Exam 6: Recruitment

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization such as BCH, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals. -Refer to Scenario 6-2. What would be the most effective way to advertise for nurses?

What occurs during the recruitment and selection process when candidates form an opinion that they do not want to work in the organization for which they are being recruited?

Walk-in and write-in methods of job recruitment are inexpensive ways to fill entry-level positions, and they are more effective than referrals because there is no nepotism.

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization such as BCH, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals. -Refer to Scenario 6-2. Which two internal factors are influencing BCH's recruitment strategy?

Which of the following is NOT an outcome of a mismatched individual relative to the job and the organization?

Choose an organization and specific job position you are familiar with. Describe three internal and/or external recruitment methods you would suggest for recruiting for your chosen position. Describe their advantages and how you would deal with the disadvantages of your chosen methods.

Which term best defines the concept that refers to advertising designed to raise an organization's profile in a positive manner in order to attract interest from job seekers?

One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.

Unlike job boards, there is no cost to joining a social network.

Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job?

Scenario 6-1 At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president. Like most small companies, TS Inc. frequently uses employee referrals as a method of recruitment. The company wants to use Internet recruitment technologies but is not well versed in information technology. The CEO is very concerned about poor hiring decisions and turnover costs. -Refer to Scenario 6-1. What method of recruiting would be most suitable for hiring aircraft maintenance engineers for TS Inc.?

Which of the following is NOT an external method of recruitment?

What is person job-organization fit? Why is it an important consideration in recruitment?

What is the concept that is described as the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion?

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization such as BCH, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals. -Refer to Scenario 6-2. What is the process when a nurse forms the opinion during recruitment that he or she does not want to work for BCH?

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization such as BCH, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals. -Refer to Scenario 6-2. What can BCH utilize to ensure that nurse applicants have a realistic understanding of the job they are to perform?

Scenario 6-2 The shortage of professionals is a well-documented global issue occurring in countries with aging populations. As a result, an organization such as BCH, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support. Twenty percent of nurses are off the job due to illness or injury. Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver. BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals. -Refer to Scenario 6-2. Upon what should BCH's nursing recruitment decisions be based?

Which of the following is NOT an internal method of recruitment?

The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.

Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection?