Deck 6: Recruitment

Question 1

What is the concept that is described as the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion?

A) recruitment
B) human resource planning
C) selection
D) hiring

Answer 1

A

Question 2

According to the textbook, which of the following is NOT an external factor affecting recruitment?

A) the labour market
B) competition
C) sustainability
D) legislation

Answer 2

C

Question 3

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

A) information technology
B) communication media
C) content of information
D) source of information

Answer 3

A

Question 4

Which term best defines the concept that refers to advertising designed to raise an organization's profile in a positive manner in order to attract interest from job seekers?

A) image advertising
B) realistic job preview
C) promotional recruitment
D) branding

Question 5

According to the opening vignette Employers Brew up New Ways to Recruit Talent, what percentage of positions is never advertised?

A) 25 percent
B) 40 percent
C) 55 percent
D) 70 percent

Question 6

Which of the following is NOT an external method of recruitment?

A) replacement charts
B) job advertisements
C) university job fairs
D) professional associations

Question 7

According to the textbook, which of the following internal factors do NOT affect recruitment?

A) top management objectives
B) mission statement
C) strategic goals
D) organizational values

Question 8

What type of measures used to evaluate recruiting methods includes turnover and absenteeism?

A) attitudinal
B) performance
C) behavioural
D) subjective

Question 9

What is the initial step in the selection process?

A) recruitment
B) screening
C) strategy
D) legislation

Question 10

Which of the following is NOT an outcome of a mismatched individual relative to the job and the organization?

A) absenteeism
B) low productivity
C) presenteeism
D) turnover

Question 11

Which of the following is NOT a disadvantage of internal job postings?

A) employment equity needs to be followed
B) time needed to fill the position
C) motivational impact on candidates not selected
D) collective agreement prevents best candidate to be hired

Question 12

Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection?

A) direct discrimination
B) systemic discrimination
C) indirect discrimination
D) intentional discrimination

Question 13

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?

A) negative perceptions
B) realistic job preview
C) opting out
D) self-selecting out

Question 14

What is the primary advantage of Internet recruiting?

A) availability to candidates with technology access and know-how
B) reaching a large applicant pool at minimal cost
C) fewer concerns about confidentiality
D) receiving a large number of résumés.

Question 15

What is the initial step in developing a recruitment action plan?

A) Advertise for the position.
B) Generate qualified applicants.
C) Develop a recruitment strategy.
D) Meet current legal requirements.

Question 16

Which of the following is NOT an internal method of recruitment?

A) job postings
B) company newsletters
C) job advertisements
D) nominations

Question 17

Which term best defines the process through which an organization reaches a decision that a job candidate fits the organization's values and culture, and has the attributes desired by the organization?

A) person-job fit
B) person-organization fit
C) cultural fit
D) organizational fit

Question 18

Which of the following defines the concept that refers to contracting with an outside agent to take over specified human resource functions?

A) contract work
B) contingent work
C) outsourcing
D) leasing

Question 19

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

A) members of a protected group
B) the labour market
C) a contingent workforce
D) an applicant pool

Question 20

Which of the following would NOT be considered to be an effective recruiting guideline?

A) Give serious consideration to the content of information presented to candidates rather than the context in which it is presented.
B) Present important information about the job and the organization to job candidates by several different, reliable, and credible sources.
C) Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees.
D) Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative

Question 21

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
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?

A) negative organizational perceptions
B) self-selecting out
C) realistic job preview
D) negative job expectations

Question 22

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. What is the goal of BCH's nursing job-related selection system?

A) to generate an applicant pool for nursing positions in order to provide the required number of qualified nurses for selection.
B) to bring nurses into BCH who will perform at above-average levels and who will increase the productivity of the organization.
C) to conduct an organizational assessment and job analysis for nursing positions.
D) to develop a recruitment strategy and action plan for hiring nurses into BCH.

Question 23

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 does TS Inc. need to consider ensuring a good person-organization fit?

A) image advertising and branding
B) creation of high expectations of the candidate
C) sufficient orientation and training
D) accurate communication, perceptions, and expectations

Question 24

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. What would be the most effective way to advertise for nurses?

A) internal postings job board
B) nurses' professional websites
C) external job board
D) national newspaper

Question 25

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. What can BCH utilize to ensure that nurse applicants have a realistic understanding of the job they are to perform?

A) realistic job previews
B) decision-making training
C) clarification of organizational values and goals
D) self-selecting out

Question 26

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 NOT be a constraint on TS Inc.'s recruitment?

A) lack of recruitment training
B) strategic human resource plans
C) technological costs
D) external recruiting

Question 27

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which work alternatives may help BCH recruit and retain both its senior and younger new nurses?

A) part-time positions
B) contract positions
C) temporary work
D) family-friendly practices

Question 28

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which of the following questions would NOT be relevant to a job advertisement campaign to target nursing applicants?

A) How will the costs of advertising be balanced by reaching the target applicant pool?
B) What advertising media will reach the target applicant pool?
C) How many applicants do we need to fill the position with qualified people?
D) What type of ad content will attract the target applicant pool's attention?

Question 29

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which strategy is BCH using to establish its identity and perception in the marketplace as an employer of choice?

A) image advertising
B) human resource planning
C) branding
D) strategic planning

Question 30

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which of the following is important, but not always the most influential factor in attracting highly educated professional nurses to BCH?

A) ability to incorporate their interests and values
B) autonomy and decision-making authority
C) opportunities for self-development
D) security and income

Question 31

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
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?

A) needs analysis
B) environmental scan
C) organizational planning
D) demographic analysis

Question 32

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which two external factors are influencing BCH's recruitment strategy?

A) BCH's business plan of becoming an employer of choice and its union contract
B) the nurse applicants' job expectations and attitudes
C) BCH's organizational and job analysis
D) the scarce qualified nursing labour and the legal environment

Question 33

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which factors are LEAST important when BCH is developing its recruitment strategy?

A) external factors
B) internal factors
C) labour market factors
D) legislative factors

Question 34

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. What does BCH need to consider to ensure a good person-organization fit?

A) image advertising
B) creating high expectations
C) recruitment and selection training
D) accurate communication, perceptions, and expectations

Question 35

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Which two internal factors are influencing BCH's recruitment strategy?

A) the scarce qualified nursing labour and legal environment
B) BCH's business plan of becoming an employer of choice and union contracts
C) the nurse applicants' job expectations and attitudes
D) the part-time labour market and outsourcing

Question 36

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?

A) national/international Internet job boards (e.g., Workopolis.ca)
B) professional and career websites (e.g., aviation professional and industry associations)
C) technical school websites (e.g., recent aircraft maintenance engineer graduates)
D) TS Inc.'s website

Question 37

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. What is the process that is designed to raise BCH's profile in a positive manner in order to attract job seekers' interest?

A) image advertising
B) branding
C) person-job fit
D) realistic job preview

Question 38

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.?

A) internal
B) external
C) internal and external
D) recruiting agency

Question 39

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?

A) local
B) regional
C) global
D) national

Question 40

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, the health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of nurses will be eligible for retirement in 2014. 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.
Refer to Scenario 6-2. Upon what should BCH's nursing recruitment decisions be based?

A) an assessment of the labour market
B) new health legislation
C) organizational and job analyses
D) review of mission statement

Question 41

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

Question 42

The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.

Question 43

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

Question 44

One disadvantage of employee referrals is that they may lead to discrimination and inbreeding.

Question 45

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

Question 46

According to the textbook, approximately 93 percent of survey respondents from a Jobvite survey intended to recruit on social networks as opposed to job boards and employment firms.

Question 47

You are a 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?

A) ability to use their knowledge, skills, and abilities
B) reputation of the organization and location
C) flexible work schedule
D) security and income

Question 48

You are a 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. How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers?

A) image advertising
B) a corporate image
C) branding
D) realistic job previews

Question 49

What is recruitment? What information does an organization need to make a decision to recruit?

Question 50

Ensuring accurate job expectations during the recruitment and selection process helps develop a good organization-job fit between the person and the organization.

Question 51

Recruitment is done separately from the selection process.

Question 52

Unlike job boards, there is no cost to joining a social network.

Question 53

Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of them.

Question 54

Newspapers are perhaps the most common media for job advertisements.

Question 55

Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.

Question 56

You are a 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 might the municipalities design to raise their profile in a positive manner in order to attract young business job seekers?

A) image advertising
B) a corporate image
C) branding
D) realistic job previews

Question 57

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.

Question 58

Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.

Question 59

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

Question 60

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

Question 61

Scribe Engineering has experienced a high turnover rate of its administrative assistant positions. The hiring decision and the candidate's job acceptance are based on limited information about the future work. What can Scribe Engineering do to ensure that candidates have a realistic understanding of the organization and the administrative assistant positions?

Question 62

Choose an organization you are familiar with. Describe three constraints affecting the organization's recruitment and selection process.

Question 63

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.

Question 64

Shortages of health-care professionals are a well-documented global issue occurring in countries with aging populations. As a result, organizations such as BCH, the health care organization that oversees many diverse unionized health services in British Columbia, are experiencing staff shortages in nursing. Patient waiting times have increased by 500 percent. Sixty percent of the nurses will be eligible for retirement in 2014. 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.

Question 65

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.

Question 66

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?

Question 67

Describe an organization you are familiar with. Describe the current and potential influence that the organization's external environment has on the human resource management planning, staffing and retention practices, and how the organization can respond to these challenges. Describe the organization's internal environment and its relationship to the organization's strategy and its human resource planning, recruitment, selection, and retention practices.

Question 68

What is person job-organization fit? Why is it an important consideration in recruitment?