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1. The process of generating a pool of qualified applicants for organizational jobs is called _____.
a.
requisitioning
b.
pre-screening
c.
recruiting
d.
summoning
ANSWER:
c
2. Hugo Gonzalez, the CEO at Hugo Tech Inc., believes that male employees are likely to switch jobs more frequently
than female employees. He instructs his HR team to favor female candidates over male candidates in the recruitment and
selection process. Which of the following is most likely true of the recruitment practice at Hugo Tech?
a.
It motivates the female employees at Hugo Tech to work hard.
b.
It is a violation of Title VII of the Civil Rights Act.
c.
It reduces political infighting within the company.
d.
It tends to reduce the attrition rate among male employees.
ANSWER:
b
3. Which of the following is a major reason why employers use independent contractors?
a.
Employers obtain significant savings because benefits are not provided to independent contractors.
b.
Independent contractors are highly motivated and tend to perform better than full-time employees.
c.
Independent contractors strive hard to move into a full-time position.
d.
Employers can easily train and develop independent contractors for future projects.
ANSWER:
a
4. The _____ includes all individuals available for selection if all possible recruitment strategies are used.
a.
labor force population
b.
external labor market
c.
recruitment pool
d.
internal labor market
ANSWER:
a
5. Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting approach typically provides direct
access to the _____.
a.
applicant pool
b.
entire pool of eligible candidates
c.
entire labor market
d.
applicant population
ANSWER:
d
6. Stacy, an HR Manager at Stack Bank, posts a job advertisement for the position of loan officer on the website of the
American Bankers Association. This will allow Stacy to determine the _____ for the role of a loan officer.
a.
applicant population
b.
labor force population
c.
applicant pool
d.
entire labor market
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ANSWER:
a
7. In the context of labor markets, _____ consists of all persons who are actually evaluated for selection.
a.
the applicant pool
b.
a collared-worker group
c.
the contingent workforce
d.
a self-directed team
ANSWER:
a
8. Colette Value Inc., a game development firm, has received a new project that involves the development of a mobile
game. The project must be completed within a year. The company, however, is facing a shortage of mobile game
developers and must hire 50 developers to ensure the timely completion of the project. As a result, the firm decides to take
part in a job-related event that would give the firm access to a large pool of applicants at the same time. Which of the
following recruitment options has Colette Value decided to use to find a large number of suitable candidates in a short
time?
a.
Alumni networks
b.
Job posting systems
c.
Employee referrals
d.
Job fairs
ANSWER:
d
9. Which of the following performance criteria is a quantitative measure of a recruitment process outsourcing firm?
a.
Hiring manager satisfaction
b.
New-hire retention rate at six months
c.
Time to fill
d.
Interview-to–offer ratio
ANSWER:
c
10. A(n) _____ typically hires the staff of an employer and writes paychecks, pays taxes, prepares and implements HR
policies, keeps all the required HR records for the employer, and bears legal liability for a fee.
a.
employment agency
b.
payroll vendor
c.
professional employer organization
d.
seed investor
ANSWER:
c
11. One advantage of leasing employees is that:
a.
they can receive better benefits than they otherwise would get in many small businesses.
b.
employers can hire permanent employees.
c.
it reduces total payroll costs for employers.
d.
they are protected from wage discrimination since employers are legally liable for any discrimination against
them.
ANSWER:
a
12. Which of the following statements is true of employee leasing firms?
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a.
They are not legally liable for any discrimination against employees leased to client companies.
b.
They screen temporary workers who wish to move to full-time positions within a company.
c.
They often charge client companies between 4 percent and 6 percent of employees‘ monthly salaries.
d.
They usually provide employees with lesser benefits than they would have received in small companies.
ANSWER:
c
13. Which of the following candidates has the highest probability of being rejected by a U.S. organization that follows
ethical HR practices and recruits nontraditional diverse workers?
a.
A 40-year-old African American who was unemployed for 15 years
b.
A 30-year-old woman with a hearing impairment
c.
A 45-year-old single mother
d.
A 24-year-old Danish woman without a U.S. visa
ANSWER:
d
14. Patricia was placed at Oliver & Co. through a temporary service firm for two months. Because of her outstanding
performance, Oliver & Co. wants to hire Patricia for a full-time position. Given this scenario, which of the following
statements is most likely to be true?
a.
The temporary service firm can bill a placement charge to Oliver & Co.
b.
Oliver & Co. will not be liable for Patricia’s safety even after hiring her permanently because of the previously
signed employee leasing agreement.
c.
Patricia’s wages will reduce by about 5 percent.
d.
Patricia can claim stock option compensation from Oliver and Co. on joining the firm permanently.
ANSWER:
a
15. Train Tax, a tax preparation company, has identified that the total cost of its employee benefits contributes to 30
percent of the company’s expenses. Which of the following should be incorporated by Train Tax to reduce its cost
associated with employee benefits?
a.
It should partner with employment agencies to recruit core workers.
b.
It should rerecruit retired employees on a permanent basis.
c.
It should employ temporary workers.
d.
It should adopt job posting systems.
ANSWER:
c
16. Angela is a self-employed graphic artist. She is usually hired by companies for special projects that last from a week
to six months. Angela can be best described as a(n) _____.
a.
independent contractor
b.
core worker
c.
regular employee
d.
full-time employee
ANSWER:
a
17. Studies have shown that women are more likely to apply for a job when the job ad contains the word _____.
a.
determined
b.
responsible
c.
assertive
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d.
aggressive
ANSWER:
b
18. The designation EEO/M-F/AA/ADA in the employment advertisements of an employer indicates that:
a.
the employer will hire only minorities and disabled persons.
b.
the employer has been found liable in a discrimination lawsuit.
c.
the employer has a policy of complying with equal employment regulations.
d.
the employer encourages disparity in its workforce.
ANSWER:
c
19. Paul, the Director of Recruitment at an insurance company, finds that the company has a disparate impact on the
proportion of Hispanic employees compared to the proportion of Hispanics in the labor market. Which of the following
steps should Paul take to solve the problem most efficiently?
a.
He should lower the job specifications for Hispanic applicants.
b.
He should start advertising for job openings on the local Spanish radio station.
c.
He should continue using the current recruiting practices because only organizations with affirmative action
plans are required to meet EEO guidelines.
d.
He should freeze the hiring process until qualified Hispanics apply for vacant positions.
ANSWER:
b
20. Which of the following is an example of good recruiting efforts in an organization?
a.
Taking steps to attract minority applicants in case of disparate impact
b.
Advertising job openings for individuals with specific religious values to improve ethical practices within the
organization
c.
Using terminologies such as young and enthusiastic for candidate requirements in job advertisements
d.
Avoiding specific designations such as EEO/M-F/AA/ADA in job advertisements
ANSWER:
a
21. Which of the following performance criteria is a qualitative measure of a recruitment process outsourcing firm?
a.
Number of new hires
b.
Time to fill
c.
Applicant satisfaction
d.
Cost to fill
ANSWER:
c
22. Edison Inc., an electrical utility company, is venturing into a business in which electricity is generated through solar
and wind energy. Which of the following job recruitment strategies should be incorporated by the HR Director at Edison
to reduce the existing disparate impact in the company?
a.
Avoiding specific designations such as EEO/M-F/AA/ADA in job advertisements
b.
Highlighting terms such as young and enthusiastic and journeyman lineman in job advertisements
c.
Focusing on the training and development of existing employees to meet the technological demands of the
new business venture
d.
Emphasizing external recruiting methods to attract skilled minority applicants
ANSWER:
d
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23. Which of the following is a characteristic of flexible staffing?
a.
It helps employers avoid some of the costs of full-time benefits.
b.
It increases the time spent on recruiting efforts such as screening and initial training of workers.
c.
It is used exclusively when core workers lack motivation and perform ineffectively.
d.
It increases an organization’s legal compliance requirements.
ANSWER:
a
24. A _____ is a qualified individual who is not actively looking for work but might be interested if the right job comes
along.
a.
job shadower
b.
contingent worker
c.
passive job candidate
d.
boomerang employee
ANSWER:
c
25. Which of the following statements is true of Internet job boards?
a.
They enable job seekers to submit résumés to many employers simultaneously.
b.
Much of the information provided by employers on Internet job boards is intended to mislead competitors.
c.
The performance levels of applicants hired through Internet job boards are lower than the performance levels
of applicants hired through traditional recruitment methods.
d.
Individuals recruited through Internet job boards are mandated by law to pay a service charge to their
respective job boards.
ANSWER:
a
26. John’s Hospital is recruiting for the post of oncology nurse practitioner. Which of the following will most likely help
the hospital target qualified applicants?
a.
Advertising about nursing on a microblogging site such as Twitter
b.
Posting online recruitment videos on a general job board such as Monster or CareerTV
c.
Advertising on a niche website that targets occupations in nursing
d.
Advertising on a social networking site such as Facebook
ANSWER:
c
27. Which of the following is a feature of Internet recruiting?
a.
It requires employers to track applicants and file EEO reports.
b.
It requires the entire selection process to be conducted virtually.
c.
It makes recruiting local talent difficult for employers.
d.
It cannot be used to target specific audiences.
ANSWER:
a
28. Which of the following recruitment options is most likely to target applicants specifically interested in the job field
and reduce the number of less-qualified applicants?
a.
Internet job boards
b.
Social media and networking
c.
Professional/career websites
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d.
Job fairs
ANSWER:
c
29. Which of the following is an advantage of using technology in recruiting?
a.
Technology-enhanced recruiting methods identify passive job seekers and thus save time for HR staff
members.
b.
Applicants can respond quickly to job postings by sending electronic responses.
c.
Employers receive less applications when recruiting online than when recruiting through traditional methods.
d.
Technology-enhanced recruiting methods such as web postings need not be updated regularly.
ANSWER:
b
30. Internet recruiting can limit the fairness in hiring because:
a.
certain employers use designations such as EEO/M-F/AA/ADA in their job advertisements.
b.
individuals from lower socioeconomic groups mostly have limited access to the Internet.
c.
the use of terminology such as young and enthusiastic is restricted.
d.
it excludes retirees who are interested in seeking new employment opportunities.
ANSWER:
b
31. Which of the following is likely to be the least important topic of training for a recruiter who conducts on-campus
interviews?
a.
EEO regulations
b.
Details of the jobs and job specifications
c.
The company’s desired image and brand
d.
The company’s job posting software
ANSWER:
d
32. Compared to internal recruiting, an advantage of external recruiting is that:
a.
external hires tend to perform better than internal hires.
b.
it takes less time and resources.
c.
recruited employees require lesser orientation efforts.
d.
it has the potential to generate larger applicant pools.
ANSWER:
d
33. Which of the following is an example of an external source of recruitment?
a.
A veterinarian selects one of her interns as her assistant.
b.
A software engineer refers his friend for a job position in his company.
c.
An assistant librarian is shortlisted for the post of head librarian in the same library.
d.
A salon moves from Boston to New York and employs a new cashier through Internet recruitment.
ANSWER:
d
34. Which of the following is the easiest way for recruiters to easily and accurately track responses to advertisements in
various media while maintaining a large applicant population?
a.
Using only a few media sources for recruiting
b.
Asking applicants where they learned of the job opening
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c.
Asking applicants about their experience with various media sources
d.
Using different contact names, e-mail addresses, or phone number codes in each advertisement
ANSWER:
d
35. One of the best ways to analyze the effectiveness of a media advertisement is to:
a.
analyze the total cost of the advertisement posted through a specific media source.
b.
identify the total number of organizational citizenship behaviors generated by the advertisement.
c.
determine the ratio of the hired number of applicants to the total number of applicants.
d.
conduct a follow-up to see which media sources produced longer-lasting and better-performing employees.
ANSWER:
d
36. Cullen & Associates uses a private employment agency to hire engineering staff. The company pays a fee to the
employment agency every time it hires a candidate provided by the employment agency. In this scenario, Cullen &
Associates is most likely using the services of a _____.
a.
contingency firm
b.
retainer firm
c.
craft union
d.
labor union
ANSWER:
a
37. In the context of the types of executive search firms, _____ charge a client a set fee whether or not the contracted
search is successful.
a.
craft unions
b.
labor unions
c.
contingency firms
d.
retainer firms
ANSWER:
d
38. In the context of the types of executive search firms, _____ charge a fee only after a candidate is hired by a client
company.
a.
craft unions
b.
labor unions
c.
contingency firms
d.
retainer firms
ANSWER:
c
39. Labor unions can benefit employers by:
a.
implementing apprenticeship and cooperative staffing programs.
b.
giving the employers the power to decertify the unions.
c.
giving the employers freedom from the legal liability of employees.
d.
providing enhanced flexibility in recruitment decisions.
ANSWER:
a
40. Job fairs are primarily useful for _____.
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a.
rapid hiring of a large number of candidates
b.
recruiting temporary workers
c.
hiring ethnocentric workers
d.
avoiding unsuitable applicants
ANSWER:
a
41. Which of the following is true of school recruiting and college recruiting?
a.
Cooperative programs with employers generate qualified future applicants for full-time positions.
b.
College recruiting is one of the least expensive recruitment methods.
c.
Companies that target minority students before they graduate are likely to be violating EEO laws.
d.
School recruiting and college recruiting are types of internal recruitment.
ANSWER:
a
42. Which of the following is true of internal recruitment?
a.
It leads to a more diverse workforce than external recruitment.
b.
It facilitates succession planning, future promotions, and career development of employees.
c.
It brings new perspectives into an organization that can be applied to business opportunities and challenges.
d.
It is especially useful when organizations face rapidly changing competitive environments and conditions.
ANSWER:
b
43. Which of the following organizations is most likely to benefit from external sources of recruitment?
a.
An organization that emphasizes promotion and career development of employees
b.
An organization that faces rapidly changing competitive environments and conditions
c.
An organization that emphasizes reducing recruitment costs
d.
An organization that focuses on reducing recruitment time and resources
ANSWER:
b
44. Which of the following is an advantage of internal recruitment?
a.
It leads to the generation of new ideas through tunnel vision thinking.
b.
It reduces competition among employees and political infighting for promotions.
c.
It improves organization fit because current employees understand the company’s culture.
d.
It saves time and effort on training employees for the new role.
ANSWER:
c
45. Which of the following is a feature of job posting?
a.
It gives existing employees the first chance at job openings before external candidates are considered.
b.
It reduces the threat of organizational inbreeding because the posting crosses divisional and departmental
boundaries in search for new talent.
c.
It significantly hinders an employee’s chances of promotion within an organization.
d.
It is a reliable source of external recruitment.
ANSWER:
a
46. Calculating the average amount of time it takes from contact to hire for each source of applicants allows a firm to most
accurately:
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a.
determine yield ratios for all steps of the recruitment process.
b.
determine the application drop off rate.
c.
estimate the time efficiency of hired applicants.
d.
identify the most time-efficient recruiting sources.
ANSWER:
d
47. _____ compare the number of applicants at one stage of the recruiting process with the number at the next stage.
a.
Requisition cancellation rates
b.
Yield ratios
c.
Success base rates
d.
Selection ratios
ANSWER:
b
48. The percentage hired from a given group of candidates is called the _____.
a.
selection rate
b.
success base rate
c.
yield ratio
d.
acceptance rate
ANSWER:
a
49. The percentage of applicants hired divided by the total number of applicants offered jobs is called the _____.
a.
selection rate
b.
success base rate
c.
acceptance rate
d.
fill rate
ANSWER:
c
50. The rejection rate of a company explains:
a.
the competitiveness of the company compared with other companies.
b.
the satisfaction level of its existing employees.
c.
the efficiency of the existing recruiting methods of the company.
d.
the performance levels of the company’s recruiters.
ANSWER:
a
51. Recruiting is exclusively an administrative function rather than a part of strategic HR planning.
a.
True
b.
False
ANSWER:
False
52. All individuals looking for a job in a particular geographic area are referred to as the labor force population.
a.
True
b.
False
ANSWER:
False
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53. The group of applicants that is available to an organization when it uses a particular recruiting approach, such as
Internet job boards, is called the applicant population.
a.
True
b.
False
ANSWER:
True
54. Santiago, the HR Director at Illumin Media, notices that the proportion of minorities in his company’s managerial
ranks is too low. To solve this issue, Illumin Media should emphasize internal recruiting methods over external recruiting
methods.
a.
True
b.
False
ANSWER:
False
55. Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, to Seattle, Washington.
Solange Allure will be changing its occupational labor market.
a.
True
b.
False
ANSWER:
False
56. Generation Y workers value meaningful work and an opportunity to actively contribute to work policies and
arrangements.
a.
True
b.
False
ANSWER:
True
57. An example of a special labor market is suppliers and contractors for U.S. military forces.
a.
True
b.
False
ANSWER:
True
58. Recruiting should be viewed as a type of organizational marketing and should be consistent with an organization’s
overall presentation of its image.
a.
True
b.
False
ANSWER:
True
59. Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.
a.
True
b.
False
ANSWER:
False
60. Regulations established by the U.S. Internal Revenue Service and the U.S. Department of Labor determine which
workers qualify as independent contractors.
a.
True
b.
False
ANSWER:
True
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61. Job boards can be used for internal recruitment but not for external recruitment.
a.
True
b.
False
ANSWER:
False
62. Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.
a.
True
b.
False
ANSWER:
True
63. Twitter is popular among recruiters because it does not have any character limit.
a.
True
b.
False
ANSWER:
False
64. LinkedIn is a well-known professional social networking website.
a.
True
b.
False
ANSWER:
True
65. A disadvantage of Internet recruiting is that it generates a large number of passive job seekers.
a.
True
b.
False
ANSWER:
False
66. Internet recruiting generates a high number of applicants and increases the work of HR staff far beyond traditional
recruiting methods.
a.
True
b.
False
ANSWER:
True
67. Recruiters have completely stopped using newspaper ads as a tool for external recruitment because job seekers use the
Internet almost exclusively even in smaller cities and towns.
a.
True
b.
False
ANSWER:
False
68. Contingency firms charge a client a set fee whether or not the contracted search is successful.
a.
True
b.
False
ANSWER:
False
69. An organization with a strong union is more likely to have less flexibility than a nonunion company in deciding who
will be hired and where a newly hired person will be placed.
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a.
True
b.
False
ANSWER:
True
70. Web-based job postings and social media are more expensive than newspapers.
a.
True
b.
False
ANSWER:
False
71. Internships give college students the opportunity to work for different companies and gain important career exposure.
a.
True
b.
False
ANSWER:
True
72. The purpose of the job posting system in an organization is to provide employees with more opportunities to move
within the organization.
a.
True
b.
False
ANSWER:
True
73. Utilizing employee referrals of family members and friends is an unethical recruiting method.
a.
True
b.
False
ANSWER:
False
74. Twitter is an example of an Internet job board.
a.
True
b.
False
ANSWER:
False
75. Yield ratios measure the quality of job applicants.
a.
True
b.
False
ANSWER:
False
76. An example of yield ratios is the proportion of the number of applicants who received a job offer to the number of
applicants who were interviewed in the final round of the selection process.
a.
True
b.
False
ANSWER:
True
77. Calculating the acceptance rate helps identify how successful an organization is at hiring candidates.
a.
True
b.
False
ANSWER:
True
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employers in touch with applicants. Private employment agencies differ considerably in the levels of service,
costs, policies, and types of applicants they provide. The size of the fees and the aggressiveness with which
some employment agencies pursue candidates for executive and other openings have led to such firms being
called headhunters.
78. Mining résumés is a software approach to getting the best-fitting résumés from a big database.
a.
True
b.
False
ANSWER:
True
79. The success base rate is a long-term measure of whether the HR function has provided productive, long-term
employees for an organization.
a.
True
b.
False
ANSWER:
True
80. A long-term measure of recruiting effectiveness is to compare the number of past applicants who became successful
employees with the number of applicants against whom they competed for their jobs.
a.
True
b.
False
ANSWER:
True
81. List the essential components of strategic recruiting.
ANSWER:
The essential components of strategic recruiting are as follows:
• Understanding how the business strategies impact how and where to successfully recruit qualified
employees
• Identifying keys to success in the labor market, including competitors’ recruiting efforts
• Determining the appropriate balance between quality and quantity of workers needed
• Recognizing the resource limits of time and money related to fulfilling recruiting activities
• Measuring the effectiveness of recruiting efforts
82. In the context of professional employer organizations (PEOs), describe the process of employee leasing.
ANSWER:
A type of outsourcing is PEOs and employee leasing. The employee leasing process is simple: An employer
signs an agreement with a PEO, after which the employer’s staff is hired by the leasing firm and leased back to
the company for a fee. In turn, the leasing firm writes paychecks, pays taxes, prepares and implements HR
policies, keeps all the required HR records for the employer, and bears legal liability.
83. Define the term employment brand.
ANSWER:
The employment brand is the distinct image of an organization that captures the essence of the company to
engage employees and outsiders. The brand is a set of qualities that promises a unique employment
experience. Organizations that are seen as desirable places to work are better able to attract qualified
applicants compared to those that have poor reputations.
84. How do private employment agencies operate?
ANSWER:
A type of outsourcing is professional employer organizations and employee leasing. For a fee collected from
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• Responsive recruiting: An approach whereby applicants receive timely responses
85. What is a realistic job preview?
ANSWER:
It is a process that individuals can use to get details on employers and the jobs they offer.
86. Briefly describe Internet job boards.
ANSWER:
Many Internet job boards, such as Indeed, Monster, Glassdoor, and CareerBuilder, provide places for
employers to post jobs or search for candidates. These broad-based job boards offer access to numerous
candidates across a wide range of professions and jobs. Niche websites such as JobsInTrucks,
HealthcareJobsite, and eFinancialCareers target specific occupations and make it more efficient for job seekers
and employers to find each other. Applicants can use these websites to establish a profile and upload their
résumé, which is made available to all employers who use the website. Combining an easy-to-use applicant
experience and search capabilities for employers makes these websites a robust and productive choice for
recruiters and job seekers.
87. How has the use of the Internet affected recruiting?
ANSWER:
The use of the Internet has resulted in recruiting in more varied geographic regions. Internet links, websites,
blogs, tweets, and other types of Internet/web-based applications have become vital elements of every
company’s recruiting strategy.
88. How can firms use Twitter for recruiting?
ANSWER:
Social, legal, and employment-related messages can be transmitted using Twitter. Although messages are
limited to 280 characters, tweeting has rapidly become a social network recruiting method. Recruiters tweet
messages to both active and passive job candidates and then follow up with longer e-mails to facilitate
recruiting.
89. List the factors that need to be considered when dealing with job posting systems.
ANSWER:
When establishing and managing a job posting system, it is useful to consider how the organization might deal
with the following issues:
• What happens if no qualified candidates respond to postings?
• Should employees inform their supervisors that they are applying for another job?
• Are there restrictions on how long an employee must stay in a job before applying for another internal
one?
• What types of or levels of jobs will not be posted?
90. Briefly discuss six methods for making the recruiting process more effective.
ANSWER:
To make recruiting more effective, employers can use the following recruiting activities:
• Mining résumés: A software approach to getting the best-fitting résumés from a big database
• Tracking applicants: An approach that takes an applicant all the way from a job listing to performance
appraisal results
• Providing realistic job previews: A process that individuals can use to get details on employers and
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91. List the strategic components of effective recruiting.
ANSWER:
The strategic components of effective recruiting are as follows:
• Financial limits
• Time limits
• Labor market dynamics
• Business strategies
• Quantity of talent
• Quality of talent
92. Describe various elements of the labor market?
ANSWER:
The labor force population, the applicant population, the applicant pool, and selected applicants are elements
of the labor market.
The broadest labor market component and measure is the labor force population, which is made up of all
individuals who are available for selection if all possible recruitment strategies are used.
The applicant population is a subset of the labor force population that is available for selection if a particular
recruiting approach is used. This population can be broad or narrow depending on the jobs needing to be filled
and the approaches used by an employer.
The applicant pool consists of all persons who are actually evaluated for selection.
The selected applicants consist of the applicants who are hired.
93. Briefly explain geographic labor markets.
ANSWER:
One common way to classify labor markets is based on geographic location. Markets can be local, area or
regional, national, or international. Local and area labor markets vary significantly in terms of workforce
availability and quality, and changes in a geographic labor market may force changes in recruiting
efforts. Geographic markets require different recruiting considerations. For example, attempting to recruit
locally for a job market that is a national competitive market will likely result in disappointing applicant rates.
Varying geographic labor markets must be evaluated as part of recruiting. It is often a function of how much
the jobs pay in addition to the quantity of available talent.
94. What are the main advantages and disadvantages of using flexible staffing alternatives?
ANSWER:
The advantages of using flexible staffing alternatives are as follows:
• They reduce the time spent on recruiting efforts such as screening and initial training of workers.
• They give organizations staffing flexibility.
• They reduce the legal compliance requirements of organizations.
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95. How can organizations ensure equal employment opportunity (EEO) in their recruitment practices?
ANSWER:
Recruiting activities are subject to various equal employment laws and regulations. As part of legal
compliance in the recruiting process, organizations may work to reduce disparate impact, or
underrepresentation of protected-class members compared to the labor markets utilized by employers. If
disparate impact exists, an employer may need to make special efforts to attract protected-class individuals.
For employers with affirmative action programs (AAPs), special ways to reduce disparate impact can be
identified as goals listed in those plans. Also, many employers who emphasize internal recruiting should take
steps to attract minority applicants externally if disparate impact exists in the current workforce. Equal
Employment Opportunity Commission (EEOC) guidelines state that no direct or indirect statements of
protected characteristics are permitted in recruiting materials or advertisements. Some examples of
impermissible terminology are young and enthusiastic, (specific) religious values, and journeyman lineman.
Also, advertisements should contain wording about being an equal opportunity employer. Employers
demonstrate inclusive recruiting by having diverse individuals represented in company materials, in
advertisements, and as recruiters.
96. What are the disadvantages of Internet recruiting?
ANSWER:
Technology-enhanced recruiting often creates additional work for HR staff members and others internally
since more people see job postings. More online job postings must be sent, many more résumés must be
reviewed, and more e-mails, blogs, and tweets need to be dealt with. Expensive specialized software may also
be needed to track the high volume of applicants resulting from the recruiting efforts.
In addition, many online applicants might not be qualified for open jobs, and some companies are shying away
from web-based job boards in favor of social networking websites that provide better leads. Further, while
some social networking websites such as LinkedIn and Twitter can be viable sources of leads, some applicants
still prefer to use traditional search methods because of concerns over the limitations of technology.
Employers may also find that applicants become wary of online hiring practices if the trend of accessing social
media persists.
Another issue with Internet recruiting is that some applicants may have limited Internet access, especially
individuals from lower socioeconomic groups and from certain racial/ethnic groups, raising issues of fairness
in hiring. Individuals with disabilities may face significant challenges with social networking. In addition, it is
easy to access Internet recruiting sources, but not all who do so are actively looking for new jobs. However,
these applicants require much employer time to process.
97. Describe some of the common external recruiting sources.
ANSWER:
The most common external recruiting sources are media sources, professional and trade associations,
employment agencies, labor unions, job fairs, and educational institutions.
• Media sources: Media sources such as newspapers, magazines, television, radio, and billboards have
been used widely in external recruiting. Some firms have sent direct mail using purchased lists of
individuals in certain fields or industries. Internet usage has led to media sources being available
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