Florida Institute of Technology

EMG3331

Chapter 6

1)Resume mining allows HR staff to use software to extract the most promising résumés from a large database.

2. Internet recruiting generates high numbers of applicants and increases work for HR staff far beyond traditional recruiting methods.
3. Typically, a long time to fill open positions is less of a productivity and performance problem for higher-level managerial and professional positions than it is for lower-level operating positions.
4. As a corporate recruiter for entry-level professional positions at a pharmaceutical manufacturer, you make a practice of checking applicants’ Facebook pages for indications of recreational drug use. This is an illegal invasion of privacy.
5. Most small- and mid-sized organizations recruit primarily in one geographic and occupational labor market.

6. As HR director of a mid-sized organization in a city of 250,000, you see that the proportion of minorities in your managerial ranks is too low. You should consider recruiting methods that reach a larger applicant population of experienced managers, such as professional management associations.
7. An organization with a strong union may have less flexibility than a nonunion company in deciding who will be hired and where a newly hired person will be placed.

8. Recruiting should be viewed as a type of organizational marketing and should be consistent with the organization’s overall presentation of its image.

9. A long-term measure of recruiting effectiveness is to compare the number of past applicants who became successful employees with the number of applicants with whom they competed for hiring.