The process of locating, identifying, and attracting capable applicants to an organization

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• Q3:

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  • What is the process of locating identifying and attracting capable applicants called?
  • What is the recruitment process called?

  Selection devices based on actual job behaviors,work sampling,and assessment centers are known as: A)work sample testing. B)performance-simulation tests. C)behavioral tests. D)assessment testing. E)validity testing.

  

• Q4:

  A recruiting source that is good but may not increase the diversity and mix of employees is: A)school placement. B)advertisements. C)internal searches. D)temporary help. E)employee referral.

• Q5:

  A method for screening applicants and identifying the most appropriate candidate is: A)advertising. B)the selection process. C)recruiting. D)performance appraisal. E)job evaluation.

• Q6:

  An excellent source of potential employees for entry-level positions in organizations is through: A)private employment agencies. B)head-hunter consulting groups. C)management consultants. D)temporary help services. E)educational institutions' placement service.

• Q7:

  Nonfinancial rewards designed to enrich employees' lives are referred to as: A)employee benefits. B)indirect compensation. C)direct compensation. D)out of pocket benefits. E)entitlement incentives.

• Q9:

  Supervisors in larger organizations are frequently involved in which of the following HRM activities A)recruiting candidates. B)reviewing application forms. C)interviewing applicants. D)inducting new employees. E)all of the above.

• Q10:

  Legislation that requires employers to make an active effort to recruit,select,train,and promote members of protected groups is called : A)Americans with Disabilities Act. B)equal employment. C)civil rights act. D)affirmative action. E)workforce diversity.

• Q11:

  Employment resource planning can be condensed into two steps.Which one of the following is not one of these steps? A)Developing a program to meet future human resource needs B)Assessing past human resources C)Assessing future human resource needs D)Assessing current human resources

• Q12:

  A set of attitudes,perceptions and behaviors of employees who survive involuntary staff reductions is called: A)retention awareness. B)survivor illness. C)layoff-survivor sickness. D)layoff sickness.

• Q13:

  Once employers have selected competent people,they need to help them adapt to the organization and ensure their job skills and knowledge keep current.This is accomplished through : A)identification and fulfillment. B)discrimination and deployment. C)analysis and fellowship. D)orientation,training,and development. E)reporting,justification and contribution.

is the process of locating, identifying, and attracting capable applicants to anorganisation•Qualified–those whose skills abilities and characteristics are suited to an organisation•Aims of recruitment:oIncrease the pool of qualified job applicants.oReduce the number of under or over-qualified job applicants.oIncrease the probability that job applicants will remain with the organisationoMeet Equal Employment Opportunity guidelines and other legal and social obligations•There are two types of recruiting:oINTERNAL–making people already employed by the organisation aware of job openings.▪Job posting:placing information about job vacancies and qualifications on bulletinboards, in newsletters and on the organisation’s intranet.ADVANTAGESDISADVANTAGES•Promotes morale, effort and loyalty as hardwork results in new opportunities.•Costs of advertising, interviewing etc. arecheaper.•There are fewer risks as candidates areknown and familiar with organisation.•Restricts the competition for positions andlimits talent and viewpoints available.•Encourage assumptions of promotionsamong employees if senior and loyal.•Vacancy created somewhere else in theorganisation.oEXTERNAL–attracting job applicants from outside the organisation.▪Past: notices of job vacancies placed through newspapers, employment agencies,executive recruiting firms, government agencies, university etc.▪Present: social media, 89% US companies use social networks to recruit, LinkedIn(social network) accounts for 73% of those hired by social mediaADVANTAGESDISADVANTAGES•Applicants may have specialised knowledgeand experience.•Fresh viewpoints and talent.•More expensive and time-consumingprocess.•Risks are higher–less knownWhich external recruiting methods work best?•Generally, the most effective sources are employee referrals→to protect their own reputations,employees are fairly careful about whom they recommend•Organisations use recruitment strategies that match the characteristics of their target group.•Arealistic job preview (RJP)gives a candidate a picture of positive and negative features of the joband the organisation before they’re hired→reduce turnover e.g. Hilton and Assess Systems,Selection: choosing the best person for the job•Selection process: the screening of job applicants to hire the best candidate, exercise in prediction•Three types of selection tools are:oBACKGROUND INFORMATION–applications, resumes and reference checks▪Resume–provide verifiable and accurate information that promotes the individual'sknowledge, skills and abilities, and competence to perform a job (35% inflated info)▪References–mostemployers don’t give honest assessments of former employees(fear of being sued–by employee or future employer if it doesn’t work out)oINTERVIEWING–most common employee-selection technique and takes three forms:▪Unstructured:involves asking probing questions to find out what the applicant is like,unfixed and no systematic scoring procedure.

What is the process of locating identifying and attracting capable applicants called?

What is the recruitment process called?