Week 5

Question 1

Recruitment

Answer 1

Process of searching out and attracting qualified job applicants to fill open positions

Question 2

4 Components of Recruiting

Answer 2

Staffing, Recruitment, Selection, Separation

Question 3

Recruitment requires (2)

Answer 3

1. Identify position requires staffing
2. Enough Resumes or applicant forms received

Question 4

Strategic Importance of Recruiting (2)

Answer 4

financially outperform ineffective program
high shareholder value

Question 5

Talent Talent Talent Problem and implication

Answer 5

People believe that hiring stars always help organization performance
Implication: Depends on system of organization, team and type of person

Question 6

Too Much Talent Effect (2)

Answer 6

disputes over participation and status
facilitates performance to a certain point and then declines

Question 7

Employer Branding

Answer 7

image of an organization from employer based on perceived benefits of organization

Question 8

Employer Branding tactics (5)

Answer 8

Comparative Advantage for interest
website
acknowledgement
initial greeting
articulate organization’s values

Question 9

Steps of Employer Branding (3)

Answer 9

1. Define Target Audience: where to find and wants of employer
2. Develop Employee Value Proposition: Why organization is a more attractive employer
3. Reinforce value proposition in communication

Question 10

Recruitment Process (4)

Answer 10

1. Identify Job Openings - HR planning/Mgmt Request
2. Determine Job Requirements
3. Appropriate Recruiting Sources/Methods
4. Pool Qualified Recruits Generated

Question 11

1. Identify Job Openings - HR planning/Mgmt Request

Answer 11

forecasting future human resources required to ensure organization will have # of employees w/ necessary skills and meet Objectives of job

Question 12

2. Determine Job Requirements

Answer 12

review job description and specifications, update

Question 13

3. Appropriate Recruiting Sources/Methods

Answer 13

no single or best technique, depends on position and factor

Question 14

4. Pool Qualified Recruits Generated

Answer 14

pool should reflect legal recruitments, organizational diversity policies

Question 15

Developing and Using Application Forms
Standard Application Includes:

Answer 15

Education, Prior Work, Other Job Related Skills

Question 16

Why Use Standard Applications?

Answer 16

Easy to compare candidates, information is specifically requested by company

Question 17

Standard Applications Tips (3)

Answer 17

written authorization reference checking, info is true and accurate, optional selection about designated group member status

Question 18

Online applications allow for (3-4)

Answer 18

more exposure, no misplace, reduce bias, large volume

Question 19

Constraints Based On Organization Policies (3)

Answer 19

Employer Equity Plan
Compensation Policies
Promote within Policies

Question 20

Employer Equity Plan (2)

Answer 20

set goals/timeline for hiring 4 designated groups
recruiters use non-traditional outreach strategies

Question 21

Compensation Policies

Answer 21

Recruiters rarely have authority to exceed establish pay benefits

Question 22

Promote within Policies

Answer 22

post internally first (union), recruiters cannot begin to seek external candidates until period over

Question 23

Recruitment Avenues (2)

Answer 23

Within and Outside Organization

Question 24

Human Capital Theory and benefit

Answer 24

Accumulation of firms specific knowledge & experience involved joint investigation
employee and employer benefit from maintaining long term relationship

Question 25

Within - Job Posting:

Answer 25

Notify employees about vacant positions

Question 26

Within - Human Resource Records

Answer 26

Review existing employees to identify candidates for opening

Question 27

Within - Skill Inventory

Answer 27

List of core skills of existing employees

Question 28

Within - Other

Answer 28

Internal Employee Database, Performance Appraisal, Promotion/Transfer

Question 29

Outside (External) advantages (4)

Answer 29

larger and diverse pools new skills/knowledge elimination of employee rivalry and competition already has necessary skills

Question 30

Yield Ratios

Answer 30

percentage of applicants that proceed to next stage of selection process

Question 31

Forms of recruitment

Answer 31

referrals, former employees, education, open house, print, website, labour organization, walk in

Question 32

Cold Calls

Answer 32

walk ins (go to organization no referral) or write ins (submit unsolicited resumes)

Question 33

Cold Calls Process (2)

Answer 33

Resumes screened by HR department, if applicant suitable resume retained for few months passed to relevant manager if position opens

Question 34

Print Advertising - Want Ad

Answer 34

ad describe job and specifications, compensation package, hiring employer, address

Question 35

Print Advertising - Blind Ad

Answer 35

ad which identity and address of employer omitted

Question 36

Employee Referrals Advantage and Disadvantage

Answer 36

Advantage: Can offer awards or prizes, low cost disadvantage: can lead to nepotism, morale issues, and systemic discrimination

Question 37

Boomerang (Job)

Answer 37

employers who leave company and return in higher position

Question 38

Educational Institutions (3)

Answer 38

Career Centres Cooperative Education Networking Events

Question 39

Career Centres

Answer 39

skills assessment training, resume/cover letter workshop, career fair

Question 40

Cooperative Education

Answer 40

hand-on-skills in an actual work setting, intern performance assessed, positions after graduation from post secondary

Question 41

Networking events

Answer 41

online job boards and agencies, build connections and relations

Question 42

Temporary Help Agencies

Answer 42

replacement/substitute for employees who are il, on vacation and leave of absence

Question 43

Contract Workers

Answer 43

Work directly for employer, specific type of work/time period