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. 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. Which strategy is BCH using to establish its identity and perception in the marketplace as an employer of choice?

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.

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

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

Which term refers to advertising that is designed to raise an organization's profile in a positive manner in order to attract interest from 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. Which of the following approaches can BCH use to ensure that nurse applicants have a realistic understanding of the job they are to perform?

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.?

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. Which two external factors are influencing BCH's recruitment strategy?

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

According to the textbook, which of the following is NOT an external factor affecting recruitment?

What term is defined as the process through which an organization reaches a decision that a job candidate fits the organization's values and culture, and has the attributes desired by the organization?

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 would be the most effective way to advertise for nurses?

Choose an organization you are familiar with. Describe three constraints affecting the organization's recruitment and selection process.

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 does BCH need to consider to ensure a good person-organization fit?

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

Scenario 6-1 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 would be the LEAST effective e-recruitment method for recruiting aircraft maintenance engineers?

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.

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

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?

Which of the following would NOT be considered an effective recruiting guideline?