Week 2

Question 1

What is recruitment vs Selection?

Answer 1

Recruitment is about attracting propective candidates and appealing to them
Selection is about determining which candidate best matches the requirements

Question 2

The strategic approach to recruitment and selection?

Answer 2

1. Business strategy - What are the company goals and objectives
2. Workforce planning - create a plan that ensures the right number, type, and time of hiring
3. Recruitment
4. Selection

Question 3

What is HR forecasting and the process?

Answer 3

HR forecasting is the process of identifying the estimated supply and demand for human resources. The steps are to:
1. Forecasts of labour - create a forecast of supply and demand for specific labour
2. Goal setting and strategic planning
3. Implementation
4. Evaluation

Question 4

What methods/information does forecasting of labour have/produce?

Answer 4

HR forecasting allows the organisation to predict whether the strategic choice will be a success or not. The forecasting process depends on 2 types of information:
1. Quantitative forecasting
2. Qualitative forecasting

Question 5

What are the 3 types of quantitative forecasting?

Answer 5

1. Trend analysis - looks at historical data
2. Ratio analysis - calculates proportions
3. Regression analysis - statistical relationships between variables

Question 6

What are the 2 factors to consider when addressing labour shortages or surplus?

Answer 6

1. Speed - the rate at which the issue is addressed
2. Impact - the output from the actions

Question 7

Wide net vs trawl

Answer 7

Wide nets should be used when trying to find applicants for positions that are hard to fill. A wide trawl should be used when there is a large applicant pool for a job that isn’t too hard to fill

Question 8

2 parts of the job that appeal to applicants?

Answer 8

1. Attractiveness of the job
2. Fit - extent to which the candidate matches the organisation

Question 9

What is an employer brand?

Answer 9

The extent to which an organisation is recognised by internal and external labour market. Applicants should be able to look at the employer brand and identify fit

Question 10

what is effective employer branding?

Answer 10

The perception of brand is important. It is shaped by degree of familiarity and external ratings of reputation.

Question 11

What is perception of brand shaped by?

Answer 11

It is shaped more by diffuse cues than by explicit cues. Diffuse cues are what the office looks like, dress code, represenation. Spending more money on explicit statements is pointless if the diffuse cues say something else

Question 12

What are 2 baskets of employee branding?

Answer 12

1. Instrumental characteristics - the company’s location benefits etc
2. Symbolic characteristics - the tangible, subjective, and abstract elements

Question 13

What are the 2 recruitment strategies?

Answer 13

1. Low involvement strategy which known companies with positive images do.
2. Active involvement strategy which actively discusses to applicants

Question 14

What are the 2 broad recruititing strategies

Answer 14

1. Internal recruitment
2. External recruitment

Question 15

What are the 4 criteria to evaluate recruitment methods?

Answer 15

1. Cost per hire - recruiting costs per hire
2. Time-to-fill rate - time it takes from the job opening announcement till start
3. Diversity
4. Yield ratio - viable applicants divided by total applicants

Question 16

What are the 3 steps in strategic selection?

Answer 16

1. Business strategy - what are the strategic business goals of the organisation?
2. Job analysis - what are the job tasks, duties, responsibilities
3. Selection

Question 17

What are the 3 criteria for the best selection appraoch

Answer 17

1. Validity - Extent to which a selection method measures what its supposed to measure and how well it does it.
2. Reliability - Extent to which the measure consistently measures what its supposed to measure
3. Legality - assessing the quality of the selection and remove biases

Question 18

Explain the legal criteria for the selection approach

Answer 18

Employers are prohibited to discriminate against demographics.

Question 19

What is disparate treatment or direct discrimination?

Answer 19

When an organisation treats members of one demographic group differently from another.

Question 20

Disparate impact or indirect discrimination?

Answer 20

When groups are unequally affected by the same treatment

Question 21

what are the 3 forms of validity?

Answer 21

1. Criterion-related validity - extent to which a test predicts on-the-job performance
2. Content validity - extent to which a test directly samples the knowledge, skills, etc needed to perform a job
3. Construct validity - evaluates test by comparing it to other tests that measure the same thing

Question 22

What is adverse impact?

Answer 22

When employment practices that appear neutral disproportionally impact members of a protected group without business necessity.

Question 23

What is the most important element of an effective interview?

Answer 23

Structure.
Structured interviews are where each applicants are asked the same prespecified set of questions in the same format in the same order

Question 24

what is devolution?

Answer 24

The shift in responsibilities from professional HR managers to line managers

Question 25

What is EBHR

Answer 25

A decision-making process that integrates the best available, critically appraised evidence from multiple sources

Question 26

What is the LESS Model to address people management

Answer 26

1. Local context - considers the facts and data from local organisational context
2. Experience - uses personal professional experience
3. Stakeholders - consider impact of the decisions on stakeholders
4. Scientific Evidence - concerns the scientific research found on the issue

Question 27

What is Leader-memeber Exchange?

Answer 27

A leadership theory that says managers do not treat each employee the same and they develop distinct relationships

Question 28

What elements can help create a high-quality manager and employee relatioship?

Answer 28

1. Employee competence - skilled/talented employees make it easier
2. Manager-employee similarity - people are attracted to similar demographics. High quality relationships are built on common values and perspectives rather than demographics

Question 29

3 categories of interviews

Answer 29

Initial or prescreening interviews - narrows the pool to candidates with the required skils
Evaluative interviews - identifies the most qualified candidates
contingent or follow-up interviews - takes place before the offer