Chat with AIExam 6: Recruitment: the First Step in the 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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(80) 
VerifiedA
Shortages of health-care professionals are a well-documented global issue occurring in countries with aging populations.As a result, organizations such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, are experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of the nurses will be eligible for retirement by 2022.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.
(75) VerifiedRefer to Recruitment and Selection Notebook 6., Elements of a Recruitment and Staffing Action Plan, and Figure 6., Recruitment as Part of the HR Planning Process for the human resources planning questions that must be answered in order to form BCH's recruitment strategy.ome areas of discussion include conducting an organizational analysis and job analysis; developing an organizational vision and strategic plan (e..to become an employer of choice); and conducting an environmental scan of the demographic information particular to nurse shortages (e..reduced training; increased nurse illness/leaves; increased family-care responsibilities; increased relocations to other provinces and the United States; fiscal challenges in the health-care sector; new methods of delivering programs and services; changing nature of the position; varied degree and diploma requirements; union environment; increasingly part-time labour market; reduced labour supply; aging population/increasing number of patients; government health-care legislation; human rights; privacy and workers compensation legislation; and other organizational external and internal factors).ltimately, BCH faces a significant labour supply challenge and internal conditions that appear to make nursing positions unattractive.ome recruitment initiatives might include establishing integrated performance management programs that result in higher levels of engagement leading to higher retention rates; supporting increasing training at educational institutions; increasing the number of nursing school programs; increasing international recruitment; consolidating and integrating health-care services; increasing use of technology for remote locations; reviewing compensation, rewards, and recognition practices; facilitating health promotion programs; subsidizing refresher training for returning nurses; subsidizing student loans; and providing flexible work options.Research suggests that organizations that use effective human resource planning, recruitment, and selection practices gain a competitive advantage in the labour market.CH's success, growth, and patient care are linked to the attraction and retention of top nursing professionals.his increasingly diverse work force with heightened workplace expectations means nurses are making career choices on factors such as leadership, career development, meaningful work, flexible work alternatives, resources to support work-life balance, and other factors that go beyond total compensation.lanning for BCH's human resource nursing requirements is much more than simply advertising for a nursing position; it is the process of developing and implementing plans and programs to ensure the right number and type of nurses are available at the right time and place to meet BCH's needs.
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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(68) VerifiedD
There is evidence that employees recruited by referral remain longer in the organization.
(91) What is the initial step in developing a recruitment action plan
(77) Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of themselves.
(77) 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.
(84) Choose an organization you are familiar with.Describe three constraints affecting the organization's recruitment and selection process.
(75) Which of the following would NOT be considered an effective recruiting guideline
(77) 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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(80) What type of measures used to evaluate recruiting methods includes turnover and absenteeism
(70) One disadvantage of employee referrals is that they may lead to discrimination and inbreeding.
(81) Which of the following is a disadvantage of internal job postings
(78) 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
(60) 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
(78) 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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(72) Scenario 6-3
You are an 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
(86) 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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(91) Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.
(87) 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, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.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 caregiver.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
(85) 
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