Tutorial 5 – Solutions
Group Activity
1) The Nursing Shortage
This is a good exercise for students to create a recruiting approach for nursing
jobs and use their creativity and what they have learned in the chapter. (LO
5.2 & 5.5; AACSB: Analytic Skills; Learning Outcome: Compare and contrast
different recruitment methods)
2) The Rural Farmer Shortage In China
This is a good exercise for students to create a recruiting approach for rural
farmer jobs and use their creativity and what they have learned in the chapter.
(LO 5.2 & 5.5; AACSB: Analytic Skills; Learning Outcome: Compare and
contrast different recruitment methods)
Discussion Questions
1. What are the pros and con of five sources of job candidates? The
text lists several sources of job candidates, both internal and external.
The student should clearly identify the differences, as well as comparative
strengths and weaknesses of each. There are at least the following
sources to choose from: advertisements, employment agencies, executive
recruiters, state job services, college recruiting efforts, referrals, employee
databases, internal, and talent searches. (LO 5.4-5; AACSB: Reflective
Thinking Skills; Learning Outcome: Explain the process of personnel
planning and forecasting)
2. What are the four main types of information that application forms
provide? The application form is a good means of quickly collecting
verifiable, and therefore potentially accurate, historical data from the
candidate. It usually includes information on education, prior work history,
and other experience related to the job The application form can provide
four types of information: 1. substantive matters (such as education and
experience); 2. previous progress and growth; 3. stability based on
previous work history; and 4. prediction of job success. (AACSB:
Reflective Thinking Skills; Learning Outcome: Compare and contrast
different recruitment methods)
3. How, specifically, do equal employment laws apply to personnel
recruiting activities? The student should be able to discuss the areas in
which the laws and regulations covered in Chapter 2 apply to the issues of
planning and recruiting. This would include constraints on sources used
for candidates (i.e. not excessive reliance on referrals), the wording of
questions asked on application forms or in interviews, and planning
decisions that must not be overly detrimental to a protected group. (LO
5.3; AACSB: Reflective Thinking Skills; Learning Outcome: Explain the
process of personnel planning and forecasting)
4.
What should employers keep in mind when using Internet sites to
find job candidates?
Use keyword searches, don’t recycle your
newspaper ads, give quick feedback, ensure privacy, use applicant
tracking. (LO 5.5; AACSB: Use of Information Technology; Learning
Outcome: Compare and contrast different recruitment methods)
5. What are the five main things you would do to recruit and retain a
more diverse workforce? The student should first be able to identify
groups that would create a diverse workforce. Examples found in the text
are: single parents, older workers, minorities and women, welfare
recipients, and global candidates. In order to retain these employees,
students would first need to understand the needs of each group, and then
create plans and programs that accommodate these specific needs. For
example, to attract and keep single mothers, employers could give
employees schedule flexibility, and train the supervisors to have an
increased awareness of and sensitivity to the challenges single parents
face. (LO 5.7; AACSB: Multicultural and diversity understanding; Learning
Outcome: Compare and contrast different recruitment methods)