HRM 2A Session 2 (recruitment)

What is the aim of recruitment?

• To ensure that all recruitment activities contribute to company goals and a desirable company image

• To use a biased process

• To conduct activities in an inefficient and costly manner

• To obtain a pool of unsuitable candidates for vacant posts

According to Taylor and Collins (2000), what is the most critical human resource function for organisational survival and success?

• Training and development

• Performance management

• Compensation and benefits

• Recruitment

What is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organisation called?

• Recruitment

• Human resource planning

• Job analysis

• Staff planning

What does staff planning involve?

• Taking account of the challenges within the changing world of work

• Ignoring the time and location dimension

• Understanding only quantitative staffing needs

• Undertaking short-term planning in a certain environment

What are the four dimensions to take into account when considering staffing needs?

• Quantitative dimension, Qualitative dimension, Location dimension, Reliability of human resources planning

• Quantitative dimension, Time dimension, Location dimension, Reliability of human resources planning

• Qualitative dimension, Time dimension, Location dimension, Predictions about the economic development of a company

• Quantitative dimension, Qualitative dimension, Time dimension, Location dimension

What are the pre-recruitment steps in the recruitment process?

• Job Description, Job Analysis, Recruitment Process

• Job Description, Person Specification, Job Analysis

• Person Specification, Job Description, Recruitment Process

• Person Specification, Job Analysis, Recruitment Process

What are the challenges in the changing world of work mentioned in the text?

• Reliability of human resources planning, The shortage of qualified workers, Advances in technology, The diversity and variability of employees’ interests

• Predictions about the economic development of a company, The short-lived nature of many decisions, Line managers, sceptical about top-down staff planning, Accuracy of quantitative capabilities of employees

• The shortage of qualified workers, The short-lived nature of many decisions, Line managers, sceptical about top-down staff planning, Advances in technology

• Reliability of human resources planning, The shortage of qualified workers, The short-lived nature of many decisions, Line managers, sceptical about top-down staff planning

According to Saks (2005), what should recruitment activities enhance?

• The probability that applicants will reject a job offer

• The probability that applicants will accept a job offer

• Applicants' attraction to the organisation as an employer

• Applicants' disinterest in the organisation as an employer