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Recruitment and Selection > Chapter 1: An Introduction to Recruitment and Selection > Flashcards

Chapter 1: An Introduction to Recruitment and Selection Flashcards

1
Q

What does SHRM stand for?

A

Society for Human Resource Management

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2
Q

Signs you made a bad hire?

A

-Not having the required skills
-Constantly complaining
-Conflicts with coworkers
-Missed deadlines
-Poor work quality
-Attendance problems
-Underperformance
-Decrease in morale
-Unhappiness
-Always on your mind

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3
Q

What should you do with a bad hire?

A
  1. Train them to adapt to your organization
  2. Transfer then to a different position where they are better qualified
  3. Terminate their employment
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4
Q

What are “best practices”?

A

Valid, reliable, and legally defensible. They must comply with relevant legislation.

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5
Q

Best practices are…

A
  • supported by empirical evidence
  • do not involve hunches or guesses
  • involve the ethical treatment of job applicants
  • result from HR
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6
Q

Recruitment and selection make up only one component of an HR system that must…

A

(a) align with the organization’s vision, mission, and values(as expressed through its strategic objectives)
(b) comply with legislative requirements
(c) adapt to social-economic forces

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7
Q

HR, as a system, is embedded within a larger system(the organization), which itself is embedded within an even larger system(its external environment)

A

Organizational effectiveness is benefited when all three systems operate in synchrony

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8
Q

Talent Management definition

A

Capturing an organization’s commitment to recruit, hire , develop, and retain talented employees. It describes an organization’s commitment to aligning all its HR practices and processes(called High-Performance Work System [HPWS]) toward building and maintaining a high performance workforce.

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9
Q

7 Categories of Talent Management

A
  1. Recruitment and Selection
  2. Strategic HR Planning
  3. Training and Development
  4. Succession Planning
  5. Compensation and Benefits
  6. Performance Management
  7. Career Management
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10
Q

Human Resources Information Systems(HRIS)

A

HRIS are computer-based systems that track employee data, the needs of HR, and the requirements and competencies needed for different positions. Generally bundled with payroll and accounting functions

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11
Q

Recruitment

A

Is the generation of an applicant pool for a position or job to provide the required number of candidates for a subsequent selection or promotion program.

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12
Q

Selection

A

Is the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements.

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13
Q

Bad hires can cost the organization…

A

as much as 30% of a new hire’s earnings

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14
Q

Effective recruitment and selection practices…

A

identify job applicants with the appropriate level of knowledge, skills, abilities and other requirements for successful performance in a job

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15
Q

Effective recruitment and selection strategies…

A

flow from an organization’s strategic objectives

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16
Q

Strategic Planning Process relevant to R&S

A
  • vision, mission, and values statements
  • develop strategic objectives
  • analyze the environment
  • identify the competitive edge
  • determine the competitive position
  • implement the strategy
17
Q

Vision statements

A

convey an organization’s aspirations, describing a desirable future state that serves to guide the organization’s behaviour

18
Q

Mission statements

A

convey the core purpose of the organization; they define the organization’s business; and they are the guiding force that provides employees with a direction, purpose, and context

19
Q

A value statement

A

expresses an organization’s core beliefs so that staff and clients are aware of its priorities and goals

20
Q

Strategy

A

is the formulation of action plans for achieving an organization’s goals

21
Q

Analyze the environment

A
  • Legislative environment (R&S must follow laws and regulations)
  • Global competition
  • The economic climate (economic booms lead to skilled labour shortages)
  • Rapid advances in technology and the internet
  • Changing workforce demographics (66.5% are 18-64, and 28.3% are 45-64)
  • Type of organization (public or private)
  • Organizational restructuring (technology is reducing the need for labour)
  • Redefining jobs (employees change jobs often)
  • Unionized work environments
22
Q

What does the environmental scan include?

A
  • Knowing changes in employment law and government regulations
  • Markets (domestic and global)
  • Economic climate
  • Advances in technology
  • Workforce demographics
23
Q

Visible minorities compromise

A

22.3% of the Canadian population, and Aboriginal people make up 6.2%

24
Q

Types of organizations?

A
  1. Public sector: both federal and provincial have more formalized R&S systems, and they are highly unionized
  2. Private sector: R&S vary by the type and size of the business or industry. Smaller organizations use family or friends connections, and larger organizations use more formal R&S.
25
Q

How many people work in unionized environments in Canada?

A

30%

26
Q

How can organizations retain the best talent and become more competitive and successful?

A
  • Identifying their target group of applicants and;
  • Designing their recruitment message to emphasize job/organizational attributes that are attractive to the target group
27
Q

How to determine the competitve position?

A

Employ best practices in recruiting and selecting staff

28
Q

Effective HRM contributes to…

A

organizational survival, success, and renewal

29
Q

Elements of a recruitment and selection action plan

A
  1. Develop recruitment strategy
  2. Develop the applicant pool
  3. Screen the applicant pool
  4. Review and select job applicants
  5. Evaluate the recruiting and selection effort
30
Q

What are professional associations involved in recruitment and selection?

A
  1. Chartered Professionals in Human Resources (CPHR)
  2. Membership Qualifications
  3. Professional Certification Offered
  4. Canadian Psychological Association (including the Canadian Society for Industrial and Organizational Psychology)
31
Q

Advantages to attaining your CPHR designation:

A
  1. Proven expertise
  2. Continual learning
  3. Demonstrated commitment
  4. Knowledge community
  5. Ethical behaviour
32
Q

The CPA’s Canadian Code of Ethics for Psychologists presents the following 4 ethical principles:

A
  1. Respect for the dignity of persons
  2. Responsible caring
  3. Integrity in relationships
  4. Responsibility to society
33
Q

Professional standards

A

follow from a code of ethics and provide guidance on how members should behave in certain situations including the use of employment tests

Recruitment and Selection (2 decks)

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