True / False Questions
1. An organization's employment brand is completely different than its product market image.
2. A targeted recruiting message is designed to appeal to a particular audience.
3. A realistic job preview strategy is best for tight labor markets or higher-value jobs.
4. Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.
5. Advertising is an ideal method for providing rich information to job candidates.
6. It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.
7. Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.
8. Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.
9. Applicants have a strong preference for recruiters who are the same gender and race as they are.
10. Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.
11. Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.
12. Although delays in the recruiting process should not be ignored, in general, they don't have much effect on applicant attraction to an organization.
13. The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.
14. Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.
15. Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
16. Traditional recruiting methods like campus recruiting and job fairs are an ideal method for increasing the age diversity of the workforce.
17. It is a bad idea to share too much information with applicants about the selection system during the later parts of the recruiting process because it's likely that applicants will just learn how to game the system.
18. Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.
19. Only those who fill out paperwork for employment need be considered applicants, for legal purposes.
20. If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.
21. According to the OFCCP, to be considered an Internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.
22. The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.
23. Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.
24. Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.
25. The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.
26. It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.