Chapters 11 and 12

Sally is a human resource manager with Weldun Cooking Supplies who needs to recruit sales professionals to fill several positions within her company. Sally is likely to rely on external recruiting sources if she:

• wants to eliminate the need to meet affirmative action regulations.

• believes that Weldun's current employees do not have the qualifications necessary to successfully fill the positions.

• places a great deal of importance on maintaining high morale for current workers.

• needs to keep the cost of her recruiting effor

Andrew took a job with a company that strives to market several new consumer products each year. Prior to this position, he worked in a research lab at a university where he studied nanotechnology. He accepted the new position because the salary was significantly above what he previously made. Within a month's time at the new job, his manager began to have reservations about bringing him on board. Andrew seemed to prefer to work independently of others, and when he did interact with his new colleagues, he passed along subtle reminders of his extensive and superior academic credentials. From a recruitment standpoint, this situation serves as an indication of:

• the benefits of shaking things up a little at work.

• the challenges of trying to convince long-term employees that they need to retrain and continue their education.

• the benefit of external recruitment over internal recruitment, even though in the short run, it may be the more costly approach for the company.

• the importance of finding talent that also fits well with the corporate culture.

Charlie is the director for a small nonprofit company that provides jobs for disabled Americans. One of his most time-consuming responsibilities is finding companies that are willing to hire his company to perform tasks such as bulk mailings and other small jobs that his employees can do in a reasonable amount of time. He needs to recruit an outside sales representative who can dedicate time to meeting with other firms and selling the services of the nonprofit operation. Charlie's nonprofit is similar to a small business with a small amount of funds dedicated toward such a sales position. Under the circumstances, which of the following strategies may be a suitable approach to finding a good sales representative?

• Lure candidates with the promise of a promotion, but with no intention of carrying through.

• Find a qualified volunteer; you can do this easier in a bad economy.

• Partner with the local community college and test-drive students who may want to intern with you.

• Take out large ads in the local newspaper.

When determining the human resources needs for a well-known engineering firm, the HR director realized that the company lacked a critical mass of engineers under the age of 30. The company could not afford to get caught short in this competitive business climate. An important recruitment strategy for the HR director’s department was to start attending college fairs as well as considering hiring interns. We define his recruitment efforts as

• external sources.

• internal sources.

• median sources.

• civilian sources.

Which of the following workers would be the best example of a contingent worker?

• an assembly-line worker who belongs to a union and has 17 years of seniority

• an accountant hired to help during the busy tax season

• an elementary school teacher who just received tenure

• an electrical engineer who frequently travels out of the country to the various

Danielle relies on summer earnings to fund her next year at the university. When she tried to get her old high school summer job back at local Cool Rags Clothier, she learned that the manager no longer hires college students during the summer months. Which of the following strategies do you recommend that Danielle pursue?

• Contact temporary staffing companies.

• Realize that Cool Rags always needs more sales associates in the summer, and stay in contact with the management just in case.

• Look for a permanent position, and quit as it gets closer to the time when you will return to the university.

• Seek the services of a resume consultant, and pay to access a variety of employment tests so that you are prepared when the next job opportunity arises.

Chris is a member of the carpenters' union who recently achieved the classification of journeyman. This means that Chris:

• is a contingent worker.

• passed a written exam, but is still working to learn the basic skills needed to be a carpenter.

• has successfully completed his apprenticeship program.

• is an apprentice and still on the journey of becoming a certified professional carpenter.

At Washington Seat Belt Industries, new workers are immediately assigned to jobs. They learn by doing the actual work and by watching longer-term employees. This company uses a policy of:

• vertical assimilation.

• on-the-job training.

• operational apprenticeships.

• vestibule training.

Julie Daniels recently became a member of the Plumbers Union. She has been told she will work with John Weimeister, a skilled and experienced plumber, for at least three years in order to learn all of the skills and techniques of her craft. This type of training is referred to as:

• skill replication.

• applied supervision.

• apprenticeship training.

• vestibule training.

Before American Road Builders, Inc., permits its new employees to operate the heavy equipment it uses to build roads, it sends them to a nearby classroom where they learn the safe and proper way to work with all of the tools and equipment they will use when they perform their jobs. American Road Builders is using a training technique known as:

• vestibule training.

• offline training.

• job replication.

• modular training.