MGT 340 CH 5-6 Planning, Recruiting, and Selecting Employees

What is the first step in HR planning?

Personal forecasting, which involves trend analysis and judgment to determine HR supply and demand

What are leading indicators in HR planning?

Economic or workforce trends that help predict future labor needs.

How does a transitional matrix help in HR planning?

It identifies internal job transitions and turnover trends.

What are fast but painful ways to reduce a labor surplus?

Downsizing, pay reductions, and demotions.

What is a slow but less painful way to reduce a surplus?

Hiring freeze or natural attrition.

Why can early retirement programs backfire?

They may encourage top performers to leave.

What is the quickest way to address a labor shortage?

Overtime

What is a long-term but expensive solution to a labor shortage?

Hiring new employees

How can technology help address labor shortages?

It substitutes for labor but is costly and slow to implement.

What makes job vacancies more attractive?

Internal promotions, lead-the-market pay, and due-process policies.

How does the internet help recruitment?

It aligns the company’s image with the job-seeker experience through media and engagement.

What is an advantage of internal recruiting?

It motivates employees and provides known talent.

What is a disadvantage of internal recruiting?

It may not meet all labor needs.

What is a risk of referrals and direct applicants?

Potential unfairness and nepotism concerns.

What is an advantage of using schools and colleges for recruiting?

Access to top new talent at a low cost.

What type of recruiter is seen as most credible?

A job expert rather than an HR specialist.

What recruiter behavior is most effective?

Being warm and informative.

Why should recruiters give realistic job previews?

They reduce turnover, despite having a weak impact.

What is the first step in the selection process?

Reviewing applications and résumés.

What happens after candidates pass the initial screening?

They take tests and undergo interviews.

What is the final step in the selection process?

Making a job offer and placing the candidate.

What is reliability in selection methods?

Consistency in measurement, free from random error.

What is validity in selection methods?

The method accurately predicts job performance.

What is criterion-related validity?

A correlation between test scores and job performance.

What does it mean if a selection method is generalizable?

It applies to multiple job situations.

What is utility in selection methods?

The method provides more economic value than its cost.

What must selection methods avoid?

Discrimination and violation of disability rights.

What types of personal information are protected in selection?

Race, sex, religion, disability status.

What must employers do before conducting background checks?

Obtain consent from candidates.

What is an advantage of using employment tests?

They provide objective evaluations.

What is a major drawback of interviews?

Potential bias and high costs.

Why are structured interviews preferred?

They are more valid than unstructured interviews.

What is a risk of physical ability tests?

They may be discriminatory if not job-related.

Why are cognitive ability tests useful?

They predict job performance, especially for complex jobs.

What is a potential issue with personality tests?

They must be job-related to be valid.

What is the multiple-hurdle model?

Candidates must pass each stage to advance in the hiring process.

What is the compensatory model?

Weakness in one area can be offset by strength in another.