True / False Questions 

1. Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design. 

2. Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive. 

3. Most estimates suggest that employee referrals are one of the least commonly used recruiting methods. 

4. Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates. 

5. One major problem with Internet-based recruiting is that there are too few applications for most jobs. 

6. Niche employment websites are a popular method for finding recruits with a specific set of skills. 

7. Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting. 

8. Executive search firms are usually extremely expensive. 

9. In a small number of states, there are employment or job service options to help employers find candidates for jobs. 

10. Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match. 

11. If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking. 

12. There has not been any research on the effectiveness of various recruitment sources. 

13. A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear. 

14. Research suggests that realistic job previews lead to massive reductions in turnover. 

15. The hope with realistic job previews is that job applicants will self-select into and out of the organization. 

16. There is some evidence that realistic job previews might scare away the most promising job candidates. 

17. Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions. 

18. Written or videotaped RJPs are more effective than verbal RJPs. 

19. Realistic recruiting messages are less effective for those with considerable previous job experience. 

20. Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.