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HSCI 416 FINAL EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE $10.99   Add to cart

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HSCI 416 FINAL EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE

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HSCI 416 FINAL EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE Recruitment goal Gather as many qualified applicants as possible Factors that affect job choice Individual and organzational characteristics Orgazational characteristics Compensation, advancement opport...

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  • November 10, 2024
  • 29
  • 2024/2025
  • Exam (elaborations)
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HSCI 416 FINAL EXAM QUESTIONS AND ANSWERS WITH

COMPLETE SOLUTIONS VERIFIED LATEST UPDATE


Recruitment goal


Gather as many qualified applicants as possible


Factors that affect job choice


Individual and organzational characteristics


Orgazational characteristics


Compensation, advancement opportunities, job security and a future, location


Individual characterisitics


Where you are at in life


How do you attract qualified candidates?


Advertising, website, job fairs, signaling to potential candidates


HR plan


Foundation of the recruitment process. Recruitment process begins with job analysis


External recruitment pros and cons

,(Hiring outside)

Pros: diverse applicant pool, more innovation, easier to find people with qualifications

Cons: onboarding and training, expensive


Internal recruitment pros and cons


(Hiring within)

Pros: familiar with org, boosts morale because people see advancement

Cons: training, ripple effect, peter principle, tensions because of advancement


Peter principle


Employees promoted until they reach one position above their competence. Employees promoted

regardless of their aptitude for the new position


When you are hirint a CEO, do you prefer external or internal recruitment?


External- hard to train a CEO, new perspectuves, no political issues


External recruitment sources


Referrals, former employees, employment agencies, exec search firms, want to maximize the right

candidate will accept job


What should be communicated?


Job basics, application process, organization and department basis


Recruitment message


signaling "work for us" mailers, won't tell you cons of position


Realistic Job Preview

, pratical information about job requirements, expectations and the work environment


Positives of realistic job preview


presented to new hires before start, leads to high performance,/ lower attrition, lowers turnover overall,

lowers initial expectations lower voluntary turnover


Negatives of realistic job preview


might scare them away BUT better if people leave now rather than later


How the recruitment function can be measured for success?


METRICS

quality / quality of applications

Overall recruitment cost/ cost per applicant

Diversity of applications

Recruitment time/ time to fill

Vacancy rates


Selection (matching)


process of collecting and evaluating applicant information


Cultural fit


Existing workplace culture


Person Job Fit


A person fits in with the job


Job requirements and selection tools

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