HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE - TEST BANK Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question. 1) Which of the …
$19.99
HUMAN RESOURCES MANAGEMENT IN CANADA CANADIAN ELEVENTH EDITION 11TH EDITION BY COLE – TEST BANK
Instant Download – Complete Test Bank With Answers
Sample Questions Are Posted Below
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1)
Which of the following statements about recruitment is true?
1)
_______
The HR department staff members have line authority for recruitment.
In large organizations, in which recruiting is done on an almost continuous basis, there are specialists, known as employment managers, whose job it is to find and attract capable applicants.
The recruitment process begins with the identification of a position that requires staffing, and is completed when a short list of candidates has been compiled.
Recruitment is the process of searching for and selecting the most appropriate individual to staff job requirements.
The recruitment process begins with the identification of a position that requires staffing, and is completed when resumes and/or completed application forms are received from an adequate number of applicants.
2)
Which of the following is true of employer branding?
2)
_______
It is the image of the organization as an employer held by current employees only.
It is the image of the organization as an employer held by persons external to the organization only.
It is the image of the organization as an employer held by persons external to the organization as well as current employees.
It is the image of the organization as an employer held by applicants for a position with the organization only.
It is important only for persons who are eventually hired by the organization.
3)
The first step in employer branding includes:
3)
_______
building a pool of candidates.
HR planning.
defining the target audience in terms of where to find them and what they would want from an employer.
developing the employee value proposition.
defining the target audience in terms of where to find them.
4)
The second step in employer branding includes:
4)
_______
defining the target audience in terms of where to find them.
defining the target audience in terms of where to find them and what they would want from an employer.
defining the reasons why the organization is a unique place to work and would be an attractive employer to the desired audience.
defining the reasons why the organization is a unique place to work.
building a pool of candidates.
5)
Identifying which job requirements should be filled internally and which externally is most closely associated with:
5)
_______
HR planning.
building a pool of candidates.
choosing the appropriate recruitment method(s).
a human resources requisition form.
determining the job requirements.
6)
When job openings arise unexpectedly these openings are identified by:
6)
_______
choosing the appropriate recruitment source(s) and method(s).
human resources planning.
building a pool of candidates.
manager request.
determining the job requirements.
7)
Determining the job requirements involves:
7)
_______
reviewing the job description and job specification and updating them, if necessary.
relying on the human resources requisition form.
perusing the human resources plan.
relying on the supervisor’s judgment.
reviewing the employment equity plan.
8)
Constraints affecting the recruitment process arise from:
8)
_______
emerging labour shortages and inducements offered by competitors.
inducements offered by competitors.
employment equity plans and emerging labour shortages.
emerging labour shortages, inducements offered by competitors, and employment equity plans.
there are no constraints.
9)
An engineering consulting company operating across Canada has launched an initiative to recruit engineers from England. Which of the constraints on the recruitment process is this most likely primarily designed to address?
9)
_______
compensation policies
employment equity plans
inducements offered by competitors
employment status policies
the labour shortage for certain occupations in Canada
10)
________ influence the attractiveness of the job to potential applicants.
10)
______
Employment status policies
Human resources plans
Promote-from-within policies
Compensation policies
Recruitment budgets
11)
The biggest constraint on recruiting activity at this time is the:
11)
______
organizational plans.
recruiter preferences.
emerging labour shortage.
environmental factors.
the recruitment budget.
12)
Recruiters must try to meet the prevailing standards while dealing with:
12)
______
recruiter preferences.
inducements of competitors.
environmental factors.
organizational policies.
the job specifications.
13)
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The advantages of filling the position with inside candidates includes:
13)
______
there would be no advantages.
managers are provided with a longer-term perspective when making business decisions.
insiders are likely to have an innovative approach.
managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave.
insiders are less likely to require training and are more likely to have an innovative approach.
14)
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of filling the position with inside candidates includes all of the following EXCEPT:
14)
______
inbreeding.
difficulty for a newly-chosen leader to gain acceptance.
less orientation is required
a waste of time if all internal candidates must be interviewed.
less innovative approaches to decision-making
15)
To be effective, promotion from within requires using each of the following tools EXCEPT:
15)
______
job posting.
skills inventories.
interviewing.
human resources records.
newspaper advertisements.
16)
An effective way of spreading the word about job opportunities to current employees is:
16)
______
preparing a job specification.
preparing a job description.
radio advertising.
placing a classified advertisement in the newspaper.
job posting.
17)
Information typically found in a job posting includes all of the following EXCEPT:
17)
______
pay range.
job title.
qualifications required.
the name of the previous incumbent.
posting date.
18)
Skills inventories are:
18)
______
only computerized.
not useful unless there is a unique job being applied for.
used for employee training.
always used instead of job postings.
often used as a supplement to job postings.
19)
An examination of human resources records may reveal all of the following EXCEPT:
19)
______
underemployment.
employees who are working in jobs below their education or skill levels.
people who already have the requisite KSAs.
occupational segregation.
persons with the potential to move into the vacant position if given some additional training.
20)
Advantages of job posting include all of the following EXCEPT:
20)
______
employment equity goals are more likely to be met.
the organization’s policies and guidelines regarding promotions and transfers are communicated.
the likelihood of special deals and favouritism is reduced.
every qualified employee is provided with a chance for a transfer or promotion.
the organization’s commitment to career growth and development is demonstrated.
21)
You are a recruiter for a public relations agency and must fill the position of Director of Business Development. The disadvantages of an internal job posting include:
21)
______
unsuccessful job candidates are rarely demotivated, understanding feedback may not be communicated in a timely manner.
it does not reduce the likelihood of special deals and favouritism.
it is rare that it is a difficult decision about which candidate to select; even if there are two or more equally qualified candidates.
the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates.
every qualified employee does not have a chance for transfer or promotion.
22)
You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following is most helpful as a supplement to job postings to ensure that qualified internal candidates are identified and considered when vacancies arise?
22)
______
a telephone hot-line
a replacement chart
a succession plan
skills inventories
replacement summaries
23)
Which of the following is a limitation of recruiting from within the organization?
23)
______
If positions are vacated unexpectedly, there may be no qualified internal candidates.
In firms with a promote-from-within policy, positions are rarely filled externally.
If there is a job posting policy, external candidates can only be considered if there are no qualified internal candidates.
Most entry-level jobs are filled with current employees.
All of the above are limitations of recruiting from within.
24)
You are a recruiter for a telecommunications company. When recruiting for the position of Director of Customer Service which of the following would not account for why you would recruit externally?
24)
______
Employment equity goals and timetables may be met.
The quality of the selection decision may be better.
Creative problem-solving techniques may be acquired.
Rivalry and competition between employees may be eliminated.
Qualified employees have a chance for promotion.
25)
External recruitment often results in:
25)
______
higher costs due to extensive training.
the generation of a homogeneous pool of applicants.
cost savings due to less extensive training.
rivalry and competition among employees.
problems in meeting employment equity goals.
26)
For executive-level positions, firms normally rely on:
26)
______
professional search firms.
newspaper ads.
employee referrals.
employment agencies.
online recruitment.
27)
In a recent survey, local newspaper advertising was rated as “very useful” by 54 percent of respondents for which of the following categories of employees?
27)
______
technical employees
professional employees
managers/supervisors
executives
other salaried employees
28)
Yield ratio is:
28)
______
applicants who perform poorly in the hiring process.
the percentage of applicants that will not proceed to the next stage of the process.
applicants who perform well in the hiring process.
applicants that do not continue in the hiring process.
the percentage of applicants that proceed to the next stage of the process.
29)
Time-lapse data:
29)
______
can not be used for every recruitment method.
is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work and has completed the orientation process.
does not take into account the amount of lead time available.
is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.
is not a useful tool in the recruitment process.
30)
Employers may use a recruiting yield pyramid for each recruitment method to determine the:
30)
______
projected turnover rate.
number of applicants failing the recruiting and selecting process.
number of applicants that must be attracted to hire the required number of new employees.
amount of lead time needed to hire the required number of new employees.
number of applicants rejected.
31)
Employers may use time-lapse data for each recruitment method to determine the:
31)
______
amount of lead time needed to hire the required number of new employees.
number of applicants rejected.
number of applicants that must be attracted to hire the required number of new employees.
number of applicants failing the recruiting and selecting process.
projected turnover rate.
32)
Online recruitment:
32)
______
increases hiring speed, and therefore increases the costs of vacant positions.
reduces hiring speed but does reduce the costs of vacant positions.
reduces the use of the Intranet and Internet technology.
does increase hiring speed, and therefore reduces the costs of vacant positions.
reduces hiring speed because of technological complexities.
33)
Online job boards are:
33)
______
fast, but not easy.
fast, convenient and easy, when the job boards used are large.
slow but easy to use.
fast, convenient and easy.
secure and confidential.
34)
Popularity of Internet job boards among job seekers is high due to:
34)
______
the technological requirements of the Internet.
the number of job postings available on one site.
the features of the job boards.
they are not popular.
the types of job postings available.
35)
One problem with Internet job boards is:
35)
______
they are vulnerable to privacy breaches.
job seekers cannot search multiple job boards with one query.
fake job postings lead to resumes copied onto competing job boards.
it is difficult to post resumes online.
there are no problems.
36)
With the overabundance of applicants now found on most online job boards, employers now use:
36)
______
application service providers.
their own corporate websites to recruit.
Monster.ca.
workopolis.ca.
print advertising.
37)
Corporate career Web sites:
37)
______
provide a platform that promotes the corporate brand.
provide details about the human resource planning.
provide links to company advertisements.
capture data about the organization.
educate the applicant about the industry.
38)
Corporate Web sites can help the company create a pool of candidates who have:
38)
______
already expressed interest in the organization.
already worked with the company.
already filled out an application form.
replied to a specific ad in print.
already been prescreened.
39)
Online recruiting must be consistent with the company’s overall:
39)
______
sales strategy.
finance strategy.
operations strategy.
marketing strategy.
business development strategy.
40)
Passive job seekers are:
40)
______
happily employed in their present job.
manufacturing employees.
professional employees.
looking for a new job.
managerial employees.
41)
Best practices for career Web sites include:
41)
______
using an ASP.
using print along with the Web site.
embellishing business prospects.
having a direct link from the homepage to the career page.
including a unique application for each functional area.
42)
Firms use application service providers to power their career Web sites so that the company:
42)
______
does not have to worry about maintaining or updating the recruiting software.
can allow the HR department to focus on tactical recruitment efforts.
can reduce recruitment costs.
can reduce recruitment costs.
can worry about administering recruiting software only.
43)
ASP firms provide:
43)
______
standardized application forms.
sample resumes.
a long list of candidates for interviews.
a short list of candidates for interviews.
resume writing workshops.
44)
Corporate Web sites:
44)
______
are using career Web sites to advertise products or services sold.
are allowing streamlining of data to use in the application.
create different types of applications and help recruiters manage relationships with candidates.
are using career Web sites to position corporate brands to advertise career opportunities.
improve recruitment through online screening tools for communicating with candidates, thereby saving time.
45)
Active job seekers:
45)
______
have the best access to the career Web sites.
must have an accessible, prominently positioned link on the homepage leading directly to the career section to make it easier for them to pursue job opportunities.
are not the only type of individuals to visit the career Web site.
are known as “passive” job seekers.
are the individuals that visit the career Web sites.
46)
Best practices for career Web sites include:
46)
______
presenting material in large blocks of text.
allowing no third-party sources of information.
focusing on easy navigation but not allowing fast download times.
trying to personalize each job seeker’s experience.
flashy design.
47)
The four-point guide should be used to construct an ad. The guide is called:
47)
______
DA.
PA.
IDA.
AIDA.
none of the above.
48)
To achieve optimum results from an ad, the ad should:
48)
______
appear in the classified ads.
create desire for the job.
name whom to call.
tell people where to apply.
none of the above.
49)
Blind ads:
49)
______
are the same as want ads.
do not allow a job seeker to unknowingly send a resume to the firm at which they are currently employed.
are always used if the position is still staffed.
allow for confidentiality for the hiring firm.
are favoured by job seekers.
50)
Which of the following is an advantage of using advertising as a recruitment method?
50)
______
advertising reduces costs associated with recruitment
advertising saves time in the process
advertising allows employers to reach a diverse group of job applicants
advertising allows job seekers to respond very quickly
there is no advantage
51)
Which of the following is considered an inexpensive recruitment method?
51)
______
walk-ins and write-ins
employee referrals
educational institutions
write-ins
walk-ins
52)
You are a recruiter in a telecommunication company. In recruiting for the position of Business Division Sales Manager which of the following would be the advantage of the employee referral method?
52)
______
It represents a low recruiting cost.
It would assist in managing diversity in the firm.
It generally attracts a greater pool of applicants than other methods.
It usually leads to higher quality candidates.
It does not allow inbreeding.
53)
Perhaps the biggest drawback associated with employee referrals is the:
53)
______
costs involved in providing cash awards.
potential for systemic discrimination.
unrealistic expectations newly-hired employees have about the firm.
potential for morale problems.
dissatisfaction of employees whose referral is not hired.
54)
Nepotism:
54)
______
is a preference for hiring past colleagues of current employees; this is associated with employee referrals.
is a disadvantage as associated with hiring on an on-line job board.
can cause morale problems associated with hiring for executive positions.
is a preference for hiring relatives of current employees.
is associated with recruiting at schools.
55)
Nepotism is a problem most closely associated with:
55)
______
write-ins.
employee referrals.
educational institutions.
walk-ins.
human resource centres.
56)
You are a recruiter in a telecommunications company and are hiring for the position of Human Resources Clerk. The position requires some formal training but little work experience. Which of the following recruitment methods is likely to be most effective in generating a pool of qualified candidates at low cost?
56)
______
educational institutions
employment agencies
newspaper advertisements
human resource centres
professional journal advertisements
57)
Summer internship programs:
57)
______
frequently offer permanent positions following graduation if interns have excellent performance.
have one objective only: to allow students to obtain business experience.
hire college and/or university students to complete summer projects before they graduate.
produce win-win results, but students benefit more.
are expensive to assess students.
58)
Benefits associated with internship, co-op, and field placement programs include all of the following EXCEPT:
58)
______
the ability of employers to assess the skills and abilities of potential employees.
low recruitment costs.
experienced talent
current knowledge and enthusiasm.
less likelihood of leaving shortly after hire if employed by the firm.
59)
Human resource centres are used primarily to help:
59)
______
technical employees.
supervisory employees.
unemployed individuals.
skilled tradespersons.
union employees.
60)
Situations in which an employer may use an employment agency for candidate recruitment include all of the following EXCEPT:
60)
______
the need to fill an open position quickly.
lack of an internal HR department.
the organization does not have an HR department.
a perceived need to attract a more homogeneous pool of applicants.
difficulty in generating a pool of qualified job candidates for this type of position in the past.
61)
To seek out middle- to senior-level professional and managerial employees, firms often retain:
61)
______
a talent scout.
a professional or trade association.
an employment agency.
an executive search firm.
a professional agency.
62)
Which of the following statements about headhunters is true?
62)
______
They are used for jobs in the $30,000 plus pay range.
They are paid a fee by the job seeker.
Their code of ethics prohibits them from contacting individuals who are currently employed.
The percentage of positions filled by such firms is generally quite large.
They often specialize in a particular type of talent.
63)
Advantages associated with the use of headhunters include all of the following EXCEPT:
63)
______
their skill in reaching individuals who are employed.
their skill in reaching individuals who are not actively looking to change jobs.
their wide number of business contacts.
their skill in recruiting employees of all levels.
they typically know the marketplace.
64)
A potential pitfall to using Executive Search Firms includes all of the following EXCEPT:
64)
______
the time that must be spent explaining in detail the type of candidate required.
they can be more interested in persuading the employer to hire any candidate.
they tend to be more salespeople than they are professionals.
they tend to focus only on persons currently looking for new positions.
they may present unpromising candidates to a client.
65)
To achieve optimum results from an advertisement, the four-point guide known as AIDA should be used. This stands for:
65)
______
attention, illumination, development, assessment.
attention, interest, desire, action.
approach, introspection, desire, activity.
alert, interest, desire, appraisal.
attention, interest, development, action.
66)
You are a recruiter with a software development firm and are seeking to fill positions requiring specific computer programming knowledge and work experience. Which of the following recruitment sources or methods would be particularly useful to you?
66)
______
newspaper advertising
a labour organization
write-ins
professional and trade associations
educational institutions
67)
The types of positions commonly filled through union hiring halls include all of the following EXCEPT:
67)
______
carpenters.
security guards.
plumbers.
pipe fitters.
welders.
68)
The CFLC is responsible for:
68)
______
promoting the hiring of reservists by civilian employers.
requiring civilian employers to give reservists time off for training.
allowing employers to interview for personnel at more than 300 military units.
conducting reserve force training that develops military skills.
developing a database of job postings for skilled personnel at no charge.
69)
Open houses are:
69)
______
not used today.
the choice when there are many jobs for candidates.
common in government organizations.
none of the above
the most popular recruitment method.
70)
Job fair events would not allow:
70)
______
recruiters to share job opportunities in an informal, relaxed setting.
top prospects to be invited to visit the firm at a later date.
in-depth assessment of candidates.
computer technology can be used; some job fairs are held on-line.
recruiters to share information about the organization.
71)
As outlined in the text, sources of nonpermanent staff are:
71)
______
temporary help agencies.
contract workers and temporary help agencies.
younger workers.
older workers.
temporary help agencies, contract workers, and employee leasing.
72)
All of the following statements about temporary help agencies are true EXCEPT:
72)
______
Firms may use temporary employees to handle special projects for which there are no current employees with time and/or expertise.
Temps cost much less than permanent employees.
If a temp performs unsatisfactorily, a substitute can generally be sent within one business day.
Temporary agencies provide supplemental workers.
Temps are generally well paid.
73)
All of the following statements about contract workers are true EXCEPT:
73)
______
Some have found themselves out of a full-time job due to cutbacks.
Many professionals with specialized skills become contract workers.
Some have consciously made a decision to work for themselves.
Some contractors are individuals who have been unable to obtain full-time work.
Contract workers tend to have high employer commitment.
74)
Employee leasing typically is:
74)
______
an arrangement to hire that involves an organization hiring individuals from designated groups.
an arrangement that involves a company transferring specific employees to the payroll of an agency.
an arrangement that involves a company transferring specific employees to the payroll of a professional employer organization (PEO) in an explicit joint-employment relationship.
an arrangement that involves a company transferring specific employees to the payroll of a subsidiary of the organization.
an contract that involves an organization hiring individuals permanently.
75)
Significant benefits to hiring and retaining older employees include:
75)
______
their knowledge of history-how things were done.
their strong work ethic.
the opportunity to develop flexible work options.
the opportunity to invest in retraining.
none of the above.
76)
Which of the following is true about recruiting members from Generation Y according to recent research?
76)
______
They value job security.
Work/life balance is their greatest priority in choosing an employer.
They value creativity and social responsibility.
They value creativity, diversity, and social responsibility.
They value job security and diversity.
77)
Renu, a recruiter at a sportswear retailer, has developed a job application form on which applicant responses have been weighted, based on their statistical relationship to measures of job success. The form she developed is known as a:
77)
______
biographical information blank.
statistical application form.
weighted application form.
weighted application blank.
selection test.
TRUE/FALSE. Write ‘T’ if the statement is true and ‘F’ if the statement is false.
78)
Recent research has found a strong correlation between successful recruiting and shareholder value.
78)
______
79)
Recruitment is the process of searching out and hiring qualified job applicants.
79)
______
80)
Having a recruit-from-within policy may mean that no external candidates can be considered until the posting period is over, even if it is well known that there are no qualified internal candidates.
80)
______
81)
Relying on employee referrals can result in systemic discrimination.
81)
______
82)
External recruitment is generally the major source of candidates.
82)
______
83)
In many firms with a policy of promoting from within, potential external candidates are also considered.
83)
______
84)
One advantage of employee referrals is that, because there are no advertising fees involved, paying bonuses represents a low recruiting cost.
84)
______
85)
A disadvantage of using social networking sites as a recruitment method is the cost involved.
85)
______
86)
A risk of using social networking sites as a recruitment method is that disgruntled former employees or customers may post negative comments on the site.
86)
______
87)
HRDC helps individuals find jobs at no cost to the candidate but the employer must pay a fee.
87)
______
88)
Recruits can be hired through union hiring halls, particularly in construction. The roster of members only work for one organization at a time.
88)
______
89)
Individuals working as temps who are seeking full-time employment are often highly motivated, knowing that many employers choose full-time employees from the ranks of their top-performing temps.
89)
______
90)
Many firms, recognizing the benefits of a multigenerational work force, are taking steps to recruit both older and younger workers.
90)
______
91)
Trends of particular significance today include a decrease in the availability of younger workers.
91)
______
92)
Most of the recruitment methods outlined in the text can be used to attract designated group members even though the employer’s commitment to equity and diversity is unclear.
92)
______
93)
For most employers, completion of an application form is the last step in the recruitment process.
93)
______
94)
Application forms can legally ask for information pertaining to citizenship.
94)
______
95)
If there are illegal questions on an application form, an unsuccessful candidate may challenge the legality of the entire process. The burden of proof is on the job candidate.
95)
______
96)
A detailed application form requesting biographical data found to be predictive of success on the job is known as a weighted application blank.
96)
______
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
97)
Recruiting a diverse workforce is a necessity. Compare and contrast the benefits of attracting older workers versus younger employees.
98)
A well established advertising firm wishes to employ more younger workers in order to bring new perspectives and creativity to the firm. What benefits should the firm put in place for existing workers in order to entice this target group to join the firm.
99)
Even when detailed resumes have been submitted, most firms also request that a standardized company application form be completed by every job applicant. Why?
100)
Describe the steps in the recruitment process.
101)
List and explain the steps an employer should take to brand itself as an “employer of choice.”
102)
What are the advantages and disadvantages of filling open positions with internal candidates?
103)
What are the advantages of external recruitment?
104)
You are a human resources Consultant hired by a client to advise on developing a career Web site. What are the best practices of career website development that you would discuss with the client?
1)
E
2)
C
3)
C
4)
C
5)
A
6)
D
7)
A
8)
D
9)
E
10)
D
11)
C
12)
B
13)
D
14)
C
15)
E
16)
E
17)
D
18)
E
19)
D
20)
A
21)
D
22)
D
23)
A
24)
E
25)
C
26)
A
27)
E
28)
E
29)
D
30)
C
31)
A
32)
D
33)
D
34)
B
35)
A
36)
B
37)
A
38)
A
39)
D
40)
A
41)
D
42)
A
43)
A
44)
D
45)
C
46)
D
47)
D
48)
B
49)
D
50)
C
51)
A
52)
A
53)
B
54)
D
55)
B
56)
A
57)
A
58)
C
59)
C
60)
D
61)
D
62)
E
63)
D
64)
D
65)
B
66)
D
67)
B
68)
A
69)
B
70)
C
71)
E
72)
E
73)
E
74)
C
75)
B
76)
D
77)
D
78)
TRUE
79)
TRUE
80)
TRUE
81)
TRUE
82)
TRUE
83)
TRUE
84)
TRUE
85)
FALSE
86)
TRUE
87)
TRUE
88)
TRUE
89)
TRUE
90)
TRUE
91)
TRUE
92)
FALSE
93)
TRUE
94)
TRUE
95)
FALSE
96)
FALSE
97)
Benefits of recruiting older workers: high job satisfaction; a strong sense of loyalty and organizational commitment; a strong work ethic; good people skills; and willingness to work in a variety of roles, including part-time
Benefits of recruiting younger workers: they bring energy, enthusiasm, and physical strength to their positions
98)
Recent research indicates that the top 3 benefits for enticing generation Y members are salary, casual wok environment and growth development opportunities. Other enticements include:
99)
∙ Candidate comparison is facilitated because information is collected in a uniform manner.
∙ The information that the company requires is requested; it is not simply left to the candidate to include that which he or she wishes to reveal. By asking for work history in reverse chronological order and insisting that dates be provided, for example, gaps in work history may be revealed that are concealed on the candidate’s resume.
∙ Candidates are typically asked to complete an application form while on the company premises, which means that the application form is more likely to be a sample of the candidate’s own work.
∙ Application forms typically ask the candidate to provide written authorization for reference checking. A photocopy of this section of the application form can be faxed or mailed to individuals being asked for references, if so requested.
Candidates are asked to acknowledge that the information provided is true and accurate, which protects the company from applicants who falsify their credentials.
∙ Many application forms today have an optional section regarding designated group member status. This information is used for employment equity tracking purposes.
100)
Job openings are identified through HR planning or manager request. HR plans play a vital role in the identification process, because they indicate present and future openings and specify which should be filled internally and which externally. When openings arise unexpectedly, the immediate supervisor may have to complete a human resources requisition form or a business plan to obtain authorization to proceed with recruitment and selection.
The job requirements are determined. This involves reviewing the job description and the job specification and updating them, if necessary. Manager comments may also prove helpful in identifying requirements, particularly pertaining to personality and fit.
Appropriate recruiting source(s) and method(s) are chosen. There is no single best recruiting technique, and the most appropriate for any given position depend(s) on a number of factors, including type of position, recruitment budget, and compensation policies.
A pool of qualified recruits is generated.
101)
There are 3 steps in employer branding.
The employer should first define the target audience, where to find them, and what they want from an employer.
The second step is to develop the employee value proposition. In this step the employer should identify the specific reasons that make the organization a unique place to work and a more attractive employer for the target audience.
The third step is to communicate the brand by incorporating the value proposition in to all recruitment efforts.
102)
There are at least five advantages of recruiting within the organization:
∙ Employees see that competence is rewarded, thus enhancing commitment, morale and performance.
∙ Having already been with the firm for some time, inside candidates may be more committed to company goals and less likely to leave.
∙ Managers are provided with a longer-term perspective when making business decisions.
∙ It is generally safer to promote employees from within, since the firm is likely to have a more accurate assessment of the person’s skills and performance level than would otherwise be the case.
∙ Inside candidates require less orientation than outsiders.
Hiring from within also has a number of disadvantages:
∙ Employees who apply for jobs and don’t get them may become discontented.
∙ Managers may be required to post all job openings and interview all inside candidates, even when they already know whom they wish to hire, thus wasting considerable time and creating false hope on the part of those employees not genuinely being considered.
∙ Employees may be less satisfied with and accepting of a new boss appointed from within their own ranks than they would a newcomer.
∙ It is sometimes difficult for a newly-chosen leader to adjust to no longer being “one of the gang.”
∙ There is a possibility of “inbreeding.” When an entire management team has been brought up through the ranks, there may be a tendency to make decisions by the book and to maintain the status quo, when a new and innovative direction is needed.
103)
External recruitment may result in:
∙ generation of a larger pool of qualified candidates, which may have a positive impact on the quality of the selection decision
∙ availability of a more diverse pool of applicants, which can assist in meeting employment equity goals and timetables
∙ acquisition of skills or knowledge not currently available within the organization and/or new ideas and creative problem-solving techniques
∙ elimination of rivalry and competition caused by employees jockeying for transfers and promotions, which can hinder interpersonal and interdepartmental cooperation
∙ potential cost savings resulting from hiring individuals who already have the skills, rather than providing extensive training.
104)
∙ Include candid information about the culture, career paths, and business prospects. Some online applicants also want to view virtual tours of the workplace.
∙ Design separate sections for different types of job seekers, such as students.
∙ Have a direct link from the home page to the career page.
∙ Have a job search tool that allows applicants to search open job position by location and job category.
∙ Have a standardized application or resume builder to allow for easy applicant screening.
∙ Utilize “e-mail to a friend” options for visitor referrals.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
