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Explores the processes and strategies involved in attracting, and hiring the most qualified candidates for job positions, ensuring a successful workforce.
Which is NOT a way to recruit?
A type of recruitment that uses different periodicals in recruiting employees.
When unemployment rates are low, organizations have to take extra measures to recruit employees.
These are typically conducted in one of three ways. In the first, many types of organizations have booths at the same location. The second type of job fair has many organizations in the same field in one location. The third approach to a job fair is for an organization to hold its own.
Though this segment of the organizational socialization model of onboarding overlaps with other human resource initiatives, it is central to the strategies used as the employee moves through the orientation process.
This segment of the organization socialization model of onboarding has a goal for the employee to acquire knowledge and build relationships.
It is the process of confirming the accuracy of information provided by an applicant.
It is the written result of the job analysis.
Running ads in periodicals such as local newspapers or professional journals is a common method of recruiting employees.
It is an application blank or questionnaire containing questions that research has shown measure the difference between successful and unsuccessful performers on a job.
An employer typically obtains a mailing list and sends help-wanted letters or brochures to people through the mail.
Recruitment type designed to provide information in a personal fashion to as many applicants as possible.
Recruiting someone from within the organization.
It is when an employer typically obtains a mailing list and sends help-wanted letters or brochures to people through the mail.
It is one of a family of techniques that are used to set salary levels.
A step in _selecting employees through attracting people with the right qualifications to apply for the job.
It is a method for describing jobs and the personal attributes necessary to do a job.
It is the expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success.
What is the last step in _selecting employees?
It is better known as “head hunters”.
It is the process of helping new employees become productive members of an organization.
It is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that role.
It refers to strategies or methods of executing the recruitment process.
This recruitment method can be on campus or outside.
It is when unemployment rates are low, organizations have to take extra measures to recruit employees.
What is the “S” in the acronym KSAOs?
This segment of the organizational socialization model of onboarding similarly seek to emphasize relationship building and the communication of knowledge, particularly organizational knowledge that will be useful for the employee when navigating the company.
What is not a source of job analysis?
Promoting employees until they eventually reach their highest level of incompetence, is a concept of what?
It is the process of assessing the employees who apply for the job.
It is the process based on filtering techniques that ensure added value of choosing a qualified candidate for a position.
Choose the two common methods of applicant skill.
It is the process by which an employee acquires the necessary skills, knowledge, behaviors, and contacts to effectively transition into a new organization.
What step is NOT included in conducting job analysis?
It is determined by the source of the questions, the extent to which all applicants are asked the same questions, and the structure of the system used to score the answers.
Current employees recommend family members and friends for specific job openings.
This recruiting effort usually take one of two forms: employer-based websites and Internet recruiting sites.
It involves using several strategies to attract or identify candidates.
These are placed by the applicant rather than by organizations.
It can be used to determine the optimal way in which a job should be performed.
It yields lists of job activities that can be systematically used to create training programs.
This segment of the organizational socialization model of onboarding has a goal of minimizing turnover while maximizing satisfaction.
It is the number of job openings No divided by the number of job applicants (N).
It is the extent to which an applicant can learn or perform a job-related skill.
It is when a current employee recommends family members and friends for specific job openings.
This recruitment method uses employment agencies, executive search firms and public employment agencies
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