Deck 6: Recruitment: the First Step in the Selection Process

Question 1

What concept refers to the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion

A)recruitment
B)human resource planning
C)selection
D)hiring

Answer 1

A

Question 2

What is the initial step in developing a recruitment action plan

A)Advertise for the position.
B)Generate qualified applicants.
C)Develop a recruitment strategy.
D)Meet current legal requirements.

Answer 2

C

Question 3

Which of the following is NOT an internal method of recruitment

A)job postings
B)company newsletters
C)job advertisements
D)nominations

Answer 3

C

Question 4

What is the primary advantage of Internet recruiting

A)availability to candidates with technology access and know-how
B)reaching a large applicant pool at minimal cost
C)fewer concerns about confidentiality
D)receiving a large number of résumés

Question 5

Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection

A)direct discrimination
B)systemic discrimination
C)indirect discrimination
D)intentional discrimination

Question 6

Which of the following is a disadvantage of internal job postings

A)It is expensive.
B)It rewards long tenure.
C)There is motivational impact on candidates not selected.
D)Collective agreement prevents best candidate to be hired.

Question 7

Which term refers to advertising that is designed to raise an organization's profile in a positive manner in order to attract interest from job seekers

A)image advertising
B)realistic job preview
C)promotional recruitment
D)branding

Question 8

Which of the following is NOT a factor that plays an influential role in creating accurate expectations that candidates hold about prospective jobs

A)information technology
B)communication media
C)content of information
D)source of information

Question 9

Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job

A)members of a protected group
B)the labour market
C)a contingent work force
D)an applicant pool

Question 10

What is the initial step in the selection process

A)recruitment
B)screening
C)strategy
D)legislation

Question 11

What occurs during the recruitment and selection process when candidates form an opinion that they do not want to work in the organization for which they are being recruited

A)negative perception
B)realistic job preview
C)opting out
D)self-selecting out

Question 12

Which of the following terms refers to contracting with an outside agent to take over specified human resource functions

A)contract work
B)contingent work
C)outsourcing
D)leasing

Question 13

According to the textbook, which of the following is NOT an external factor affecting recruitment

A)labour market
B)competition
C)sustainability
D)legislation

Question 14

What type of measures used to evaluate recruiting methods includes turnover and absenteeism

A)attitudinal
B)performance
C)behavioural
D)subjective

Question 15

According to the opening vignette, Employers Brew up New Ways to Recruit Talent, what percentage of positions is never advertised

A)25 percent
B)40 percent
C)55 percent
D)70 percent

Question 16

According to the textbook, which of the following internal factors affects recruitment

A)supply of labour
B)legal requirements
C)strategic goals
D)competition

Question 17

Which of the following external methods is associated with the highest retention rates

A)referrals
B)employment agencies
C)university job fairs
D)professional associations

Question 18

Which of the following would NOT be considered an effective recruiting guideline

A)Give serious consideration to the content of information presented to candidates, rather than the context in which it is presented.
B)Present important information about the job and the organization to candidates by several different, reliable, and credible sources.
C)Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees.
D)Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative.

Question 19

Which of the following is NOT an outcome of a mismatched individual relative to the job and the organization

A)absenteeism
B)low productivity
C)presenteeism
D)turnover

Question 20

What term is defined as the process through which an organization reaches a decision that a job candidate fits the organization's values and culture, and has the attributes desired by the organization

A)person-job fit
B)person-organization fit
C)cultural fit
D)organizational fit

Question 21

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which factors are LEAST important when BCH is developing its recruitment strategy

A)external factors
B)internal factors
C)labour market factors
D)legislative factors

Question 22

Scenario 6-1
At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president.Like most small companies, TS Inc.frequently uses employee referrals as a method of recruitment.The company wants to use Internet recruitment technologies but is not well versed in information technology.The CEO is very concerned about poor hiring decisions and turnover costs.
Refer to Scenario 6-1.What method of recruiting would be most suitable for hiring aircraft maintenance engineers for TS Inc.

A)internal
B)external
C)internal and external
D)recruiting agency

Question 23

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What is the goal of BCH's nursing job-related selection system

A)to generate an applicant pool for nursing positions in order to provide the required number of qualified nurses for selection
B)to bring nurses into BCH who will perform at above-average levels and who will increase the productivity of the organization
C)to conduct an organizational assessment and job analysis for nursing positions
D)to develop a recruitment strategy and action plan for hiring nurses into BCH

Question 24

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What is the term for BCH's process of gathering information about demographics such as nursing shortages and the aging population

A)needs analysis
B)labour market analysis
C)organizational planning
D)demographic analysis

Question 25

Scenario 6-1
At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president.Like most small companies, TS Inc.frequently uses employee referrals as a method of recruitment.The company wants to use Internet recruitment technologies but is not well versed in information technology.The CEO is very concerned about poor hiring decisions and turnover costs.
Refer to Scenario 6-1.From what labour market should TS Inc.recruit aircraft maintenance engineers

A)local
B)regional
C)global
D)national

Question 26

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which of the following questions would NOT be relevant to a job advertisement campaign to target nursing applicants

A)How will the costs of advertising be balanced by reaching the target applicant pool
B)What advertising media will reach the target applicant pool
C)How many applicants do we need to fill the position with qualified people
D)What type of ad content will attract the target applicant pool's attention

Question 27

Scenario 6-1
At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president.Like most small companies, TS Inc.frequently uses employee referrals as a method of recruitment.The company wants to use Internet recruitment technologies but is not well versed in information technology.The CEO is very concerned about poor hiring decisions and turnover costs.
Refer to Scenario 6-1.What does TS Inc.need to consider to ensure a good person-organization fit

A)image advertising and branding
B)creation of high expectations of the candidate
C)sufficient orientation and training
D)accurate communication, perceptions, and expectations

Question 28

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What is the process when a nurse forms the opinion during recruitment that he or she does not want to work for BCH

A)negative organizational perceptions
B)self-selecting out
C)realistic job preview
D)negative job expectations

Question 29

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which two internal factors are influencing BCH's recruitment strategy

A)the scarcity of qualified nursing labour and the legal environment
B)BCH's business plan of becoming an employer of choice and its union contracts
C)the job expectations and the attitudes of the nurse applicants
D)the part-time labour market and outsourcing

Question 30

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What process is designed to raise BCH's profile in a positive manner in order to attract job seekers' interest

A)image advertising
B)branding
C)person-job fit
D)realistic job preview

Question 31

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which of the following approaches can BCH use to ensure that nurse applicants have a realistic understanding of the job they are to perform

A)realistic job previews
B)decision-making training
C)clarifying organizational values and goals
D)self-selecting out

Question 32

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which work alternatives may help BCH recruit and retain both its senior and younger new nurses

A)part-time positions
B)contract positions
C)temporary work
D)family-friendly practices

Question 33

Scenario 6-1
At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president.Like most small companies, TS Inc.frequently uses employee referrals as a method of recruitment.The company wants to use Internet recruitment technologies but is not well versed in information technology.The CEO is very concerned about poor hiring decisions and turnover costs.
Refer to Scenario 6-1.Which of the following would TS Inc.need to be prepared for with a switch to Internet recruiting

A)much higher advertising costs
B)much higher volume of applicants to manage
C)long lead times
D)reduced number of local applicants

Question 34

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Upon what should BCH's nursing recruitment decisions be based

A)an assessment of the labour market
B)new health legislation
C)organizational and job analyses
D)review of mission statement

Question 35

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which two external factors are influencing BCH's recruitment strategy

A)BCH's business plan of becoming an employer of choice and its union contract
B)the job expectations and the attitudes of nurse applicants
C)BCH's organizational and job analysis
D)the scarcity of qualified nursing labour and the legal environment

Question 36

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which strategy is BCH using to establish its identity and perception in the marketplace as an employer of choice

A)image advertising
B)human resource planning
C)branding
D)strategic planning

Question 37

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What does BCH need to consider to ensure a good person-organization fit

A)image advertising
B)creating high expectations
C)recruitment and selection training
D)accurate communication, perceptions, and expectations

Question 38

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.What would be the most effective way to advertise for nurses

A)internal postings job board
B)nurses' professional websites
C)external job board
D)national newspaper

Question 39

Scenario 6-1
At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president.Like most small companies, TS Inc.frequently uses employee referrals as a method of recruitment.The company wants to use Internet recruitment technologies but is not well versed in information technology.The CEO is very concerned about poor hiring decisions and turnover costs.
Refer to Scenario 6-1.What would be the LEAST effective e-recruitment method for recruiting aircraft maintenance engineers

A)national and international Internet job boards (e.g., Workopolis.ca)
B)professional and career websites (e.g., aviation professional and industry associations)
C)technical school websites (e.g., recent aircraft maintenance engineer graduates)
D)TS Inc.'s website

Question 40

Scenario 6-2
The shortage of professionals is a well-documented global issue occurring in countries with aging populations.As a result, an organization such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, is experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary caregiver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.
Refer to Scenario 6-2.Which of the following conditions is important, but not always the most influential factor in attracting highly educated professional nurses to BCH

A)opportunity to incorporate their interests and values
B)autonomy and decision-making authority
C)opportunities for self-development
D)security and income

Question 41

There is evidence that employees recruited by referral remain longer in the organization.

Question 42

Recruitment is done separately from the selection process.

Question 43

One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.

Question 44

Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of themselves.

Question 45

Unlike job boards, there is no cost to joining a social network.

Question 46

What is recruitment
What information does an organization need to make a decision to recruit

Question 47

Mission and values do NOT play a role in the recruitment process.

Question 48

According to the textbook, approximately 87 percent of respondents to a Jobvite survey indicated that they use some form of social media to recruit.

Question 49

Ensuring accurate job expectations during the recruitment and selection process helps develop a good organization-job fit between the person and the organization.

Question 50

Realistic job previews are intended to improve the fit between the job candidate and the organization.

Question 51

Choose an organization you are familiar with.Describe three constraints affecting the organization's recruitment and selection process.

Question 52

Scenario 6-3
You are an HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers.As the baby boom generation retires, it is getting more difficult to find replacements to fill management-level public-sector positions.You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning.In trying to recruit business school graduates, you have heard young job seekers state that they perceive government as a negative place to work and would not consider applying for government management positions.
Refer to Scenario 6-3.What is an important but not always the most influential factor when attracting young business graduates

A)opportunity to use their knowledge, skills, and abilities
B)reputation of the organization and location
C)flexible work schedule
D)security and income

Question 53

Scenario 6-3
You are an HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers.As the baby boom generation retires, it is getting more difficult to find replacements to fill management-level public-sector positions.You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning.In trying to recruit business school graduates, you have heard young job seekers state that they perceive government as a negative place to work and would not consider applying for government management positions.
Refer to Scenario 6-3.What might the municipalities design to raise their profile in a positive manner in order to attract young business job seekers

A)image advertising
B)a corporate image
C)branding
D)realistic job previews

Question 54

Scenario 6-3
You are an HRM consultant working with several municipal governments across Eastern Canada to help them recruit future managers.As the baby boom generation retires, it is getting more difficult to find replacements to fill management-level public-sector positions.You have been involved in promoting several managers from within the organizations and have embarked on a program of leadership development and succession planning.In trying to recruit business school graduates, you have heard young job seekers state that they perceive government as a negative place to work and would not consider applying for government management positions.
Refer to Scenario 6-3.How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers

A)image advertising
B)a corporate image
C)branding
D)realistic job previews

Question 55

Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.

Question 56

One disadvantage of Internet recruiting is that it results in an overwhelming number of applicants, many of whom are unqualified.

Question 57

Walk-in and write-in methods of job recruitment are inexpensive ways to fill entry-level positions, and they are more effective than referrals because there is no nepotism.

Question 58

Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.

Question 59

The best defence against charges of systemic discrimination is to document that every attempt has been made to attract members from the protected group.

Question 60

One disadvantage of employee referrals is that they may lead to discrimination and inbreeding.

Question 61

What is person job-organization fit
Why is it an important consideration in recruitment

Question 62

TS Inc.is a growing BC aviation company of 30 employees.The company requires an aircraft maintenance engineer.What would be the most effective recruitment method for reaching this applicant pool
Describe the specific methods you would use and their advantages.Discuss how you would address the disadvantages of your chosen methods.Describe the steps you would take if you are unable to recruit sufficient employees for the job.

Question 63

Describe an organization you are familiar with.Describe the current and potential influence that the organization's external environment has on the human resource management planning, staffing and retention practices, and how the organization can respond to these challenges.Describe the organization's internal environment and its relationship to the organization's strategy and its human resource planning, recruitment, selection, and retention practices.

Question 64

Why is corporate image important in recruiting efforts
Explain the difference between image advertising and branding.

Question 65

Social networks are increasingly being used as a powerful recruiting method by employers.What is social networking
As an applicant, what are the advantages and disadvantages of using social networks to apply for a position

Question 66

Scribe Engineering has experienced a high turnover rate of its administrative assistant positions.The hiring decision and the candidate's job acceptance are based on limited information about the future work.What can Scribe Engineering do to ensure that candidates have a realistic understanding of the organization and the administrative assistant positions

Question 67

Choose an organization and specific job position you are familiar with.Describe three internal and/or external recruitment methods you would suggest for recruiting for your chosen position.Describe their advantages and how you would deal with the disadvantages of your chosen methods.

Question 68

Shortages of health-care professionals are a well-documented global issue occurring in countries with aging populations.As a result, organizations such as BCH, a health-care organization that oversees many diverse unionized health services in British Columbia, are experiencing staff shortages in nursing.Patients' waiting times have increased dramatically.Sixty percent of the nurses will be eligible for retirement by 2022.Young graduate nurses are moving out of the province to health-care providers that are aggressively recruiting and providing new hires with incentives ranging from flexible work alternatives to educational funding support.Twenty percent of nurses are off the job due to illness or injury.Eighty percent of nurses are single parents, support an elderly parent(s), or are a primary care giver.BCH believes that becoming an "employer of choice" is a way to attract and retain its health-care professionals.Develop a comprehensive recruitment strategy for nurses at BCH.