Exam 1: An Introduction to Recruitment and Selection

An environmental scan follows the development of the organization strategy.

Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement

Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.

Scenario 1-1 You are excited about your new position as the human resource manager for Scribe Engineering.The CEO of this medium-sized Canadian software development company has clearly stated that one of your first tasks is to deal with the difficulties the company is experiencing in recruiting and retaining several of its office administration positions.The CEO wants hard evidence to back up your staffing costs. -Refer to Scenario 1-1.What is a current internal factor that may have an impact on Scribe Engineering's recruitment and selection practices

Scenario 1-2 You have recently been hired as the human resources manager for a small Canadian aviation company.The president of TS Inc.has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process.She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success. -Refer to Scenario 1-2.What is TS Inc.'s goal for selection

Ethics can be defined in a variety of ways.According to the textbook, which of the following is NOT a definition of ethics

Psychologists must follow ethical standards when carrying out employment tests.What type of issue are they NOT involved with in applying ethical standards

Which of the following practices would NOT lead to an improvement in the hiring system of an organization

What is an HRIS

Scenario 1-2 You have recently been hired as the human resources manager for a small Canadian aviation company.The president of TS Inc.has asked you to review the staffing function to determine how ready the organization is to use technology in its recruitment and selection process.She is excited about the potential of utilizing staffing social networking technologies but wants to ensure you take the steps required to ensure success. -Refer to Scenario 1-2.What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices

Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection

Given that best practices in recruitment and selection are applied to an organization, which of the following results has NOT been supported with empirical studies

Talent management comprises the training and development of current employees.

In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate to work environment

What percentage of the work force between the ages of 25 and 65 has achieved post-secondary educational credentials in Canada

Recruitment refers to the choice of job candidates from a previously generated pool of candidates.

Recruitment and selection are the most important talent management functions.

Ethical decision making is always clear-cut.

What two important principles ensure a human resources system functions properly

Define strategy then explain how HR activities can support organizational strategy.To measure the value of recruitment and selection to the organization, refer to any organization's strategy and show how HR supports the strategy.It is essential that human resource managers demonstrate the benefit, effectiveness, worth, and value of their staffing processes.This can be done by measuring specific criteria and analyzing the bottom-line costs and benefits.Describe three potential costs and benefits of an effective recruitment and selection process.Reflect on an organization you have worked for (or are familiar with), and explain how you might measure the value of recruitment and selection to the organization's bottom line.