BBA Level 200: Human Resource Management

Questions and Answers

What is one advantage of internal recruitment?

Lack of commitment

Lower cost for some jobs (correct)

Political infighting for promotions

Inbreeding

Which of the following is a disadvantage of external recruitment?

Familiarity may be factored on

New blood, new perspective

Best candidate is brought on board

Longer period for adjustment (correct)

What is a potential negative effect of recruiting internally?

Organizational continuity

Reduces political infighting

Morale problems for rejected staff (correct)

Lower cost for training

Which selection method is emphasized as crucial after successful recruitment?

Choosing the right candidate Signup and view all the answers

What advantage does external recruitment offer?

Brings in new perspectives Signup and view all the answers

What is a drawback associated with internal promotions?

Potential turnover Signup and view all the answers

Why might external recruitment be seen as disadvantageous concerning internal staff?

It can lower morale among existing employees Signup and view all the answers

Which source is NOT typically associated with external recruitment?

Job rotation Signup and view all the answers

What is the primary goal of recruitment within an organization?

To obtain qualified job candidates in sufficient numbers Signup and view all the answers

Which aspect is NOT a key component of the recruitment process?

Selecting candidates without interviewing Signup and view all the answers

How does effective recruitment contribute to employee retention?

By ensuring a positive psychological contract Signup and view all the answers

What is the significance of a psychological contract in recruitment and selection?

It lays the foundation for organizational commitment and motivation Signup and view all the answers

What does selection involve in the recruitment process?

Using specific instruments to choose the most suitable applicant Signup and view all the answers

Which factor is NOT typically associated with effective interviews as a selection tool?

The interviewer's bias towards candidates Signup and view all the answers

What influence does an organization's strategy have on recruitment and selection practices?

It dictates the philosophy towards candidate assessment Signup and view all the answers

Why is internal recruitment considered important in the hiring process?

It helps leverage existing employee skills and promotes career growth Signup and view all the answers

What is candidate-order error in interviews?

An error of judgment influenced by the order of candidates interviewed Signup and view all the answers

Which nonverbal behavior can significantly impact interview ratings?

The interviewee’s body language Signup and view all the answers

Which personal characteristic is likely to result in a less favorable view from interviewers?

Being disabled Signup and view all the answers

How might an interviewer unconsciously influence an interview outcome?

By exhibiting positive or negative body language Signup and view all the answers

What behavior might negatively affect a candidate's ability to respond during an interview?

The interviewer dominating the conversation Signup and view all the answers

What is the primary objective of a stress interview?

To evaluate the applicant's ability to handle pressure Signup and view all the answers

Which type of interview involves multiple interviewers questioning a single applicant?

Panel interview Signup and view all the answers

What is a notable disadvantage of negative bias in interviews?

It may lead interviewers to ignore qualifications. Signup and view all the answers

What characterizes an unstructured sequential interview?

Each interviewer independently forms an opinion with different questions. Signup and view all the answers

Which interviewing method allows for a candidate's responses to be collected via a computerized system?

Computerized selection interview Signup and view all the answers

What effect can first impressions have during an interview?

They can lead to a snap judgment about the candidate. Signup and view all the answers

What is the main goal of puzzle questions in interviews?

To test how candidates think under pressure Signup and view all the answers

How can misunderstanding the job requirements affect the interview process?

It leads to decisions based on incorrect stereotypes of applicants. Signup and view all the answers

Who is responsible for making the final decision in the hiring process?

The line manager Signup and view all the answers

Which selection tool involves assessing a candidate's past behavior in specific situations?

Behavioral interview Signup and view all the answers

What type of interview is designed to predict future job performance?

Selection interview Signup and view all the answers

Which type of interview follows a prescribed set of questions?

Structured interview Signup and view all the answers

What is a characteristic of unstructured interviews?

They allow for a conversational style. Signup and view all the answers

Which procedure is necessary to inform candidates after the selection process?

Sending an appointment letter Signup and view all the answers

Which of the following is NOT a type of selection tool mentioned?

Conflict resolution tests Signup and view all the answers

What type of interview provides insights into a company's strengths and weaknesses?

Exit interview Signup and view all the answers

Study Notes

Recruitment and Selection

Recruitment generates a pool of candidates for job openings, while selection chooses the best fit among applicants based on management goals and legal requirements.
Both processes are critical for establishing a positive psychological contract, enhancing organizational commitment and motivation.

Objectives of Recruitment

Aims to find qualified candidates in sufficient numbers to meet the organization's needs.
Effective recruitment improves candidate satisfaction and enhances retention.

Internal Recruitment

Sources include: promotions, transfers, job rotations, and rehiring.
Advantages: boosts morale, better ability assessment, cost-effective, motivates performance, and promotes organizational continuity.
Disadvantages: potential for inbreeding, internal political struggles, familiarity biases, and possible morale issues for rejected staff.

External Recruitment

Sources include: labor markets, foreign nationals, employment agencies, other companies, trade unions, and schools.
Advantages: introduces new perspectives, often more cost-effective than training, reduces internal conflict, builds organizational image, and meets employment regulations.
Disadvantages: risk of poor fit with company culture, may cause internal morale issues, longer adjustment periods, higher costs, and potential for bringing undesirable attitudes.

Selection

Following recruitment, organizations customize selection procedures to identify the right candidate.
Final decisions involve line managers, ensuring the choice aligns with the job requirements.
Successful candidates receive appointment letters, followed by placement in their positions.

Selection Tools

Various tools include recommendation letters, applications, ability and personality tests, honesty and aptitude tests, interviews, assessment centers, and background checks.

Interviews as a Selection Tool

Interviews aim to gather information through verbal responses; types include selection interviews (predict future performance), appraisal interviews (discuss performance ratings), and exit interviews (gather feedback on job experiences).

Formats of Interviews

Structured interviews follow a strict format, while unstructured interviews allow a conversational style.
Types of questions can include situational, behavioral, job-related, stress-based, and puzzle questions, each targeting different candidate attributes.

Personal or Individual Interviews

Interview formats vary from unstructured sequential to panel interviews involving multiple interviewers, providing a broad assessment of a candidate's fit.

Factors Affecting Interviews

First impressions can lead to snap judgments affecting interview outcomes.
Negative bias influences interviewers, causing them to focus on unfavorable information.
Misunderstandings regarding job requirements may lead to misjudgments about candidate suitability.
Candidate-order error occurs when a particularly good or bad prior interview affects the evaluation of subsequent candidates.

Additional Factors Influencing Interview Outcomes

Nonverbal cues and impression management significantly shape interview assessments.
Personal characteristics, such as attractiveness and demographics, may affect interviewer perceptions and biases.
Interviewer behaviors, such as excessive talking or bias toward similar candidates, can skew evaluation results.

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Description

This quiz covers key concepts from Lecture 5 of BPS 241, focusing on recruitment and selection strategies in Human Resource Management. It discusses objectives, internal and external recruitment, selection procedures, and the role of interviews in the hiring process.

BBA Level 200: Human Resource Management

Questions and Answers

What is one advantage of internal recruitment?

Which of the following is a disadvantage of external recruitment?

What is a potential negative effect of recruiting internally?

Which selection method is emphasized as crucial after successful recruitment?

What advantage does external recruitment offer?

What is a drawback associated with internal promotions?

Why might external recruitment be seen as disadvantageous concerning internal staff?

Which source is NOT typically associated with external recruitment?

What is the primary goal of recruitment within an organization?

Which aspect is NOT a key component of the recruitment process?

How does effective recruitment contribute to employee retention?

What is the significance of a psychological contract in recruitment and selection?

What does selection involve in the recruitment process?

Which factor is NOT typically associated with effective interviews as a selection tool?

What influence does an organization's strategy have on recruitment and selection practices?

Why is internal recruitment considered important in the hiring process?

What is candidate-order error in interviews?

Which nonverbal behavior can significantly impact interview ratings?

Which personal characteristic is likely to result in a less favorable view from interviewers?

How might an interviewer unconsciously influence an interview outcome?

What behavior might negatively affect a candidate's ability to respond during an interview?

What is the primary objective of a stress interview?

Which type of interview involves multiple interviewers questioning a single applicant?

What is a notable disadvantage of negative bias in interviews?

What characterizes an unstructured sequential interview?

Which interviewing method allows for a candidate's responses to be collected via a computerized system?

What effect can first impressions have during an interview?

What is the main goal of puzzle questions in interviews?

How can misunderstanding the job requirements affect the interview process?

Who is responsible for making the final decision in the hiring process?

Which selection tool involves assessing a candidate's past behavior in specific situations?

What type of interview is designed to predict future job performance?

Which type of interview follows a prescribed set of questions?

What is a characteristic of unstructured interviews?

Which procedure is necessary to inform candidates after the selection process?

Which of the following is NOT a type of selection tool mentioned?

What type of interview provides insights into a company's strengths and weaknesses?

Study Notes

Recruitment and Selection

Objectives of Recruitment

Internal Recruitment

External Recruitment

Selection

Selection Tools

Interviews as a Selection Tool

Formats of Interviews

Personal or Individual Interviews

Factors Affecting Interviews

Additional Factors Influencing Interview Outcomes

Studying That Suits You

Description

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