Recruitment Strategies Quiz
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Questions and Answers

What is the purpose of recruitment?

  • To evaluate the performance of existing employees.
  • To create a positive work environment.
  • To develop training programs for new employees.
  • To identify and attract qualified candidates for open positions. (correct)

Which of the following is NOT a benefit of internal recruitment?

  • More diverse perspectives and ideas. (correct)
  • Increased employee satisfaction and commitment.
  • Faster hiring process.
  • Reduced cost of recruiting and onboarding.

What is the primary goal of employer branding?

  • To reduce employee turnover.
  • To improve product quality.
  • To increase the company's market share.
  • To enhance the company's image as an employer. (correct)

When does the recruitment process begin?

<p>When a labor shortage is identified. (D)</p> Signup and view all the answers

Which of the following is NOT considered a disadvantage of internal recruitment?

<p>Reduced time and money required for onboarding. (C)</p> Signup and view all the answers

What is the main difference between internal and external recruitment?

<p>Internal recruitment focuses on filling positions from within the organization, while external recruitment seeks candidates from outside the organization. (B)</p> Signup and view all the answers

What is the next step after recruitment?

<p>Selection. (C)</p> Signup and view all the answers

Which of the following statements about employer branding is NOT true?

<p>It is a strategy to improve employee performance. (D)</p> Signup and view all the answers

Which recruiting method is most likely to incur significant financial expenses?

<p>Executive Search (A)</p> Signup and view all the answers

Which recruiting method is most effective for staffing a new branch of a large organization, needing numerous and diverse job roles?

<p>Open House (D)</p> Signup and view all the answers

Which recruiting method often results in a smaller pool of applicants because of time and location restrictions?

<p>Open House (C)</p> Signup and view all the answers

What is a potential drawback of utilizing Employee Referrals for recruitment?

<p>Lack of diversity within the applicant pool (C)</p> Signup and view all the answers

Which recruiting method is particularly effective for filling entry-level positions requiring formal training?

<p>Educational Institutions (C)</p> Signup and view all the answers

What benefit does an organization gain by offering a bonus for Employee Referrals?

<p>Increasing the number of applicants (D)</p> Signup and view all the answers

In which recruiting method is the organization directly responsible for all the costs?

<p>Open House (C)</p> Signup and view all the answers

Which recruiting method is best suited for finding experienced professionals in a specific field?

<p>Executive Search (D)</p> Signup and view all the answers

What is the main purpose of the selection process?

<p>To identify and hire the most qualified candidate for a role. (C)</p> Signup and view all the answers

Which of the following is NOT a step in the typical selection process?

<p>Job description development (C)</p> Signup and view all the answers

According to the provided content, how many applicants on average, would pass all stages of the selection process?

<p>1 out of 100 (C)</p> Signup and view all the answers

What does the phrase "multiple hurdle approach" mean in the context of selection?

<p>Applicants must pass each stage to proceed. (C)</p> Signup and view all the answers

Based on the job description for a Bartender at Montana’s, what are the essential qualifications for this role?

<p>Provincial Responsible Alcohol service certification and the ability to provide a welcoming smile and genuine hospitality. (D)</p> Signup and view all the answers

What is the primary responsibility of HR in the screening stage of selection?

<p>Reviewing applications and eliminating unqualified candidates. (D)</p> Signup and view all the answers

What is the most likely reason why the selection process uses a "multiple hurdle approach"?

<p>To save time and resources by eliminating unqualified applicants early. (C)</p> Signup and view all the answers

Which of the following statements about the selection process is TRUE based on the provided content?

<p>The selection process may vary depending on the specific job and company. (A)</p> Signup and view all the answers

How can interviewers create a positive first impression for interviewees during an interview?

<p>Be friendly and welcoming, making small talk and acting warm and hospitable (A)</p> Signup and view all the answers

Which of the following is NOT a recommended practice for asking questions during an interview?

<p>Limit the use of probing questions to avoid making the interviewee feel uncomfortable (B)</p> Signup and view all the answers

What is the primary objective of the closing stage of an interview?

<p>Asking the interviewee if they have any questions and explaining the next steps (C)</p> Signup and view all the answers

What is the main characteristic of the 'First Impression Error' bias in interviewing?

<p>The interviewer's initial impression of the interviewee significantly influences their subsequent perceptions (D)</p> Signup and view all the answers

Which of the following factors is NOT listed as a potential indicator of a positive initial impression in the study on the First Impression Error?

<p>Asking more open-ended questions to gather detailed information (B)</p> Signup and view all the answers

What is the primary characteristic of the 'Contrast Effect' bias in interviewing?

<p>The interviewer's perception of an interviewee is influenced by their prior perception of other interviewees (B)</p> Signup and view all the answers

Which of the following actions can an interviewer take to mitigate the effects of the Contrast Effect bias?

<p>Utilizing a standardized interview guide with uniform questions for every candidate (A), Ensuring that all interviewers are trained on the principles of unbiased interviewing (B), Focusing on each candidate's individual strengths and weaknesses rather than comparing them (D), Evaluating each interviewee independently, without referencing other candidates (F)</p> Signup and view all the answers

What is the primary reason for avoiding evaluation discussions until after all interviews are completed when multiple interviewers and interviewees are involved?

<p>To prevent bias from influencing the evaluation process by comparing interviewees (C)</p> Signup and view all the answers

Which of the following is NOT a con of external recruitment?

<p>Does not create unhealthy competition among existing employees (as they do not try to outperform each other for new position). (A)</p> Signup and view all the answers

What is a potential downside of using internal recruitment?

<p>It can limit the pool of qualified candidates to a small, homogeneous group. (B)</p> Signup and view all the answers

What is one potential advantage of external recruitment?

<p>It provides fresh perspectives and innovative ideas to the organization. (A)</p> Signup and view all the answers

Which of the following is an example of an external recruitment method?

<p>Career fairs (A)</p> Signup and view all the answers

What is the purpose of the 'Interest' stage in the AIDA model for recruitment advertisements?

<p>To convince the reader that the job is a good fit for them (C)</p> Signup and view all the answers

What is meant by the 'Action' stage in the AIDA model for recruitment advertisements?

<p>To provide clear instructions on how to apply for the position (B)</p> Signup and view all the answers

Which of the following is a potential benefit of internal recruitment?

<p>It can provide opportunities for career advancement within the organization. (C)</p> Signup and view all the answers

Which of the following is a primary objective of the 'Attention' stage in the AIDA model for recruitment advertisements?

<p>To catch the reader's eye and make them notice the ad (A)</p> Signup and view all the answers

What is the primary purpose of a reference check in the selection process?

<p>To verify the applicant's past work experience and performance claims (D)</p> Signup and view all the answers

Which of the following legal concepts protects individuals who provide truthful, negative references about an applicant?

<p>Qualified Privilege (B)</p> Signup and view all the answers

What is the potential legal consequence for an organization that fails to conduct a reference check before hiring an individual who later commits an illegal act?

<p>Negligent Hiring (B)</p> Signup and view all the answers

What is a key reason why many organizations implement a 'no reference policy'?

<p>To mitigate the legal risks associated with providing references (A)</p> Signup and view all the answers

If a person gives a positive reference that is ultimately inaccurate, what legal action could the organization receiving the reference potentially face?

<p>Negligent Misrepresentation (B)</p> Signup and view all the answers

According to the content, which of the following is NOT a step in the selection process?

<p>Training (C)</p> Signup and view all the answers

In the context of the selection process, what is a 'multiple hurdle approach'?

<p>A strategy where candidates must successfully complete each stage of the selection process before proceeding to the next (C)</p> Signup and view all the answers

How does the concept of 'contrast effect' influence the selection process?

<p>It demonstrates how the relative strength or weakness of previous candidates can affect the perception of a current candidate's ability (D)</p> Signup and view all the answers

Flashcards

Recruitment

The process of getting people to apply for jobs at an organization.

Employer Branding

The image an organization has as an employer, shaped by its reputation and values.

Internal Recruitment

Recruiting candidates from within the organization instead of outside.

External Recruitment

Recruiting candidates from outside the organization for available positions.

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Employee Value Proposition

The promise an employer makes to attract and retain employees, outlining benefits and values.

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Pros of Internal Recruitment

Advantages include cost-effective hiring and familiarity with company culture.

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Cons of Internal Recruitment

Disadvantages include less innovation and possible unhealthy competition among employees.

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Next Step After Recruitment

The next phase after recruitment, which is selection of suitable candidates.

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Recruiting Concept

The process of attracting and selecting potential candidates for job positions.

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Open House

An event where an organization invites potential applicants to learn and engage with representatives.

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Pros of Open House

Advantages of an open house include low cost and personal interaction with representatives.

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Cons of Open House

Disadvantages include a smaller pool of applicants and time constraints for attendance.

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Educational Institutions

Recruitment through educational entities which often helps in job placements.

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Pros of Educational Recruitment

Advantages include low cost to the organization and effective matching for entry-level jobs needing training.

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Employee Referrals

Recruitment method where current employees recommend potential candidates, often incentivized by bonuses.

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Pros and Cons of Referrals

Account for good matches due to similarity but may lead to limited diversity within the team.

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New Employee Supervision

External hires may have an easier time supervising new subordinates, as they are not former coworkers.

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Competition Among Employees

External recruitment does not create unhealthy competition among existing employees for promotions.

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Attraction to Organization

Perceptions of unfair promotion practices can decrease potential employees’ attraction to an organization.

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Recruitment Methods

Common methods include advertisements, employee referrals, and career fairs.

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AIDA Model in Advertisements

Effective recruitment ads should capture Attention, generate Interest, create Desire, and prompt Action.

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Selection Process

The process of choosing the best applicant for a job and their acceptance.

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Five Steps of Selection

The selection process includes screening, testing, interviewing, reference checking, and offer acceptance.

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Screening

The first step where a large pool of applicants is narrowed down based on criteria.

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Testing

The second step where selected candidates undergo assessments to determine suitability.

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Interviewing

Face-to-face conversations that assess candidate fit for the position after passing testing.

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Reference Checking

Verifying candidate information and experiences through previous employers or references.

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Offer and Acceptance

The final step where a job offer is made and the candidate accepts.

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Multiple Hurdle Approach

An approach where candidates must pass each selection step to proceed to the next.

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Interviewee Comfort

Making the interviewee feel at ease through warm greetings and small talk.

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Questioning Technique

Start with general questions before moving to specific ones; avoid yes/no questions.

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Probing Techniques

Encouraging deeper responses with prompts like 'Can you expand on that?'.

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Interview Closure

Ending the interview by inviting questions and explaining next steps.

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First Impression Error

The initial perception of an interviewee influencing later views during the interview.

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Contrast Effect

The perception of an interviewee influenced by past interviewees' performances.

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Evaluation Delay

Avoid discussing interview evaluations until all interviews are complete.

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Positive Interview Behavior

Interviewers behave more positively towards well-rated applicants pre-interview.

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Screening in Selection

The initial step where a large number of applicants are narrowed down based on qualifications.

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Negligent Hiring

Legal liability an organization faces for failing to conduct proper reference checks before hiring.

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Qualified Privilege

Legal protection for individuals giving truthful references to prevent defamation lawsuits.

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No Reference Policy

A policy where organizations provide minimal information about a former employee to mitigate legal risks.

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Study Notes

Section 5: Recruitment

  • Recruitment is the process of getting people to apply for jobs at an organization.
  • It begins after staffing table development and a identified labor shortage.
  • It ends when a suitable number of applicants have applied for a position.
  • Selection is the next step in the process after recruitment.
  • Job applicants submit application forms and/or resumes.

What is Recruitment?

  • Recruitment is the process of attracting and selecting potential employees for a specific job opening within an organization.
  • The process begins after planning and identifying a labor shortage, and a staffing table is developed.
  • The process ends when a sufficient number of qualified applicants have applied for the job.
  • Selection of the candidates is the next step after recruitment.

Ad 1 of 3

  • Image of McDonald's employee in a fast food restaurant setting.

Ad 2 of 3

  • Image of McDonald's employee holding a company identification card.

Ad 3 of 3

  • Image of two McDonald's employees working in a soda fountain area.

Questions

  • What is it like working at McDonald's?
  • Who is McDonald's targeting?
  • How is McDonald's communicating its message?

Employer Branding

  • Employer branding is the image an organization projects as an employer.
  • It has three steps:
    • Define the target audience.
    • Develop the employee value proposition (employer promise).
    • Communicate the value proposition.

Internal Versus External Recruitment

  • Internal recruitment: Recruiting from inside the organization (existing employees).
  • External recruitment: Recruiting from outside the organization (new hires).

Pros of Internal Recruitment

  • Reduces time and money spent on recruiting (no advertisement or agencies).
  • Reduces onboarding time and money.
  • Increases existing employee job satisfaction and organizational commitment.
  • High performing employees are motivated to stay and get promoted.
  • Provides more accurate applicant information.

Cons of Internal Recruitment

  • Fewer innovative ideas (limited outside exposure).
  • Potential for supervisory/subordinate conflict with former coworkers.
  • Creates unhealthy competition among employees.
  • Creates a new job opening.
  • Smaller and less diverse pool of potential employees.

Pros of External Recruitment

  • More innovative ideas (wide exposure).
  • Less conflict potential between supervisor/subordinate/coworkers (unrelated individuals).
  • No competition among the current employees.
  • No need to fill a new job opening.
  • Larger, more diverse pool of potential employees.

Cons of External Recruitment

  • More time and money spent on recruiting (agencies and advertisements).
  • More time and expensive onboarding.
  • Decreases employee job satisfaction and organizational commitment among existing pool of employees.
  • Reduces attraction of the organization to potential employees.
  • Less accurate applicant information.

Recruitment Methods

  • Advertisements
  • Open houses
  • Educational institutions
  • Employee referrals
  • Former employees
  • Employment agencies
  • Online recruiting
  • Career fairs

Advertisements

  • Organizations recruit by publishing ads.
  • Recruitment ads should follow the AIDA model (Attention, Interest, Desire, Action).
  • Attention: Attract attention to the job (make the ad attention-grabbing).
  • Interest: Create interest in the job.
  • Desire: Create desire for the job.
  • Action: Enable applicants to take action.

Advertisements - Attention

  • Ad design is important, use visuals (photos, artwork).
  • Fancy borders and typefaces should be used.

Advertisements - Interest

  • Job content is key (new product research, high-tech equipment).
  • Salary and benefits are strong motivators.
  • Advancement opportunities, industry-leading developments, desired geographic locations are also attractive factors.

Advertisements - Desire

  • Increase applicant desire to accept a job opportunity.
  • Focus should be on how growth, job satisfaction, and personal value will benefit the applicants.
  • Consider and target specific needs of the applicant (family, health insurance, telecommuting, daycare assistance, tuition refunds, and graduate schools nearby)

Advertisements - Action

  • Make the action of application as easy as possible.
  • Provide contact information. (company name, contact person, phone number, email address).
  • Include information for immediate applicants (phone number and person to call at the specific time).
  • Provide further details on how to apply for the job (e.g. fax, send details).
  • Provide directions to the office.

Advertisements - Want ad/Blind ad

  • Want ad: Includes information about the organization (company, email).
  • Blind ad: Excludes information to maintain company secrecy.
  • Used when an organization does not want to reveal it's recruitment information to others (recruiting for a job without the current employee knowing that he/she will be replaced).

Open House

  • Inviting potential applicants to the organization's premises.
  • Inexpensive way to recruit.
  • Recruiting over a short period (e.g. one day).
  • Smaller applicant pool. This is because only those available at that time and those close enough would come.
  • Effective for new organizations or branches.

Educational Institutions

  • Recruiting through educational institutions.
  • Placement offices/departments are used.
  • Inexpensive, especially for jobs requiring training but less practical experiences.

Employee Referrals

  • Recruiting by having current employees refer applicants.
  • Bonuses are often offered to motivate referrals.
  • Applicants usually need to be hired and employed for a minimum period to qualify for the bonus.

Former Employees

  • Recruits people who have worked or retired from the organization.
  • Also called boomerangs or rehires.
  • Smaller applicant pool.
  • Less time and money spent on onboarding.

Employment Agencies

  • Recruiting done via a third party organization that specializes in recruitment.
  • Recruiting short term employees or part-time employees.
  • Temporary help agencies charge a flat fee per hire.
  • Private employment agencies recruit manager and lower-level employees. These agencies charge a flat fee.
  • Executive search firms recruit above-managerial level employees (e.g. VP or CEO). They charge a small percentage.

Online Recruiting

  • Recruiting via online platforms.
  • Internet job boards (e.g., Monster, Indeed, Workopolis).
  • Organizational websites (careers section).
  • Social networking sites (e.g., Facebook, LinkedIn).
  • Large applicant pool.
  • Inexpensive.
  • Can lead to too many applicants.

Career Fairs

  • An event where organizations in the same industry recruit.
  • Organizations typically rent a booth.
  • Recruiting done over a short period (one day).
  • Smaller applicant pool.
  • Exposure to competitors and scrutiny during comparison.

Recruiter Behaviors

  • A meta-analysis demonstrated these behaviors impact job seeker intentions, job choice, and attraction to the organization.
  • Personable, competent, informative, and trustworthy.

Realistic Job Preview (RJP)

  • Educating candidates about the positive and negative aspects of a job.
  • A more realistic approach than the seduction method, only presenting positive aspects.
  • Improves job performance, reduced stress and quitting intentions.

Realistic Job Preview (RJP) Outcomes

  • Decreases expected job satisfaction of potential applicants.
  • Increases job performance after hiring.
  • Decreases number of applicants.
  • Decreases thoughts of quitting and actual quitting.

Realistic Job Preview (RJP) Continued

  • Empirical data supports effective RJPs.

Expectations Lowering Procedure (ELP)

  • Educates applicants that expectations may not be met.
  • It is a general process, not specific to a single role or organization.
  • Requires less time and money to develop than RJPs.

Expectations Lowering Procedure (ELP) Continued

  • It's more effective than not using an RJP or ELP and less effective than using an RJP.

Selection:

  • Selecting the best candidate for a job and ensuring the candidate accepts the offer.
  • Screening: Initial filtering to check if applicants meet basic criteria.
  • Testing: Evaluating skills and knowledge
  • Interviewing: Assessment of communication and problem-solving ability.
  • Reference checking: Verifying qualifications.
  • Offer and Acceptance: Final step, the applicant accepts or declines.

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Recruitment PDF

Description

Test your knowledge on various recruitment strategies and processes in this engaging quiz. Explore concepts like internal vs. external recruitment, employer branding, and the benefits and drawbacks of different recruiting methods. Perfect for HR students and professionals looking to enhance their understanding of recruitment.

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