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 is the term for BCH's process of gathering information about demographics such as nursing shortages and the aging population?

Scribe Engineering has experienced a high turnover rate of its administrative assistant positions. The hiring decision and the candidate's job acceptance are based on limited information about the future work. What can Scribe Engineering do to ensure that candidates have a realistic understanding of the organization and the administrative assistant positions?

You are a HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers. As the baby boom generation retires, it is getting more difficult to find replacements to fill management-level public-sector positions. You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning. In trying to recruit business school graduates, you have heard young job seekers state that they perceive government as a negative place to work and would not consider applying for government management positions. -Refer to Scenario 6-3. How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers?

TS Inc. is a growing BC aviation company of 30 employees. The company requires an aircraft maintenance engineer. What would be the most effective recruitment method for reaching this applicant pool? Describe the specific methods you would use and their advantages. Discuss how you would address the disadvantages of your chosen methods. Describe the steps you would take if you are unable to recruit sufficient employees for the job.

According to the textbook, which of the following internal factors do NOT affect recruitment?

Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.

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 goal of BCH's nursing job-related selection system?

You are a HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers. As the baby boom generation retires, it is getting more difficult to find replacements to fill management-level public-sector positions. You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning. In trying to recruit business school graduates, you have heard young job seekers state that they perceive government as a negative place to work and would not consider applying for government management positions. -Refer to Scenario 6-3. What might the municipalities design to raise their profile in a positive manner in order to attract young business job seekers?

What is recruitment? What information does an organization need to make a decision to recruit?

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 that is designed to raise BCH's profile in a positive manner in order to attract job seekers' interest?

Social networks are increasingly being used as a powerful recruiting method by employers. What is social networking? As an applicant, what are the advantages and disadvantages of using social networks to apply for a position?

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. From what labour market should TS Inc. recruit aircraft maintenance engineers?

What type of measures used to evaluate recruiting methods includes turnover and absenteeism?

Newspapers are perhaps the most common media for job advertisements.

Shortages of health-care professionals are a well-documented global issue occurring in countries with aging populations. As a result, organizations such as BCH, the health care organization that oversees many diverse unionized health services in British Columbia, are experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of the 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. Develop a comprehensive recruitment strategy for nurses at BCH.

Which of the following is NOT a disadvantage of internal job postings?

Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of them.

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 of the following is important, but not always the most influential factor in attracting highly educated professional nurses to 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. Which two external factors are influencing BCH's recruitment strategy?

Recruitment is done separately from the selection process.