Write the answers of the question related to the topic "External Recruitment"

True/False Questions

1. External recruitment services are often used by large organizations because of the convenience and relatively low cost of such services.

2. Cooperative recruitment efforts among organizations in the same product and labor markets are common.

3. Within large organizations with multiple locations, the administration of the recruitment function is centralized, but the ultimate hiring decision continues to reside in the business unit.

4. Advantages of centralized recruitment versus decentralized recruitment include speed and greater responsiveness to business unit needs.

5. The primary purpose of a requisition is to remit payment of recruitment costs to external service providers.

6. A "yield ratio" expresses the relationship between applicant inputs to outputs at various decision points in the recruitment process.

7. Recruiters used by organizations come exclusively from the human resources area.

8. One disadvantage of using a line manager as a recruiter is that he/she may not be very knowledgeable about career development opportunities.

9. An open recruitment approach occurs when an organization identifies those segments of the labor market where qualified candidates are likely to be.

10. The starting point for using a targeted recruitment approach is the job requirements matrix.

11. Employee referral programs sometimes fail because current employees tell everyone they know to apply for jobs without any regard for the person/job match.

12. Recruitment guides are beneficial to applicants as well as employers.

13. The starting point for locating job applicants is a listing of recruitment sources.

14. When using demographic data to target applicant pools, federal laws and regulations automatically become a sensitive staffing and recruitment issue.

15. As job requirements become more specific, the need to segment the labor market increases.

16. As a source of job applicants, walk-ins are especially attractive because they require fewer formal recruitment procedures.

17. Colleges generally charge modest fees for their recruitment services.

18. Executive search firms operate on the basis of a retainer fee rather than a contingency fee.

19. Technical and professional meetings can be especially advantageous for recruiting women and minorities.

20. Search firms are used as recruitment sources when a moderate level of KSAOs is required.

21. Accurate communication messages are important for aiding applicants' decision making and for facilitating their self-selection.

22. Communicating negative job attributes to applicants is invariably a recruiting mistake.

23. "Realistic" messages are especially effective for recruiting under tight labor market conditions.

24. Display ads are flexible in terms of the information and messages they convey, but they are expensive in comparison with other forms of print communication.

25. Blind ads are used to protect the identity of the applicant.

26. Research on the effectiveness of recruitment sources has focused on their impact on employee satisfaction, performance and retention.

27. Organizations have created "homepages" on the World Wide Web in order to interact directly with potential job applicants.

28. One research finding concerning the role of the recruiter is that the influences of actual job characteristics on the applicant are greater than the influence of the recruiter.

29. Detailed and written procedures for recording and processing job applications are needed for EEO/AA compliance and for efficient operations within the recruitment function.

30. Providing job applicants with a copy of the job requirements matrix makes the employer more vulnerable to suits under work place tort law.

31. The use of temporary employees has not been found to be an effective strategy for helping companies to overcome their shortage of high tech employees.

32. The vast majority of organizations have employee referral programs.

33. One advantage of employee referral programs is that they have a low cost/per hire.

34. One difficulty in the use of the Internet in recruiting is that many recruitment sites become defunct.

35. One feature of a high impact web site for recruiting is that it contains self-assessment inventories to help college students learn about career paths in the organization.

36. One limitation of Web-based recruiting is that the cost of developing and maintaining the web site is extremely high.

37. A critical strategy that employers can use to establish a positive relationship with colleges and universities is to develop a good working relationship with the placement director at the institution.

38. Research on realistic job previews has found that they lead to lower job satisfaction and higher recruiting costs.

39. Recruiters need training in technology, marketing, working with other departments, and ethics in order to be effective.

40. It is a mistake for organizations to treat employees who quit as "traitors."

41. One disadvantage of most online databases is that they include passive candidates.

42. Co-ops and internships are often ineffective sources of candidates for full-time jobs.

43. Research suggests that referrals, job postings, and re-hiring of former employees are the most effective recruitment sources.

44. One factor to keep in mind when designing an organizational web site is to keep it simple.

45. The influence of the recruiter is more likely to be felt on the behaviors rather than the attitudes of the job applicant.

46. One OFCCP guideline for effective recruitment is that employers update job descriptions to ensure their accuracy.