Exam 5: Expanding the Talent Pool: Recruitment and Careers

Lanie is a rising star at TruTech. However, as part of a dual-career couple, she may find it difficult to accept promotions that require

Esther was happy in her job and was not looking to make a change. Her friend, Leah, worked at TruTech. TruTech had several job openings and encouraged its employees to refer suitable candidates. Leah thought Esther would be perfect for the job and recommended her for it. In this recruitment scenario, the applicant was active and the company was passive.

When Jocelyn interviewed for a position at TruTech, the interviewer told her about the downsides to the job, including the need to work long hours on occasion and the stress that sometimes accompanies tight deadlines. The interviewer was using

TruTech needs to hire a number of people for entry-level positions. Because of the nature of the positions, they are looking for applicants with formal training in the field rather than a lot of work experience. Educational institutions would probably be a good source of suitable applicants.

TruTech has found that its most common recruiting tool does attract a lot of applicants. However, most of them end up coming from a limited regional area and the majority are unqualified for the open positions. It is likely that the recruiting tool TruTech has been relying on is the job fair.

Skill inventories are an important tool for succession planning.

How can a firm determine if an individual is facing a career plateau? What can the firm do to help the individual in this situation?

Stickiness refers to a company's efforts to help existing and prospective workers understand why it is a desirable place to work.

__________ of the fifty U.S. states maintain an employment agency that administers its unemployment insurance program.

At this point in her career, Melanie is focused on soliciting job offers and selecting an appropriate job. Which career stage is Melanie in?

__________ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.

A woman or member of a minority group who, on paper, is highly qualified for executive positions but is repeatedly passed up for promotion has likely run into what is commonly called

Lowell is considering two candidates for an open position. They are fairly evenly matched in terms of their qualifications. Why might Lowell be leaning towards Annie, who is a veteran?

How does the ASA model explain the occurrence of inbreeding in some firms? Suggest at least one way to combat this problem.

Which of the following is NOT a form of internal recruiting?

TruTech wants to strengthen its on-campus recruiting relationships. Which of the following steps should it consider pursuing?

Will works at TruTech. When a position opened up in his department, he suggested Steve, who is a member of several clubs to which Will belongs. Will and Steve have a lot in common, and Will thinks Steve would be easy to work with. This is an illustration of which stage of the ASA model of inbreeding?

__________ are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

Private employment agencies

What can managers do to improve the effectiveness of external recruitment?