Exam 5: External Recruitment

It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.

Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.

The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.

Only those who fill out paperwork for employment need be considered applicants, for legal purposes.

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

Which of the following statements is true regarding the OFCCP's regulation of affirmative action plans?

Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies?

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

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

It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.

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

Which method of recruiting is most effective for tight labor markets and highly valued jobs?

What is the legal status of video résumés and social networking recruiting?