Exam 6: Recruitment: the First Step in the Selection Process

According to the textbook, which of the following is NOT an external factor affecting 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, 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 work alternatives may help BCH recruit and retain both its senior and younger new nurses

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.

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 6-2 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 process when a nurse forms the opinion during recruitment that he or she does not want to work for BCH

Realistic job previews are intended to improve the fit between the job candidate and the organization.

One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.

One disadvantage of Internet recruiting is that it results in an overwhelming number of applicants, many of whom are unqualified.

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

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.Which of the following would TS Inc.need to be prepared for with a switch to Internet recruiting

Which of the following is NOT a factor that plays an influential role in creating accurate expectations that candidates hold about prospective jobs

Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job

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, 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 two external factors are influencing BCH's recruitment strategy

TS Inc.is a growing BC aviation company of 30 employees.The company requires an aircraft maintenance engineer.What would be the most effective recruitment method for reaching this applicant pool Describe the specific methods you would use and their advantages.Discuss how you would address the disadvantages of your chosen methods.Describe the steps you would take if you are unable to recruit sufficient employees for the job.

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 conditions is important, but not always the most influential factor in attracting highly educated professional nurses to BCH

Which of the following external methods is associated with the highest retention rates

Mission and values do NOT play a role in the recruitment process.

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

Why is corporate image important in recruiting efforts Explain the difference between image advertising and branding.