Module 4

Question 1

Recruitment:

Answer 1

Finding and attracting suitable candidates to apply for employment.

Question 2

Rule of thumb for recruitment:

Answer 2

The more specialised the required skill set, the longer it takes and the more expensive it gets to hire the right candidate.

Question 3

Qualities of Internal Recruitment:

Answer 3

• Faster and less costly
• Employee knows & is known to the organisation
• Little culture adjustment required
• Increased morale & dedication
• Difficulties with team dynamics
• Reinforces existing structures & biases

Question 4

Qualities of External Recruitment:

Answer 4

• Brings in new perspective
• Can improve diversity & inclusion
• Takes time & can be expensive
• Training costs
• Need to build internal network
• Takes longer to be up to speed

Question 5

What makes the role of a recruiter hard?

Answer 5

• Unrealistic requirements by hiring managers
• Internal compensation policies
• External constraints
• Budget and other internal constraints

Question 6

Traditional Recruitment Methods:

Answer 6

• Walk-ins & write-ins
• Employee referrals
• Job fairs
• Advertising

Question 7

Explain the walk-in/write-in recruitment method:

Answer 7

Applicants drop off their cv without applying for a specific job.

Question 8

Explain the employee referrals recruitment method:

Answer 8

Potentially better fit between employee and organisation, some companies pay referral bonus, and may not attract diverse candidates.

Question 9

Explain the job fair recruitment method:

Answer 9

Effective method for recruiters to identify numerous candidates for different roles.

Question 10

Explain the advertising recruitment method:

Answer 10

Typically includes ads in newspaper, TV, radio, transit, etc.

Question 11

Explain the recruitment via internet and social media:

Answer 11

Makes available positions known to a wide audience including talent abroad. Number of applicants can be unmanagable.

Question 12

List other recruitment methods:

Answer 12

• Employment and Social Development Canada (ESDC)
• Employment Agencies
• Headhunters
• Professional Associations
• Temporary Help Agencies

Question 13

What does the recruitment method used depend on?

Answer 13

• Time available
• Skills required
• Number of positions to be filled
• Internal constraints
• Budget available
• Previously successful methods

Question 14

List the most common measures of of the success of a recruitment function from least to most effective:

Answer 14

• Cost per hire (least effective)
• Quality of hire
• Time per hire
• Offers accepted (most effective)

Question 15

Selection:

Answer 15

Reducing the pool of applicants identified through recruitment methods to the new hires.

Question 16

List some selection method:

Answer 16

• interviews
• tests
• reference checks
• realistic job preview
• medical and drug testing

Question 17

What kinds of tests can be used in the selection method?

Answer 17

• personality tests
• ability tests
• knowledge tests
• performance tests
• integrity tests

Question 18

Why is test reliability and validity important:

Answer 18

Invalid tests are useless, eliminating candidates based on invalidate can create legal exposures, standardized test, usually have reliability and validity tested.

Question 19

Explain reference checks:

Answer 19

• might be helpful to detect more blatant fraud by applicants
• should be used with a lot of caution
• can be written or via phone
• be mindful of one in the selection process to ask for references
• too many restrictions on references may eliminate otherwise suitable candidates
• no reference most recent current employer is not always a red flag

Question 20

Realistic Job Previews as a Selection Method:

Answer 20

Helps candidates get a realistic understanding of the job prior to hiring.

Question 21

Medical & Drug Testing as a Selection Method:

Answer 21

Can be legally messy as drug dependency is considered a disability, only do it if absolutely required for the job.

Question 22

Interviews as a Selection Method:

Answer 22

The most common selection method which allows for meaningful two-way communication with applicants.

Question 23

What are some difficulties when it comes to panel interviews?

Answer 23

They can be stressful for the applicant and they require the coordination of the panel.

Question 24

Outline the interview process:

Answer 24

1. Preparation
2. Rapport
3. Information Exchange
4. Termination
5. Evaluation

Question 25

What does the Preparation stage of the interview process entail?

Answer 25

• Prepare interview questions
• Prepare scoring guide
• Prepare for potential candidate questions
• Sort out technology (if online)
• Coordinate between panel members

Question 26

What is the Rapport stage of the interview process entail?

Answer 26

• Greeting the candidate friendly
• Start off with non-threatening questions
• Be aware of your body language
• Offer water/coffee if in person
• If remote check for technical issues

Question 27

What is the Information Exchange stage of the interview process entail?

Answer 27

• Ask open ended questions
• Ask follow up questions where necessary
• Allow meaningful two-way communication
• Let the candidates ask questions

Question 28

What is the Termination stage of the interview process entail?

Answer 28

• Stick to the agreed upon duration, or ask permission to run over
• Inform candidate about next steps including their timeline
• Ask whether the candidate has final questions

Question 29

What is the Evaluation satge of the interview process entail?

Answer 29

• Do immediately after the interview
• Stick to scoring guide
• Discuss with fellow panel members
• Make sure to get back to the candidate if they had any unanswered questions

Question 30

What are the main types of common interview questions?

Answer 30

• Behavioural questions
• Work environment
• Leadership/management style
• Problem Solving/Decision Making

Question 31

What are some common interview mistakes by the interviewer?

Answer 31

• Halo effect
• Domination
• First impression error
• Stereotyping

Question 32

What are some common interview mistakes by the interviewee?

Answer 32

• Bragging
• Not listening to the questions
• Reading a script
• Talking too much

Question 33

What are some common interview mistakes by both parties?

Answer 33

• Not being properly prepared
• Talking about topics other than the role
• Checking phone
• Fidgeting

Question 34

What can create difficulties when it comes to the final hiring decision?

Answer 34

Deciding against the hiring manager can backfire, the more the hiring manager is involved the more they will likely support the new hire.

Question 35

How can the final hiring decision making be made?

Answer 35

• Subjective approach
• Multiple cut-off approach
• Compensatory approach

Question 36

What is the subjective hiring/decision making approach?

Answer 36

Decision maker determines the successful candidate based on results of all selection methods.

Question 37

What is the multiple cut-off hiring/decision making approach?

Answer 37

Candidates have to have minimum score in each selection method, otherwise get disregarded.

Question 38

What is the compensatory hiring/decision making approach?

Answer 38

The candidate with the highest score across all methods gets selected.

Question 39

How should unsuccessful candidates be handled?

Answer 39

• Let them know
• If they may be a good fit for the organisation, retain their application for future roles
• Some organisations survey their declined applicants about their experience
• Be mindful of your reputation
• Never offend a candidate