What is the primary purpose of a realistic job preview (RJP)?
Explanation
A realistic job preview (RJP) is a recruitment strategy that provides applicants with both the positive and negative aspects of a job to ensure a better person-job fit, which ultimately helps to reduce turnover among new hires.
Other questions
What is the primary purpose of workforce (or employment or personnel) planning as described in Chapter 5?
Which forecasting tool involves studying a firm's past employment levels over a period of years to predict future needs?
According to the recruiting yield pyramid example in Figure 5-5, what is the ratio of candidates interviewed to offers made?
What is the primary advantage of filling open positions with inside candidates?
What does the term 'succession planning' refer to?
Which of the following is an example of an outside source of candidates?
According to a survey cited in Chapter 5, what percentage of manufacturing executives faced a 'moderate to severe shortage of skilled labor'?
What is the primary function of Applicant Tracking Systems (ATS)?
What is the main drawback of relying solely on employee referrals for recruiting?
What is 'alternative staffing' as described in Chapter 5?
According to the text, a scatter plot is a graphical method used to identify the relationship between which two types of variables for forecasting personnel needs?
What type of tool is a position replacement card?
In the recruiting yield pyramid example on page 136, how many leads must be generated to hire 50 new accountants?
What is a major potential drawback of hiring from within, as mentioned in Chapter 5?
What is the primary purpose of an application form?
Which law affects the questions an employer can ask on an application form regarding age, disability, and arrests?
What is Markov analysis used for in workforce planning?
According to the text, what is the most direct way to improve employee engagement through career management?
Executive recruiters, also known as headhunters, are typically retained to seek out which type of talent?
What is the primary drawback of using online recruiting, as identified in Chapter 5?
In the Valero Energy example, the company created a 'labor supply chain' that reduced the cost per hire from about $12,000 to what amount?
Which of the following is NOT a guideline for keeping employee data safe, according to Figure 5-4?
What is the primary focus of the FedEx employee engagement strategy as described in the 'Promotion from Within' guide?
What did one survey find regarding the percentage of jobs found through word of mouth?
When recruiting older workers, what is NOT mentioned as a common stereotype in the 'Diversity Counts' section?
What is a key feature of Google's scientific approach to recruiting, as described in the 'Science in Talent Management' box?
What is a primary characteristic of a deferred profit-sharing plan?
According to one estimate cited, what percentage of a company's positions are filled informally without formal recruiting?
What is 'union salting'?