chapter 6 concepts

co-ops & internships

Though candidates have high levels of formal education, they are less likely to have much work experience.Higher performance and lower turnover

Which of the following are true of applicant reactions to various factors at different phases of the recruitment process?

- Applicants are most likely to be attracted to prestigious organizations that have a reputation for their good treatment of employees. - Applicants are most likely to be drawn to jobs that present opportunities for challenges and development. - Most applicants tend to be favorable to recruiters who exhibit competence and warmth.

Identify the true statements about a centralized approach to recruitment. (Check all that apply.)

- Efforts are not duplicated when this approach is used.It helps - ensure compliance with relevant laws and regulations.

What are the advantages of using social media for recruitment?

- It helps recruit passive job candidates. - It helps increase employer brand recognition.

Which of the following are true of direct contact as a method of communicating with potential job applicants?

- It is much more personal compared to other methods of recruitment. - It often permits potential applicants to ask personally relevant questions and thus increases the richness of the medium.

Which of the following could organizations do to avoid legal issues related to access and usage when using electronic recruitment technology?

- Make sure that recruitment messages on social media sites represent welcoming openness toward applicant diversity. - Supplement online recruitment with other widely used recruitment sources. - Ensure that application systems are made accessible to everyone.

In the context of using organizational websites for recruitment, what are some of the factors web designers should keep in mind when designing an organizational website?

- Offer information about company culture and ensure that all necessary information is conveyed clearly. - Make links easy to access and give online application forms. - Ensure that position information on the website is current.

Which of the following should a plaintiff demonstrate in a suit claiming fraud and misrepresentation in recruitment?

- The employer should have known, or knew, about the misrepresentation. - The plaintiff depended on the information to take action or to make a decision. - The plaintiff was injured because of trusting the employer's statements.

According to the the Office of Federal Contract Compliance Programs (OFCCP), what are the criteria than a person must meet to be considered an Internet applicant?

- The person does not remove themself from further consideration or indicate lack of interest in the position at any point of the selection process. - The person submits an expression of interest in employment through the Internet or related electronic data technologies. - The person's expression of interest shows that the person holds the basic qualifications for the position. - The employer considers the person for employment in a specific position

Identify the true statements about the choice between in-house and external recruitment partners. (Check all that apply.)

- The use of in-house recruiters makes employees believe that the firm has a more people-oriented culture than ones that use external recruiters. - External recruiters can provide very rapid access to many interested candidates.

Which of the following are true of recruitment brochures as a type of communication media used in the recruitment process?

- They communicate information about the job, the organization, and its location. - They use pictures and written narratives to illustrate various features of the job. - They allow the organizations to target who gets a copy of the media.

Identify true statements about executive search firms as a source of recruitment.

- They tend to to operate on the basis of a retainer. - They are often used for higher-level professional positions.

branded message

- applicants develop a positive view of the organization - it is most suitable for higher- value jobs & tight labor markets - overly positive may lead to employee dissatisfaction after hire - an appealing description that emphasizes unique features of organizations is developed based on marketing principles

Realistic Recruitment Message

- applicants who remain are less likely to leave the organization after hire - it is most suitable when employee turnover is costly & for loose labor market - the best potential applicants are the most likely to self-select out - both positive & negative characteristics of a job & organizations are described

Identify the true statements about a recruitment guide

- it clarified expectations for both the recruiter & the requesting department regarding the aim of the process, costs, & accountability

Identify the true statements about targeted recruitment

- it helps find applicants with specific characteristics relevant to person/porganiation or person/job fit - it lets the organization prepare a specific message that appeals to the specific audience

Identify the true statements about open recruitment

- it makes sure that diverse set of applicants are offered a fair shot at being considered for a position - it is useful when a large number of applicants must be considered

Targeted Message

- there is likely a better fit between specific applicant groups & they application message - it is the best for organization that a re looking for a specific type of applicant or for applicants with specific knowledge, skill, ability, & other characteristics - applicants who are not interested in the work attributes featured in the message may be dissuaded from applying - advertising themes are designed to attract a specific based a specific set of potential employees

Which of the following are true of employee referrals as a social recruitment source?

- they help decrease hiring time - they are considered one of the most commonly used methods of recruitment

Colleges and Placement Offices

Candidates are typically screened on the basis of their cognitive ability.Inexperienced workers

social services agencies

Most applicants in the available pool are those who are unable to find jobs through other sources.Potentially higher training costs

staffing agencies

Organizations are allowed to try out candidates as temps before hiring.Reduced costs of screening candidates

Which of the following is true of a decentralized approach to recruitment?

Placement is likely to happen more quickly when there are fewer people to recruit than in a centralized approach.

Identify the true statements about word of mouth as a method for communicating with potential applicants.

Potential applicants are likely to see the messages as more credible as they come from people who do not have a vested interest in selling the job. - An organization can influence word of mouth by carefully building relationships with its employees.

applicant-initiated recruitment

The quantity is dependent on how widely the organization's brand is known.Higher cost of training

executive search agencies

Their fees can be more than half of an applicant's annual salary.Reduced staff time required

In the context of organizational recruitment sources, which of the following is true of executive search firms?

They are high-contact, low-reach sources for job applicants.

job fairs

They often attract people who have at least some knowledge of the industry.

reach

a source can be seen by nearly anyone across many platforms

A disadvantage of recruitment brochures is that they _____.

are perceived by sales pitches made by recruiting organizations & have low credibility

In the context of the features of effective communication media, a highly interactive medium _____.

can be customized to each respondents specific needs & give timely personal feedback to questions

Identify the most expensive and potentially the most powerful method for communicating with potential job applicants.

direct contact

Which of the following is major concern related to the use of social media for finding job candidates?

employers accessing the personal information of candidates

According to the Equal Employment Opportunity Commission (EEOC), a hard-copy applicant is an individual who has expressed an interest in being considered for hiring, promotion, or other employment opportunities specifically by completing an application form.

false

The only reasonable basis for a filing a claim of fraud and misrepresentation in recruitment is that the employer intentionally made false statements about the job and the organization.

false

As a social recruitment source, employee referrals _____.

helps reduce cost per hire

advertisements

high reach, medium richness, low interactivity & credibility

Which of the following is true of word of mouth as a method for communicating with potential applicants?

it cannot be directly controlled by organizations

Which of the following is true of a targeted recruitment approach?

it involved identifying labor markets segments where qualified candidates are likely to be

Which of the following is true of a recruitment guide?

it is a formal documents that describes the process to be followed to attract applicants to a job.

Word of Mouth and Social Media

medium reach, high richness, high interactivity & credibility

recruitment brochures

medium reach, high richness, low interactivity & credibility

organizational websites

medium reach, high richness, medium interactivity, low credibility

Which of the following is true of open recruitment?

organizations put in very little effort to segment the market into applicants with the most desirable KSAO'

To avoid legal issues related to access and usage when using electronic recruitment technology, organizations should _____

restrict online recruitment and application to jobs that have strong computer-related KSAO requirements

In the context of the potential metrics related to individual recruitment sources, applicant-initiated recruitment and employment websites are similar in that they _____.

result in relatively high turnover

Employment Websites

specific keywords help limit applications to candidates with specific KSAOs

Which of the following is true of applicant reactions to diversity and inclusion in the recruitment process?

the depiction of workforce diversity in recruitment materials tend to attract women, minorities, & even majority group job seekers

credibility

the information transmitted is accurate, honest, & thorough

richness

the message can be conveyed using a variety of methods

display advertisements

they are often found on websites or in professional publications as part of a targeted marketing strategy

banner advertisement

they are posted to news media sites, social media sites, occupation specific websites, & so on that organizations believes will be visited by potential applicants

Which of the following is true of organizational websites as communication media used in the recruitment process?

they are the most important medium which organizations share information with potential applicants

classified advertisements

they are used most often for quickly soliciting resume for low-level jobs at a low cost

Which of the following is true of advertisements as a type of communication media used for recruitment?

they can be used to reach a broad market segment

in-house recruitment partners

they have a clear understanding of the organizations culture & can convey information to recruits more credibly

external recruitment partners

they have detailed knowledge of many potential candidates as they are constantly in touch with a wide variety of applicants

radio, television, & streaming video advertisements

they offer opportunities to deliver an important message by combining music, voice, & visual elements

Which of the following media tend to have low reach, high richness and interactivity, and medium credibility?

videoconferencing - direct contact