Exam 6: Recruitment

Scenario 6-3 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 is an important but not always the most influential factor when attracting young business graduates?

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

Scenario 6-3 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?

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. Patients'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?

According to the textbook, approximately 94 percent of respondents to a Jobvite survey intended to recruit on social networks rather than on job boards and employment firms.

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

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. Patients' 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?

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

Recruitment is done separately from the selection process.

There is evidence that employees recruited by referral remain longer in the organization.

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.

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

Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.

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

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

Scenario 6-3 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?

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 does TS Inc. need to consider ensuring a good person-organization fit?

What is the primary advantage of Internet recruiting?

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