Podcast
Questions and Answers
Which of the following best describes recruitment in the context of human resources?
Which of the following best describes recruitment in the context of human resources?
- An assessment process to determine the skills and abilities of existing employees.
- A process of generating a pool of qualified candidates for a job or position. (correct)
- The process of succession planning for senior management positions.
- The final stage of the selection process where a candidate is chosen.
Succession planning has which relationship to recruitment?
Succession planning has which relationship to recruitment?
- Succession planning occurs independently of any recruitment activities.
- Succession planning eliminates the need for external recruitment.
- Succession planning identifies potential internal candidates, which may reduce external recruitment needs. (correct)
- Succession planning focuses solely on entry-level positions, unlike recruitment.
An organization is undergoing rapid expansion into new markets. How might this external factor influence its recruitment strategy?
An organization is undergoing rapid expansion into new markets. How might this external factor influence its recruitment strategy?
- The organization will likely increase recruitment efforts, focusing on candidates with experience in new markets. (correct)
- The organization will likely focus solely on internal promotions to fill new positions.
- The organization will likely outsource all recruitment activities to reduce costs.
- The organization will likely decrease recruitment efforts to maintain a stable workforce.
How do job and organizational characteristics influence the ability to attract job applicants?
How do job and organizational characteristics influence the ability to attract job applicants?
What role do realistic job expectations play in the recruitment process?
What role do realistic job expectations play in the recruitment process?
What is the primary focus when crafting a job advertisement to maximize applicant attraction?
What is the primary focus when crafting a job advertisement to maximize applicant attraction?
Why is a company's corporate image crucial in attracting job applicants?
Why is a company's corporate image crucial in attracting job applicants?
What is 'self-selecting out' in the context of recruitment?
What is 'self-selecting out' in the context of recruitment?
Which of the following strategies would be an example of image advertising to attract job seekers?
Which of the following strategies would be an example of image advertising to attract job seekers?
What role do emotional appeals play in job advertisements compared to rational arguments?
What role do emotional appeals play in job advertisements compared to rational arguments?
In the context of organizational fit, what does person-job fit primarily assess?
In the context of organizational fit, what does person-job fit primarily assess?
Which factor significantly contributes to a job applicant's initial attraction to a company, beyond immediate compensation?
Which factor significantly contributes to a job applicant's initial attraction to a company, beyond immediate compensation?
How does focusing job advertisements on applicant needs, rather than solely on job requirements, influence application rates?
How does focusing job advertisements on applicant needs, rather than solely on job requirements, influence application rates?
What is the primary goal of employment equity legislation in the context of diversity recruitment?
What is the primary goal of employment equity legislation in the context of diversity recruitment?
Which of the following is the MOST accurate description of a recruitment action plan?
Which of the following is the MOST accurate description of a recruitment action plan?
What is a primary advantage of utilizing internal recruitment sources?
What is a primary advantage of utilizing internal recruitment sources?
How does a business strategy MOST significantly influence recruitment strategy?
How does a business strategy MOST significantly influence recruitment strategy?
Succession plans and replacement charts are PRIMARILY used to:
Succession plans and replacement charts are PRIMARILY used to:
Why is organizational analysis considered a vital step in the recruitment and selection process?
Why is organizational analysis considered a vital step in the recruitment and selection process?
Which recruitment source is MOST likely to provide a large pool of entry-level candidates with technical skills?
Which recruitment source is MOST likely to provide a large pool of entry-level candidates with technical skills?
From the perspective of a potential job candidate, what aspect of organizational analysis is MOST crucial?
From the perspective of a potential job candidate, what aspect of organizational analysis is MOST crucial?
What is a PRIMARY function of Human Resources Information Systems (HRIS) in the context of recruitment?
What is a PRIMARY function of Human Resources Information Systems (HRIS) in the context of recruitment?
How does job analysis primarily benefit both recruiters and job candidates during the recruitment process?
How does job analysis primarily benefit both recruiters and job candidates during the recruitment process?
Which of the following BEST describes the role of 'nominations' as a traditional recruitment source?
Which of the following BEST describes the role of 'nominations' as a traditional recruitment source?
What is the MAIN objective of human resources planning within an organization?
What is the MAIN objective of human resources planning within an organization?
Which factor is MOST important when determining the number of positions to staff, according to the recruitment action plan?
Which factor is MOST important when determining the number of positions to staff, according to the recruitment action plan?
What is a POTENTIAL drawback of relying heavily on social network recruiting?
What is a POTENTIAL drawback of relying heavily on social network recruiting?
Which of the following methods of external recruitment involves candidates physically visiting the company premises?
Which of the following methods of external recruitment involves candidates physically visiting the company premises?
When creating a recruitment action plan, what role does job analysis play in defining the nature of the position to be filled?
When creating a recruitment action plan, what role does job analysis play in defining the nature of the position to be filled?
In the context of recruitment, how does job analysis contribute to identifying the necessary qualifications for potential candidates?
In the context of recruitment, how does job analysis contribute to identifying the necessary qualifications for potential candidates?
What distinguishes executive search firms from other types of employment agencies?
What distinguishes executive search firms from other types of employment agencies?
Which factor most directly influences the labour market conditions that an organization must consider during recruitment?
Which factor most directly influences the labour market conditions that an organization must consider during recruitment?
What is a PRIMARY advantage of using the Internet for recruitment?
What is a PRIMARY advantage of using the Internet for recruitment?
When assessing the labour market during recruitment planning, what key question should be addressed to determine the feasibility of finding qualified external candidates?
When assessing the labour market during recruitment planning, what key question should be addressed to determine the feasibility of finding qualified external candidates?
What is the primary reason organizations engage in outsourcing HR functions?
What is the primary reason organizations engage in outsourcing HR functions?
How can technology serve as a solution to labour shortages within an organization?
How can technology serve as a solution to labour shortages within an organization?
What does 'systemic discrimination' in recruitment refer to?
What does 'systemic discrimination' in recruitment refer to?
What is the MOST important consideration when designing a recruitment program?
What is the MOST important consideration when designing a recruitment program?
In the context of recruitment, what is a key difference between part-time labour markets and outsourcing?
In the context of recruitment, what is a key difference between part-time labour markets and outsourcing?
Which of the following scenarios exemplifies how technology can address labour market challenges?
Which of the following scenarios exemplifies how technology can address labour market challenges?
How might a company adjust its recruitment strategy to foster diversity and inclusion?
How might a company adjust its recruitment strategy to foster diversity and inclusion?
Many Canadian organizations are focusing on forecasting labour supply to meet job vacancies, however, they are also navigating external factors. Which scenario exemplifies the influence of the legal environment on recruitment?
Many Canadian organizations are focusing on forecasting labour supply to meet job vacancies, however, they are also navigating external factors. Which scenario exemplifies the influence of the legal environment on recruitment?
Company X is deciding whether to outsource its recruitment process or to expand its internal HR department. Which consideration would MOST strongly support the decision to outsource?
Company X is deciding whether to outsource its recruitment process or to expand its internal HR department. Which consideration would MOST strongly support the decision to outsource?
Flashcards
Emotional Appeals in Ads
Emotional Appeals in Ads
Using emotional appeals more than facts in job ads.
Applicant-Focused Ads
Applicant-Focused Ads
Focusing on what job seekers want instead of just the job's requirements.
Self-Selecting Out
Self-Selecting Out
When candidates decide they don't want to work for a company during the recruitment process.
Interests and Values
Interests and Values
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Corporate Image
Corporate Image
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Image Advertising
Image Advertising
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Person-Job Fit
Person-Job Fit
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Competitive compensation package
Competitive compensation package
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Legal Environment
Legal Environment
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Employment Equity Legislation
Employment Equity Legislation
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Diversity Recruitment
Diversity Recruitment
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Business Strategy
Business Strategy
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Organizational Analysis
Organizational Analysis
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Candidate Perspective
Candidate Perspective
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Job Analysis
Job Analysis
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Human Resources Planning
Human Resources Planning
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Staffing Needs?
Staffing Needs?
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Job Qualifications?
Job Qualifications?
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Recruitment Action Plan
Recruitment Action Plan
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Internal Recruitment
Internal Recruitment
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Succession/Replacement Plan
Succession/Replacement Plan
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Internal Job Postings
Internal Job Postings
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HRIS in Recruitment
HRIS in Recruitment
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External Recruitment
External Recruitment
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Public Display Advertisements
Public Display Advertisements
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Walk-ins
Walk-ins
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Employment Agencies
Employment Agencies
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Internet Recruiting
Internet Recruiting
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Recruitment
Recruitment
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Applicant Pool
Applicant Pool
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Factors Affecting Recruitment
Factors Affecting Recruitment
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Job Analysis in Recruitment
Job Analysis in Recruitment
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Labour Market
Labour Market
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Legal & Regulatory Requirements
Legal & Regulatory Requirements
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Part-Time Labour Market
Part-Time Labour Market
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Outsourcing (HR)
Outsourcing (HR)
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Temporary Job Growth
Temporary Job Growth
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Automation
Automation
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Systemic Discrimination
Systemic Discrimination
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Contracted Work
Contracted Work
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External Factors
External Factors
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Study Notes
- Recruitment is the initial stage in the selection process, aimed at creating a pool of qualified candidates.
- The applicant pool consists of individuals who are potentially interested in and likely to apply for a specific job.
Strategic Recruitment Factors
- Recruitment decisions should consider internal and external factors impacting the organization.
- An organizational analysis based on these factors is important when recruiting.
- A job analysis that pinpoints necessary worker conduct to help decide which candidates are up to par is critical.
- Forecasting the labor supply is also a determinate.
External Factors
- Recruitment is influenced by the labor market and laws/regulations, which are external elements beyond direct organizational control.
- Labour markets includes part-time and outsourcing.
- Outsourcing involves contracting HR functions to external agents.
- The recruitment program must comply with all legal and regulatory requirements.
- Systemic discrimination involves intentional or unintentional exclusion of protected groups in recruitment.
Legal Environment
- Employment equity legislation seeks to eliminate workplace discrimination in hiring.
- Diversity recruitment ensures that all existing barriers are removed in recruiting practices, and is not about setting quotas.
Internal Factors
- Linking the recruitment strategy to the business plan helps dictate an internal business strategy.
- HR specialists determine strengths and weakness in organizations to highlight the useful areas for human resources when considering design, structure, strategies and the missions of organizations.
Organizational Analysis
- Assessing what makes the company appealing from a prospective job candidate is important during organizational reviews.
- Identifying factors that limit attraction matters.
Job Analysis
- Job analysis describes the job and worker requirements in detail.
- Recruiters and job candidates alike will find job analyses as an important piece of information, throughout the recruitment process.
Human Resources Planning
- Human resources planning anticipates and provides employee movement into, within, and out of an organization.
Recruitment Action Plan
- Recruitment action plans are formed based on answers to relevant staffing questions.
- It considers the number of positions to staff based on the business plan
- Includes the job analysis.
- Refers to the nature and requirements of the position to be fulfilled as well as the qualifications must job candidates possess.
- Refers to the availability of qualified external candidates within the labour market.
- Includes timing of recruitment efforts, applicant locating and targeting, and strategies for attracting its potential applicant pool.
Traditional Recruitment Sources
- Internal candidates from the Human Resources Information Systems and nominations.
- Succession plans/replacement charts.
- Internal job posting.
External Candidates
- Includes job advertisements in; newspapers, professional periodicals and trade journals, radio, television, public displays, open houses, job fairs, employee referral, networking.
- Walk-ins.
- Employment agencies, such as: Service Canada centres,private employment agencies, and recruiting websites.
- Educational Institutes.
E-Recruiting
- Uses the Internet to match suitable jobs with the candidates through electronic databases.
- Internet Recruiting (IR) presents the experience of NAV CANADA with Internet recruitment.
Social Network Recruiting
- Employs Internet sites.
- Allows users to post a profile with a certain amount of information that is visible to the public.
- Social network recruiting may cause adverse impacts on members of protected groups.
Benefits of Social Network Recruitment
- Hires perform better at their job and stay with the company longer.
- "Passive" applicants, who can be targeted by the recruiters for their apparent skills and abilities.
Disadvantages of Social Network Recruitment
- The most significant drawback is it may have adverse impacts on members of protected groups.
- Open to claims of systemic discrimination.
- Results in privacy concerns.
Crafting an Effective Job Advertisement
- Emotional appeals rather than rational arguments are more effective at recruiting.
- Focus on the needs of the applicants instead of the requirements of the job to improve application rates.
- Effectively design an effective advertisement or persuasive message.
Two Way Street
- Candidates are able to select out during the recruitment and selection process, if they form the opinion that they do not want to work where being recruited.
- Interests and values includes the individuals likes and dislikes, the importance or priorities attached to their preferences.
Corporation Attraction
- Corporate attraction is a crucial factor as the company's good reputation matters to the job applicants.
- Image advertising raises an organization's positive profile in a positive manner, to attract job seekers' interest.
- Sponsorship of summer jazz festivals are an example of positive profile.
Person Job Fit
- Person-job fit refers to when a job candidate has the knowledge, skills, abilities, or other attributes and competencies required for the job.
- Person-organization fit refers to when a job candidate fits the organization's values and culture and has the desired contextual attributes.
- Perceptions need to be positive such that a job offer is made and accepted, otherwise, there are little to no matches.
Evaluating Efforts
- HR Planners must consider internal and external constraints.
- HR professionals must know the effectiveness of different recruitment methods and build them into their recruitment strategy plans in order to evaluate the recruiting outcomes with appropriate methods for contacting the target applicant pool.
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Description
Explore recruitment strategies, the influence of market expansion, and the impact of job characteristics on applicant attraction. Understand the role of realistic job expectations, corporate image, and person-job fit in the recruitment process. Learn about image advertising and emotional appeals in job ads.
