usually have higher absenteeism rates compared to younger workers due to
illness.
95) 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.
96) According to EEO law, it is legal to ask job applicants if they have ever received workers’
compensation.
97) 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.
98) Video résumés eliminate the possibility of applicants claiming discrimination in a firm’s
hiring practices.
99) Firms can predict job performance and employee tenure by analyzing job application
information, such as travel experience and education level.
100) 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.
101) In a brief essay, explain how strategic planning relates to both Workforce planning and
recruiting.
102) What tools are available for projecting personnel needs? How does a recruiting yield
pyramid function as a tool in the recruiting process? Provide your answer in a brief essay.
103) What methods are used by both small and large firms to forecast the supply of inside
candidates?
104) What are the pros and cons associated with using internal sources of job candidates? What
are the pros and cons of using Internet recruiting to locate external sources of job candidates?
105) In a brief essay, discuss how an HR manager should use the guide AIDA to write a help
wanted advertisement.
106) Why do employers turn to private employment agencies for assistance in recruiting?
Provide at least four reasons for the use of such employment agencies.
107) What policies and procedures are critical for companies that use temporary agencies for
contingent workers?
108) What are the differences between the two types of executive recruiters? How do firms
benefit from using executive recruiters?
109) Why is effective recruiting a challenge for many employers? What methods can employers
use to effectively recruit a more diverse workforce?
110) In a brief essay, discuss how EEO laws affect both recruiting and the information requested
on job application forms.