week 4

Question 1

what are recruitment considerations

Answer 1

Hiring manager involved, o Advocate for what they need with HR function
o Advocate for aspects and elements of the job

Question 2

competitors affect ability to attract so need hiring managers to

Answer 2

advocate here so can see with HR what supply is and needs to attract

Question 3

Choose recruitment method based on

Answer 3

Time, money, HR, time and tech

Question 4

if econ is good need

Answer 4

will need do more if economy good and lots of jobs
o Not just passively find people but ways to actively recruit people who not looking for work where we can interest people to work for us

Question 5

Recruit technolgy is related to

Answer 5

applicant tracking, can find if not hire and need later

Question 6

HR recruit considerations like

Answer 6

• Employer branding  how you are seen based feeling emotions and reality

Question 7

employer branding is

Answer 7

o What is this company like to work for, image or impression based on benefits of being employed by this org

Question 8

employer brand exampples inculeds

Answer 8

functional benefit- personal dev
econ beenfit
pyschological benefit

Question 9

3 steps employer brandin

Answer 9

o 3 steps 1- define audience, dev value proposition for employee like green 3- reinforce proposition in communication

Question 10

how establish brand

Answer 10

o Advertising
o Onboarding effect stories employees tell
o Networking events

Question 11

recruit process

Answer 11

o 1- job open through HR or unexpectedly
o 2- job req dev
o 3- recruit method choose
o 4- pool applicant generated

Question 12

adv hire withi

Answer 12

see role promotions and access to job within org after perform well then more likely to be motivated to do so.
longer term prespective
less oreint

Question 13

dis adv hire within

Answer 13

of people apply for same position might think that they deserved leading to discontent
diversity
inbreeding/mantain status quo

Question 14

2 ways hiring internally

Answer 14

posting - anyone can apply, can do internal vs external or both. Job posted and notify employees
slotting- ID specific people who are moved into jobor

Question 15

For slotting what is needed

Answer 15

 Need good HR record like skill inv without then bias and social compatibility kick in

Question 16

posting better bc

Answer 16

everyone get chance, less favourtisim, show org commit to career grow

Question 17

dis adv posting

Answer 17

 Un-Successful candidate can be unmotivated if not given feedback
 Competition among candidates can disrupt the team

Question 18

adv external recruit

Answer 18

more KSA, larger pool, diversity, reduce internal rivalry

Question 19

yield ratio is

Answer 19

indicate best method as % of applicants that move on

Question 20

method external recuit

Answer 20

Company website- alerts with tech to make meaningful
emplloyee refferal- potential for inbreed
employe agency
trade assoc
former employee
search firms
job boards
online netowrk site
cold call
print ads

Question 21

search firms used for, and how work

Answer 21

 Primary for exec but cost a lot of money use for hard hire or senior exec
 Companies will actively try to find people in other places and will cold call them
* Sometimes company try to hide org chart or info to avoid being head hunted

usually charge % of annual salary after stages

Question 22

what is crowd source jobs

Answer 22

recruiter mines applicant site for mach info with current employee, when find info ask current employee suitability

Question 23

online recruit method issue and how overcome

Answer 23

applications vast ad not good,
Application screen systems with questions
 Say what advanced means/ give demo of level needed ! And keep that info for future

Question 24

mthod to recruit diverse 4 groups

Answer 24

o Train unconscious bias
o Make accessible

Question 25

chalenges for recruiters

Answer 25

hybrid work
paradox of choice-ppl think grass is greener
Compensation polcy
diversity

Question 26

selection process

Answer 26

1- determine who involved: sense ownership and dev criteria
2- determine must have and nice to have:
3- determine assessment stats and eval form
4- dev interview qs and job specefications

Question 27

slection testing expensive so

Answer 27

spend it later when know good canidate

Question 28

prescreen process

Answer 28

o Review cv and cl for which ones to pursue  take out the garbage must meet job req
phone interview
data anlysis

Question 29

selection testing is role depedant to try to

Answer 29

assess job related skills general intelligence etc.

Question 30

o Test must be reliable which means

Answer 30

yield comparable data over time and valid: test measure what we want

Question 31

work sampling

Answer 31

in basket test ask them to do task related to the job, specific skills

Question 32

job speceifc test

Answer 32

work sample, presentations achivement test like coding

Question 33

personality / interest test

Answer 33

 like big 5 but issues is can fake
 interest test = compare interest in diff occupation and select based off interest of high performers

Question 34

medical test used for

Answer 34

 As baseline if BFOR to see fitness
 Substances abuse test not allowed in Can

Question 35

assesment center does test like

Answer 35

 Like in basket test, leaderless discussion and simulations

Question 36

issue with intervie

Answer 36

o Typically relied upon too much, too many bias

Question 37

interviewer objectives

Answer 37

assess qualifications, observe communication skils
promote org

Question 38

applicant objective in interview

Answer 38

present positive image, explore career opp and learn about work enviroemnt

Question 39

types of interview q’s

Answer 39

o Situational: if put in this situation do what
 Make believe, not effective on its own
o Behavioral: tell me about a time
 Effective because past is repeated in future

Question 40

pannell interview benefit

Answer 40

 Info accurately record and various q on expertise

Question 41

mass interview

Answer 41

lots of people, panel pose prob and watch formulate answer

Question 42

beenfit async interview

Answer 42

 Benefit of a-sync is screen out more and have lots of people hear answers , but more bias

Question 43

prob with interviews

Answer 43

poor plan, bias, poor knowledge, negative emphasis, leading, too much or too little talking, wrong person

Question 44

type of bias percetpion error in interviews

Answer 44

 Snap judgement first impression negative more likely be held
 Halo effect
 Similar to me bias
 Contrast/ candidate order
 Stereotypes

Question 45

how to interview

Answer 45

etsablish rapport, ask q and take ntes to reduce snap judge and judge on same criteria, ends with qs, review asap

Question 46

qualified privleage for refrence as long as

Answer 46

s long as honest and fair

Question 47

how deal with unsucessful canidates

Answer 47

follow on promise for brand and may need in future