Podcast
Questions and Answers
What is an example of a way to recruit from within an organization?
What is an example of a way to recruit from within an organization?
What is the purpose of an employment branding strategy?
What is the purpose of an employment branding strategy?
Which type of interview question focuses on a hypothetical situation and asks the candidate to describe how they would handle it?
Which type of interview question focuses on a hypothetical situation and asks the candidate to describe how they would handle it?
What is the key difference between internal and external recruitment?
What is the key difference between internal and external recruitment?
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Why is it essential for interviewers to avoid asking questions about an applicant's race, marital status, or age during the selection process?
Why is it essential for interviewers to avoid asking questions about an applicant's race, marital status, or age during the selection process?
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Which type of selection tool measures how consistently a selection procedure produces similar outcomes over time?
Which type of selection tool measures how consistently a selection procedure produces similar outcomes over time?
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What is the primary purpose of using structured interview questions during the selection process?
What is the primary purpose of using structured interview questions during the selection process?
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What is an example of an unstructured interview question?
What is an example of an unstructured interview question?
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Flashcards
Recruitment
Recruitment
Process of locating and encouraging people to apply for job openings.
Employment Branding
Employment Branding
Organization's reputation in the employment landscape.
Labour Market
Labour Market
Area from which applicants are recruited.
Selection
Selection
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Reliability
Reliability
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Validity
Validity
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Behavioral Descriptive Questions
Behavioral Descriptive Questions
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Situational Questions
Situational Questions
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Study Notes
Terminology
- Recruitment: Locating and encouraging people to apply for job openings.
- Employment Branding: How an organization is perceived in the employment market.
- Labour Market: The area from which applicants are recruited.
- Selection: Choosing the best applicants to fulfill job requirements.
Selection Tools
- Reliability: The consistency of selection procedures over time.
- Validity: How well a selection procedure measures what it aims to measure.
- Panel Interview: A group interview with a board of interviewers.
- Behavioral Descriptive Interview Question: Asks about past actions in specific situations.
- Situational Question: Presents a hypothetical situation and asks how the candidate would respond.
Recruitment Process
- Planning for Staffing Needs: Identifying current and future job openings.
- Job Information Gathering: Gathering job descriptions and specifications.
- Recruitment Method Determination: Deciding whether to recruit internally or externally.
- Internal Recruitment: Sourcing candidates from within the organization using databases, succession planning, and internal job postings. This method has benefits such as already knowing the company culture and history.
- External Recruitment: Sourcing candidates from outside the organization. This method may introduce new perspectives and skills but can be more difficult to manage. Methods include advertisements, job fairs, recruitment agencies, and online platforms.
Pitfalls of Recruitment
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Internal: May lack people with specialized training and expertise or broad enough experience. Difficulty in changing organizational culture.
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External: May not have candidates with the right skills.
Potential Benefits and Pitfalls of Recruitment
- Potential Benefits: Gaining unique skills and experiences, diversity, equity, and inclusion (DEI) initiatives.
- Potential Pitfalls: Lack of knowledge about candidate performance, unsuitable candidates, salary constraints limiting the number of applicants.
Selection Information
- Applications: Avoid illegal questions (e.g., about race, marital status). Request relevant information (e.g., qualifications, references).
- Interviews: Using various methods (e.g., one-on-one, panel, telephone, technology-based). Using structured and unstructured interview questions.
- Interview Questions: Including structured (based on job requirements, behavior description interview, situational), and unstructured (open-ended).
Appropriate and Inappropriate Questions
- Appropriate Questions: Example, for National or Ethnic Origin: "Are you legally entitled to work in Canada?". Questions regarding age, education history, qualifications.
- Inappropriate Questions: Example, for National or Ethnic Origin: "Where were you born?" Questions regarding sensitive information like marital status or religion unless specifically relevant to the job.
Employment Assessments
- Types: Cognitive ability tests, personality tests, emotional intelligence tests, physical ability tests, job sample tests, and substance abuse tests.
- Lie detector tests: Illegal in many jurisdictions.
Emerging Trends
- Candidate experience: Importance of a positive experience during the recruitment process.
- Reduced reliance on cover letters and resumes: Shifting towards other methods.
- Mobile platforms: Use of mobile technology in recruitment.
- Data-driven metrics: Using data to track and measure recruitment effectiveness.
- Artificial intelligence (AI): Use of AI in recruitment processes, including video interviews.
- Diversity, equity, and inclusion (DEI): Importance of diverse hiring practices.
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Description
This quiz explores key concepts in recruitment and selection, vital for effective hiring practices. It covers terminology such as recruitment, employment branding, and selection tools including validity and reliability. Test your understanding of these fundamental HR processes.
