Chapter 4 Flashcards
(146 cards)
1
Q
What is recruitment?
A
The process of searching out
and attracting qualified job
applicants.
2
Q
Why is recruiting considered important for organizations?
A
Effective recruiting practices lead to superior financial performance, as organizations with better recruitment strategies outperform those with less effective programs.
3
Q
What correlation did the Watson Wyatt study find regarding recruitment and shareholder value?
A
The study found that successful recruiting is a strong indicator of higher shareholder value, emphasizing the impact of recruitment on organizational success.
4
Q
What is the primary goal of effective recruitment practices?
A
The main goal is to find the best candidates for the job, ensuring that the most qualified individuals apply for employment with the organization.
5
Q
How can a fair and systematic recruitment procedure benefit organizations?
A
It minimizes social inequities, biases, and prejudices, helping to align applicants with the core job requirements and promoting diversity.
6
Q
What challenge might arise when only a few candidates apply for a job opening?
A
If only a couple of candidates apply, the organization may have limited choices and might have to hire less qualified individuals.
7
Q
What advantage does having a larger pool of applicants provide to organizations?
A
A larger pool of quality applicants allows organizations to use screening techniques, such as interviews and tests, to select the best candidates.
8
Q
What techniques can organizations use to screen candidates during the recruitment process?
A
Techniques include interviews, assessments, and testing, which help evaluate candidates’ qualifications and fit for the job.
9
Q
How does effective recruitment align with an organization’s core job requirements?
A
By establishing clear and systematic procedures, organizations can attract candidates who meet the specific skills and competencies needed for the job.
10
Q
What is the potential outcome of a recruitment process that lacks fairness and structure?
A
It may lead to biases in candidate selection, resulting in a workforce that does not represent diverse perspectives or align with job requirements.
11
Q
Why is it beneficial for organizations to have good-quality applicants applying for their positions?
A
Good-quality applicants enhance the overall talent pool, enabling organizations to make informed hiring decisions that contribute to long-term success.
12
Q
How are the terms “recruitment” and “selection” commonly confused?
A
People often mix up recruitment, which focuses on attracting candidates, with selection, which involves choosing the right candidate from those who applied.
13
Q
What is recruitment?
A
Recruitment is the process of promoting job openings within the organization and taking steps to attract a high quality and quantity of applicants.
14
Q
What happens during the recruitment stage?
A
In the recruitment stage, information is gathered about job opportunities, and potential candidates become aware of these opportunities and formally apply.
15
Q
What is the primary goal of recruitment?
A
The primary goal is to secure a pool of qualified applicants interested in the job openings available in the organization.
16
Q
What is the selection process?
A
Selection is the process of screening, evaluating, and assessing applicants who were recruited, leading to a final hiring decision.
17
Q
What activities are involved in the selection process?
A
Activities include reviewing resumes, conducting interviews, performing assessments, and evaluating candidates to choose the best fit for the job.
18
Q
What is the relationship between recruitment and selection?
A
Recruitment creates a pool of candidates from which selection processes will evaluate and choose the most suitable candidates for the job.
19
Q
Why is understanding the difference between recruitment and selection important?
A
Understanding the distinction helps organizations effectively manage their hiring processes and ensure they attract and choose the right talent.
20
Q
Can you describe the focus of the recruitment phase?
A
The recruitment phase focuses on gathering information and generating interest in job opportunities, encouraging candidates to apply.
21
Q
What occurs after the recruitment phase is complete?
A
Once recruitment is complete, the selection phase begins, involving screening and assessing the applicants to make a hiring decision.
22
Q
Who typically holds authority for recruitment in organizations?
A
Delegated to HR staff members, except in small businesses where line managers usually handle their own recruitment.
23
Q
What role do recruiters play in large organizations?
A
In large organizations, recruiters are specialists within the HR team responsible for finding and attracting qualified applicants.
24
Q
Why are recruiters becoming increasingly critical in organizations?
A
Recruiters are essential for achieving strategic objectives, especially as competition for talent increases due to talent shortages and mismatches.
25
How do recruitment methods vary in effectiveness?
Some recruitment methods are superior to others depending on the specific job requirements and the organization’s needs.
26
What external factors can influence recruitment effectiveness?
Non-recruitment issues, such as compensation and employer branding, can significantly impact recruitment success.
27
What role does employment law play in recruitment?
Employment law prescribes the actions and responsibilities of companies and their employees (including managers and supervisors) in the recruitment process.
28
How does the talent shortage affect recruitment strategies?
The talent shortage makes it more challenging for organizations to find qualified candidates, increasing the importance of effective recruitment strategies.
29
In what way can organizational size affect recruitment authority?
In small businesses, line managers often recruit their own staff, whereas larger organizations delegate this authority to HR specialists.
30
Why is understanding recruitment authority important for HR management?
Understanding recruitment authority helps clarify roles and responsibilities within the recruitment process, ensuring more effective hiring practices.
31
What factors influence an organization's choice of recruitment method?
Organizations make recruitment decisions based on available resources, including human resource considerations, financial resources, time, and technology.
32
How do human resource considerations impact recruitment method choices?
The number of HR team members, their skills, competencies, and familiarity with various recruitment methods influence which tools are used in recruitment.
33
How do financial resources affect recruitment decisions?
Organizations may establish recruitment budgets either annually or per position, depending on the number, quality, and level of employees needed.
34
Why is time an important factor in recruitment?
Time constraints can force organizations to balance finding the best candidate with the need to fill a vacancy quickly.
35
How does technology influence recruitment methods?
The ability to use online job boards, web-based recruitment tools, and social media platforms is a critical factor when choosing recruitment methods.
36
Why is HR team familiarity with recruitment methods important?
HR members familiar with different recruitment methods can better assess which tools will be most effective for the organization.
37
What role does technology play in modern recruitment?
Technology allows companies to streamline their recruitment processes through online platforms, increasing their reach and efficiency in finding candidates.
38
How do budget constraints shape recruitment strategies?
Budget limitations may dictate which recruitment methods are feasible, influencing whether organizations can pursue more expensive or resource-intensive options.
39
What is a recruiter?
A specialist in recruitment
whose job is to find and attract
qualified candidates.
40
What is employer branding?
Employer branding is the image or impression of an organization as an employer, based on the perceived benefits of being employed by the organization.
41
How does employer branding influence recruiting success?
A strong employer brand can attract more candidates by promoting the benefits of working for the company, improving recruiting success.
42
What are the three types of benefits included in employer branding?
The benefits include functional benefits (e.g., personal development), economic benefits (e.g., monetary rewards), and psychological benefits (e.g., feelings of purpose and recognition).
43
How does employer branding reflect the employee experience?
Employer branding encapsulates an employee’s experience, based on emotions, realities, and benefits associated with working for the organization.
44
What role does employer branding play in employee perception?
Employer branding is a promise made to employees, and the brand is shaped by their perception of how well that promise is delivered.
45
Why is employer branding important in recruitment?
A positive employer brand can enhance the organization's reputation, making it more attractive to potential employees and improving recruitment outcomes.
46
What are psychological benefits in the context of employer branding?
Psychological benefits include feelings of purpose, belonging, and recognition that an employee experiences while working for the company.
47
What is the relationship between employer branding and employee development?
Functional benefits in employer branding, such as personal development opportunities, help attract employees who value growth and learning, impacting recruitment success.
48
What are the three main steps involved in employer branding?
The steps are: (1) Define the target audience, (2) Develop the employee value proposition, and (3) Reinforce the value proposition in communication.
49
What is an example of defining the target audience in employer branding?
The target audience might include individuals with international work experience for an international company or members of the four employment equity groups.
50
What is an employee value proposition in the context of employer branding?
The employee value proposition refers to the unique benefits and opportunities a company offers to potential employees, such as participation in green initiatives or employee stock ownership.
51
How do companies reinforce the value proposition in employer branding?
Companies use various communication channels, such as websites, social media, and print, to consistently promote their value proposition to potential recruits.
52
What is an example of an employee value proposition from Fairmont Hotels and Loblaw?
Both Fairmont Hotels and Loblaw offer potential employees the opportunity to participate in “green” environmental initiatives.
53
How does PCL Construction's employee value proposition attract recruits?
PCL Construction attracts recruits by offering employee stock ownership, with 80% of employees owning stock in the company.
54
Why is an integrated marketing approach important in employer branding?
An integrated marketing approach ensures that the value proposition is communicated effectively through multiple channels, reaching a wider audience of potential recruits.
55
Why do job seekers tend to view familiar companies more favorably during recruitment?
Job seekers often view familiar companies more favorably because they are more aware of the company's reputation, making them feel more confident in their choice.
56
How do “employer of choice” awards benefit companies during recruitment?
Awards like Mediacorp’s "Top 100 Employers" and Hewitt Associates’s "50 Best Employers" increase company visibility, act as a seal of approval, and improve familiarity with potential candidates.
57
What is an example of how a negative reputation can affect recruitment?
McDonald's struggles with recruitment due to negative perceptions of food quality and health impacts, while the Trump Organization experienced reputational decline due to political associations.
58
How has McDonald’s attempted to rebrand itself in response to negative perceptions?
McDonald's has introduced fresh beef burgers and explored veggie burger options to improve perceptions of its food quality and ethical sourcing.
59
What was the impact of Donald Trump's presidency on the recruitment for the Trump Organization?
The Trump Organization's recruitment suffered as potential employees associated the company with the political views of Donald Trump, affecting its employer brand.
60
Why is a company’s reputation crucial in recruitment?
A positive reputation attracts candidates, while a negative reputation can make it difficult to recruit, regardless of the quality of the job offerings.
61
When does the recruitment process begin and end?
Recruitment begins when a position requiring staffing is identified and ends when an adequate number of résumés or completed application forms are received from applicants.
62
What is the first step in the recruitment process?
The first step is identifying job openings through HR planning or manager requests. HR planning is essential for forecasting present and future openings and determining whether they should be filled internally or externally.
63
How are job requirements determined during recruitment?
Job requirements are determined by reviewing and updating the job description and job specifications to ensure they are accurate for the position being filled.
64
What is the key decision in choosing a recruiting source?
The key decision is whether to start with internal or external recruiting, with the most appropriate method depending on factors like the position's nature and organizational needs.
65
Why is generating a pool of qualified recruits important?
Generating a pool of qualified recruits ensures that there are diverse and qualified candidates, with attention to employment equity legislation and the organization’s diversity goals.
66
What are the four steps of the recruitment process?
1. Job openings are identified
2. The job requirements are determined
3. Appropriate recruiting source(s) and method(s) are chosen
4. A pool of qualified recruits is generated.
67
What organizational policy can act as a constraint during recruitment?
A promote-from-within policy can be a constraint, as recruiters cannot start external recruitment for a set period, even if there are no suitable internal candidates.
68
How can compensation policies constrain recruitment efforts?
Compensation policies affect the attractiveness of a job, as recruiters must offer competitive salaries and benefits to attract candidates compared to industry standards.
69
How does an employment equity plan influence recruitment?
An employment equity plan can impose constraints by specifying goals for recruiting from designated groups, ensuring diversity and fairness in the hiring process.
Think Carl from Shameless
70
Why are monetary and non-monetary inducements from competitors a constraint?
Competitors offering better compensation or perks can make it harder for recruiters to attract candidates unless they match or offer alternative benefits.
71
How does the labour supply act as a constraint on recruiting?
Labour shortages in specific occupations or regions can limit recruitment, especially in sectors with limited qualified workers or as the labour growth rate slows post-2020.
72
What are the advantages of recruiting from within according to human capital theory?
Human capital theory suggests both employees and employers benefit from a long-term relationship as employees accumulate firm-specific knowledge and experience, enhancing commitment, morale, and performance.
73
Why is recruiting from within often considered safer?
It is generally safer to promote from within because the firm has a more accurate assessment of the person's skills and performance, reducing the risk of a poor hire.
74
How can internal recruitment reduce training costs?
Inside candidates require less orientation than outsiders, reducing training costs and the time needed to familiarize them with the company's operations.
75
What are the drawbacks of internal recruitment?
Drawbacks include potential employee discontent if they are not selected, wasted time interviewing all internal candidates, challenges for newly appointed leaders to adjust, and the risk of "inbreeding" leading to lack of innovation.
76
How can internal recruitment affect employee morale if they are not selected for a position?
Employees who apply but are not selected may experience discontentment, so it’s essential to inform them why they were rejected and what they can improve for future opportunities.
77
What are job postings and job slotting in the context of internal recruitment?
Job postings involve advertising open positions internally, while job slotting refers to placing employees directly into roles. Both are commonly used methods for internal recruitment.
78
What is the human capital theory?
The accumulation of firm-specific knowledge and
experience involving a joint
investment by both the
employee and employer;
therefore, both parties benefit
from maintaining a long-term
relationship
79
What is job posting?
The process of notifying
current employees about
vacant positions, with the
intent to hire internally from
the applicant pool.
80
How do companies typically communicate job vacancies internally?
Most companies use computerized job posting systems on their intranet, providing details such as job title, duties, qualifications, hours of work, pay range, posting date, and closing date.
81
What alternatives to intranets do companies use to post internal job vacancies?
Some companies post jobs on bulletin boards or in employee publications instead of or in addition to using intranet systems.
82
What information is typically included in an internal job posting?
A job posting typically includes the job title, duties (from the job description), qualifications (from the job specification), hours of work, pay range, posting date, and closing date.
83
Why might a company post job vacancies both internally and externally simultaneously?
Posting both internally and externally allows the company to ensure a market-based process, where the best candidate—whether internal or external—secures the position.
84
What are the advantages of job posting?
Advantages
* Provides every qualified employee with a chance for a transfer or promotion.
* Reduces the likelihood of special deals and favouritism.
* Demonstrates the organization’s commitment to career growth and development.
* Communicates to employees the organization’s policies and guidelines regarding promotions
and transfers.
* Provides equal opportunity to all qualified employees.
85
What are the disadvantages of job posting?
Disadvantages
* Unsuccessful job candidates may become demotivated, demoralized, discontented, and
unhappy if feedback is not communicated in a timely and sensitive manner.
* Tensions may rise if it appears that a qualified internal candidate was passed over for an
equally qualified or less qualified external candidate.
* The decision about which candidate to select may be more difficult if there are two or more
equally qualified candidates.
* Competition among potential candidates could disrupt team efforts.
86
What is job slotting?
The process of notifying a
preferred candidate about
current or upcoming positions,
with the intent to place the
target employee into the
position.
87
How does job slotting differ from a traditional job posting?
In job slotting, the candidate is predetermined through a relational process, while traditional job posting involves a competitive process where multiple candidates apply.
88
What risks are associated with job slotting?
Job slotting can be tainted by personal relationships, biases, and social compatibility, especially without good HR records or skills inventories to guide decisions.
89
How does succession planning relate to job slotting?
Succession planning is a form of job slotting where a company prepares targeted employees for future vacancies through talent development and skill-building.
90
Why might a manager use job slotting instead of posting a position?
A manager might use job slotting to fill a vacancy with someone they have already identified as a strong fit for the role, streamlining the recruitment process.
91
How are human resources records used in internal recruitment?
HR records are consulted to notify qualified individuals about vacant positions, ensuring that suitable candidates are identified for transfers or promotions.
92
What types of information can be found in employee files?
Employee files may include résumés, application forms, and records of skills, education, and work experience, which help identify employees qualified for higher-level positions.
93
What is a skills inventory?
A skills inventory is a list that outlines the core skills and competencies of each employee, serving as a valuable tool for identifying potential internal candidates for vacant positions.
94
How do skills inventories assist in the recruitment process?
Skills inventories help identify employees who may already possess the requisite knowledge, skills, and abilities (KSAs) for a position or those with potential who may need additional training.
95
Are skills inventories used instead of job postings?
Skills inventories can be used instead of job postings but are more often used as a supplementary tool to enhance internal recruitment efforts.
96
Why is it important to refer to HR records when recruiting internally?
Referring to HR records ensures that qualified internal candidates are identified and considered for promotions or transfers, maximizing the organization’s existing talent.
97
Why is it not always possible to fill all non-entry-level jobs with current employees?
Middle- and upper-level positions may become unexpectedly vacant, and there may not be qualified internal candidates ready for transfer or promotion.
98
What factors might prevent internal candidates from being promoted?
Internal candidates may lack specialized training and experience required for certain jobs, making it difficult to fill higher-level positions from within.
99
How can hiring from outside benefit an organization?
External hires can bring the latest knowledge and expertise, introduce new ideas, and help revitalize departments or the organization as a whole.
100
What might organizations do when there are no suitable internal candidates available?
Organizations may consider external candidates to meet their strategic objectives and fill critical roles.
101
How does a policy of promoting from within affect recruitment practices?
While some organizations prioritize internal promotions, they may still consider external candidates to ensure they meet strategic needs and fill specialized positions effectively.
102
Why might organizations need to recruit externally even with a promote-from-within policy?
Organizations often need to recruit externally to fill vacancies left by promotions or transfers and to address entry-level positions that must be filled by new candidates.
103
What is one advantage of external recruitment related to candidate quality?
External recruitment provides access to a larger pool of qualified candidates, potentially improving the quality of the selection decision.
104
How does external recruitment contribute to diversity within an organization?
It increases the availability of a more diverse applicant pool, which can help meet employment equity goals and timelines.
105
What kind of skills can external recruitment bring to an organization?
It can bring in skills or knowledge not currently available within the organization and introduce new ideas and creative problem-solving techniques.
106
How can external recruitment reduce workplace rivalry?
By hiring externally, organizations can eliminate rivalry and competition among current employees for transfers and promotions, fostering better cooperation.
107
What potential cost advantage does external recruitment offer?
Hiring individuals with the required skills reduces the need for extensive training, leading to potential cost savings.
108
What is the current trend in recruitment methods among companies in Canada?
The majority of companies now use online recruitment, and many Canadians utilize the internet to research employers, review job postings, and apply for jobs.
109
What are some advantages of online recruitment?
Online recruitment offers a large audience for job postings, generates quicker responses, remains active for a longer duration, and is more cost-effective than traditional methods. Web-based ads also provide richer and more comprehensive job descriptions.
110
What is a potential drawback of online recruitment concerning demographic groups?
Older individuals and some minority group members, such as persons with disabilities, are less likely to use the internet, which may inadvertently exclude them from the applicant pool.
111
What issue arises from the volume of résumés received through online recruitment?
Employers can become overwhelmed with a large number of résumés, making it challenging to identify qualified candidates.
112
How can organizations mitigate the problem of internet overload in the recruitment process?
Organizations can use self-screening by posting detailed job descriptions to deter unqualified candidates, or they can implement short online pre-screening questionnaires to filter applicants before advancing them in the hiring process.
113
What platforms can be used for online recruiting?
Online recruiting can involve accessing internet job boards, utilizing corporate websites, or leveraging social networking sites.
114
What are internet job boards, and how do they function in the recruitment process?
Internet job boards allow companies to post job openings online, making it easy for job seekers to search and apply for positions. Recruiters can customize job listings with logos and details about company benefits and culture. Job seekers can also post their résumés for recruiters to search. Popular job boards in Canada include Indeed and Monster, along with many specialized boards.
115
What are some advantages and disadvantages of using internet job boards for recruitment?
Advantages: Job boards assist candidates with self-assessment and résumé writing and offer pre-screening help for recruiters.
Disadvantages: They are vulnerable to privacy breaches, such as identity theft from fake job postings, and résumés can be copied onto competing sites.
116
How are corporate websites utilized in the recruitment process?
Corporate websites feature career pages that promote the employer brand, educate applicants, capture data, and provide links to job boards. They may include virtual workplace tours to attract talent and help build a pool of interested candidates.
117
What strategies can companies implement to manage the high volume of online applications received?
Companies can use automatic replies to acknowledge receipt of applications and implement applicant tracking software to manage candidates through the recruitment process.
118
Why is it important for corporate websites to cater to passive job seekers?
Passive job seekers, who are happily employed but may be interested in new opportunities, often visit corporate websites for other reasons. A prominent link to the careers section makes it easier for them to find job openings.
119
How are online networking sites changing the recruitment landscape?
Recruiters are increasingly using social media to find both active and passive candidates. Platforms like LinkedIn and Twitter are leveraged for job postings, networking, and maintaining communication with potential recruits.
120
What role does LinkedIn play in modern recruitment practices?
LinkedIn allows recruiters to search for candidates, post jobs, and use filters to find relevant profiles. Recruiters can also send personalized messages via InMail and join groups to discover potential hires.
121
How do cloud-based applications enhance the recruitment process?
Cloud-based applications, such as Oracle Talent Acquisition Cloud, integrate various recruitment activities, including applicant tracking and requisition management. They also connect with social media platforms to notify current employees about openings and facilitate referrals.
122
What is a want ad?
A recruitment ad describing
the job and its specifications,
the compensation package,
and the hiring employer. The
address to which applications
or résumés should be
submitted is also provided.
123
What is a blind ad?
A recruitment ad in which the
identity and address of the
employer are omitted.
124
What are cold calls in the context of job applications?
Cold calls refer to individuals who apply for jobs by visiting organizations in person without a referral or prior invitation. This method is often used by job seekers, particularly in service industries like retail and hospitality.
125
What is the process for walk-ins and write-ins in recruitment?
Walk-ins are individuals applying in person, while write-ins are those submitting unsolicited résumés. HR departments typically screen these applications, retaining suitable résumés for three to six months or forwarding them to relevant managers for immediate openings.
126
How do organizations manage information from walk-in and write-in candidates?
Organizations often use computer databases to store information from walk-in and write-in candidates. This allows for easy retrieval using keywords, whether the original documents are paper-based or submitted online.
127
Why do some employers still choose print advertising for recruitment?
Despite the decline in print media, some employers use print advertising to target specific audiences, such as geographical or subject matter experts. Publications like University Affairs magazine focus on academic job listings in Canada.
128
What is the four-point guide for creating effective print advertisements?
The four-point guide includes:
Attract attention
Develop interest
Create desire
Instigate action
129
What are the two general types of newspaper advertisements for job postings?
The two types are want ads, which openly advertise job vacancies, and blind ads, which do not disclose the employer's identity. Blind ads keep the employer confidential but may deter job seekers concerned about sending their résumés to their current employer.
130
What is nepotism?
A preference for hiring
relatives of current employees.
131
How significant are employee referrals in the recruitment process?
Research indicates that 30 to 50 percent of vacancies are filled through employee referrals, highlighting their importance in the recruitment process.
132
What strategies do organizations use to encourage employee referrals?
Organizations often announce job openings in their careers section and encourage current employees to refer friends and relatives. They may also offer cash awards or prizes for successful referrals, making this a cost-effective recruitment method.
133
What are some disadvantages of using employee referrals?
Disadvantages include the potential for inbreeding and nepotism, which can create morale issues and dissatisfaction among employees whose referrals are not hired. Additionally, this method may lead to systemic discrimination.
134
How do some organizations maintain connections with former employees?
Organizations like Microsoft, Ernst & Young, and Procter & Gamble have established alumni networks to keep in touch with former employees. These networks offer benefits such as healthcare, job boards, and social events, facilitating re-employment opportunities.
135
Why is recruiting at educational institutions effective?
Recruiting at educational institutions is particularly effective for roles that require formal training but minimal full-time experience. Schools, colleges, and universities provide job search assistance through counseling centers and often host career fairs, connecting students with potential employers.
136
What types of job search assistance do educational institutions offer to students?
Educational institutions provide services such as skills assessment testing, workshops on résumé preparation, and interview strategies. They also organize career fairs, which can be generic or focused on specific industries.
137
What are cooperative (co-op) education programs?
Co-op education programs require students to work in organizations for a specified amount of time as part of their academic curriculum, allowing them to gain practical skills in a real work environment. These programs are available at high schools, colleges, and universities in Canada.
138
What is the purpose of summer internship programs?
Summer internship programs hire college or university students to complete projects during the summer between their penultimate and final years. Students' performance is assessed, and high performers may be offered permanent positions upon graduation.
139
How do firms benefit from offering internships to recent graduates?
Firms that offer internships to recent graduates enable them to gain practical skills that complement their education. Exceptional interns are often considered for full-time employment at the conclusion of their internship programs.
140
What is Career Edge, and how does it facilitate internships for graduates?
Career Edge is an organization that helps university, college, and high school graduates gain career-related experience through internships. It connects companies and young Canadians solely via the internet, providing access to internship opportunities.
141
What is the success rate of interns in finding permanent employment after their internships?
Nearly 80 percent of interns find permanent employment with competitive salaries within a few months of completing their internships, and about 60 percent are hired by the organizations where they interned.
142
What are the benefits of internship and co-op programs for employers?
Internship and co-op programs offer employers an inexpensive way to assess potential employees while benefiting from the current knowledge and enthusiasm of talented individuals. These programs also lead to lower turnover rates, as interns and co-op students, having been exposed to the organization, are less likely to leave shortly after being hired.
143
Why have internship and co-op programs become popular recruitment methods?
The dual benefits of assessing potential employees and retaining enthusiastic individuals have made internship and co-op programs major recruitment methods in many organizations. Employers gain insights into the candidates' abilities while interns gain valuable experience.
144
What are the concerns surrounding unpaid internships?
Unpaid internships can pose several risks, including the lack of employment-related health and safety benefits for interns. Additionally, interns may not receive proper training or educational benefits, and they might work beyond legally mandated maximum hours.
145
How do co-op students and interns differ from recruits with no previous exposure to the firm?
Co-op students and interns typically have a better understanding of the organization's culture and operations, making them less likely to leave shortly after being hired compared to recruits who have no prior exposure to the firm.
146
