HR-exam 2 - recruitment and labor markets

employer branding

what people feel and think about working for your company

EVP-employee value proposition

what your company actually offers employees like competitive pay, hybrid work options and clear career growth paths

tight labor markets

few candidates, Hight demand

loose labor markets 

many candidates, low demand 

adapting strategies to labor markets

adjusting recruitment efforts depending on whether talent supply is scarce or abundant 

avoiding discrimination (illegal questions)

employers cannot ask about protected characteristics (age,religion,marital status)

reliability in selection

consistency of results

validity in selection

accuracy in measuring job-related skills

social media screening risks

reviewing candidates’ online profiles can expose employers to discrimination frisks if not used carefully 

internal

hiring from within

external

seeking outside candidates

diversity

balance affects innovation and diversity

employer branding-Char

focuses on how the organization is perceived as a workplace 

builds trust, reputation, and emotional connection with candidates

uses storytelling, social media, and employee testimonials

influences applicant quality and retention

aligns with company culture and mission

employee value proposition (EVP)-Char

describes the total rewards and experiences offered to employees 

includes compensation, benefits, flexibility, culture, growth, and recognition 

must be unique, consistent, and authentic 

supports recruitment and retention strategies

help different the company from competitors 

tight labor markets-Char

labor demand is greater than labor supply

companies compete fiercely for limited talent

wages, benefits, and job offer increase

recruitment takes longer and costs more 

common during economic expansion 

Losses labor markets-Char

labor supply is greater than labor demand

many applicants available for few jobs opening 

easier and cheaper to hire 

wages and benefits may stagnate 

common during recessions or layoffs 

tight markets-Char

focus on retention

flexible work

EVP promotion 

loose markets-Char

focus on screening and selecting top talent efficiently

may involve changing job ads, sourcing channels, or incentives

reflects agility in HR planning

Avoiding discrimination (illegal questions)-Char

stay compliant with EEO and labor laws 

do not ask questions about 

age, race, religion, marital/family status, disabilities, or sexual orientation 

focus only on job-related qualifications 

prevents bias and legal risk 

promotes fairness and diversity 

Reliability selection-Char

test or assessment gives consistent results over time

validity selection-Char

test accurately measures what claims (jobs skills)

social media screening risks-char

can expose private or protected information (religion disability 

may lead to unconscious bias or discrimination claims 

should be consistent, job-related and claims and documented 

best sone by HR or third parties not hiring managers 

internal recruiting-Char

promotes from within

boosts morale and motivation

reduces training time and cost 

may limit diversity and new ideas 

external recruiting-Char

brings in fresh talent and perspectives

expands diversity and innovation 

often more expensive and time-consuming 

requires cultural adjustment for new hire 

employer branding-False

employer branding focuses on how customers view the company products 

employer branding has no connection to the company culture or mission 

employer branding-true 

a strong employer brand helps attract and retain talented employees

positive employee experiences contribute to a strong employer brand  

EVP-false

pay and benefits are the only components of an EVP 

the EVP should be inconsistent to keep employees guessing 

EVP-true

The employee value proposition describes what the company offers to employees in return for their work 

a well-designed EVP can help reduce turnover and improve engagement 

tight VS loose labor markets-false

a loose labor market means the demand for workers is higher than supply

employers have more power in tight labor market job seekers have more leverage 

tight VS loose labor markets-True

in a tight labor market, there are more job opening than qualified worker

in a loose labor market, it’s easier and cheaper for employers to find candidates 

wages and benefits typically rise in tight labor market 

adapting strategies to labor markets-False

recruitment strategies should remain the same regardless of labor market conditions

adapting strategies to labor markets-true

in a loose market, employers can be more selective in choosing employees

adapting recruitment strategies helps maintain competitiveness and agility 

in a tight labor market employers may need to improve pay and flexibly to attract talent 

avoiding discrimination (illegal questions)-False

Asking about a candidate’s age or marital status during an interview is appropriate.

It’s acceptable to ask about religion if the job involves working on weekends.

avoiding discrimination (illegal questions)-true

Employers should only ask questions related to job performance and qualifications.

Avoiding illegal interview questions helps prevent bias and protects the company legally.

Reliability & Validity in Selection-False

A test can be valid even if it’s not reliable. — reliability is a prerequisite for validity.

Reliability & Validity in Selection-True

Reliability means that a test or assessment gives consistent results over time. 

Validity measures whether a test accurately predicts job performance. 

Using valid and reliable selection tools helps improve hiring decisions.

Social Media Screening Risks-False

Employers can freely make hiring decisions based on what they find on social media.

It’s safest for hiring managers to personally check every candidate’s social media account.

Social Media Screening Risks-True

Reviewing a candidate’s social media can reveal protected information, creating legal risks. 

Social media screening should be applied consistently to all applicants.

Internal vs. External Recruiting & Diversity-False 

Internal recruiting usually costs more than external recruiting

External recruiting takes less time than internal recruiting.

Internal vs. External Recruiting & Diversity-True

Internal recruiting promotes current employees into new roles.

External recruiting often brings fresh perspectives and greater diversity

Overusing internal recruiting can limit diversity and innovation