HSCI 416 FINAL EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Recruitment goal
Gather as many qualified applicants as possible
Factors that affect job choice
Individual and organzational characteristics
Orgazational characteristics
Compensation, advancement opportunities, job security and a future, location
Individual characterisitics
Where you are at in life
How do you attract qualified candidates?
Advertising, website, job fairs, signaling to potential candidates
HR plan
Foundation of the recruitment process. Recruitment process begins with job analysis
External recruitment pros and cons
,(Hiring outside)
Pros: diverse applicant pool, more innovation, easier to find people with qualifications
Cons: onboarding and training, expensive
Internal recruitment pros and cons
(Hiring within)
Pros: familiar with org, boosts morale because people see advancement
Cons: training, ripple effect, peter principle, tensions because of advancement
Peter principle
Employees promoted until they reach one position above their competence. Employees promoted
regardless of their aptitude for the new position
When you are hirint a CEO, do you prefer external or internal recruitment?
External- hard to train a CEO, new perspectuves, no political issues
External recruitment sources
Referrals, former employees, employment agencies, exec search firms, want to maximize the right
candidate will accept job
What should be communicated?
Job basics, application process, organization and department basis
Recruitment message
signaling "work for us" mailers, won't tell you cons of position
Realistic Job Preview
, pratical information about job requirements, expectations and the work environment
Positives of realistic job preview
presented to new hires before start, leads to high performance,/ lower attrition, lowers turnover overall,
lowers initial expectations lower voluntary turnover
Negatives of realistic job preview
might scare them away BUT better if people leave now rather than later
How the recruitment function can be measured for success?
METRICS
quality / quality of applications
Overall recruitment cost/ cost per applicant
Diversity of applications
Recruitment time/ time to fill
Vacancy rates
Selection (matching)
process of collecting and evaluating applicant information
Cultural fit
Existing workplace culture
Person Job Fit
A person fits in with the job
Job requirements and selection tools
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Recruitment goal
Gather as many qualified applicants as possible
Factors that affect job choice
Individual and organzational characteristics
Orgazational characteristics
Compensation, advancement opportunities, job security and a future, location
Individual characterisitics
Where you are at in life
How do you attract qualified candidates?
Advertising, website, job fairs, signaling to potential candidates
HR plan
Foundation of the recruitment process. Recruitment process begins with job analysis
External recruitment pros and cons
,(Hiring outside)
Pros: diverse applicant pool, more innovation, easier to find people with qualifications
Cons: onboarding and training, expensive
Internal recruitment pros and cons
(Hiring within)
Pros: familiar with org, boosts morale because people see advancement
Cons: training, ripple effect, peter principle, tensions because of advancement
Peter principle
Employees promoted until they reach one position above their competence. Employees promoted
regardless of their aptitude for the new position
When you are hirint a CEO, do you prefer external or internal recruitment?
External- hard to train a CEO, new perspectuves, no political issues
External recruitment sources
Referrals, former employees, employment agencies, exec search firms, want to maximize the right
candidate will accept job
What should be communicated?
Job basics, application process, organization and department basis
Recruitment message
signaling "work for us" mailers, won't tell you cons of position
Realistic Job Preview
, pratical information about job requirements, expectations and the work environment
Positives of realistic job preview
presented to new hires before start, leads to high performance,/ lower attrition, lowers turnover overall,
lowers initial expectations lower voluntary turnover
Negatives of realistic job preview
might scare them away BUT better if people leave now rather than later
How the recruitment function can be measured for success?
METRICS
quality / quality of applications
Overall recruitment cost/ cost per applicant
Diversity of applications
Recruitment time/ time to fill
Vacancy rates
Selection (matching)
process of collecting and evaluating applicant information
Cultural fit
Existing workplace culture
Person Job Fit
A person fits in with the job
Job requirements and selection tools
