WGU D351 Functions of Human
Resource Management - Section 2 –
Forecasting- Questions & Answers
Discuss the major advantages and disadvantages of internal recruiting Correct Ans-Internal
recruiting advantages: increases in organizational commitment and job satisfaction, the ability to
learn more about the "big picture" in the company, the fact that the individual feels comfortable
working for the company, the fact that the company knows the individual and that person's work
history, lower recruiting costs, and a relatively speedy process compared to external recruiting.
internal recruiting Disadvantages include the pool of applicants is smaller, you will have to fill
the old job of the person you hire, success in one job doesn't necessarily mean success in a
different job, external candidates may be more qualified, internal candidates may feel they are
entitled to the job, and we may perpetuate resistance to change and stifle innovation and
creativity.
Discuss the major advantages and disadvantages external recruiting. Correct Ans-The
advantages of external recruiting are that we avoid perpetuating resistance to change and
encourage innovation and creativity, we may be able to find individuals with complex skill sets
who are not available internally, there will be lower training costs for complex positions, and we
have the potential to increase diversity.
Disadvantages include potential disruption of the work team, the fact that it takes longer than
internal recruiting and costs more, the fact that it may adversely affect current employees'
motivation and satisfaction, higher orientation and training costs, and the fact that the candidate
may look great on paper but may not perform after being hired.
, Identify and briefly discuss the major challenges and constraints involved in the recruiting
process. Correct Ans-The most obvious constraint is money. We have to avoid spending too
much on the recruiting process. Organizational policies affect how we recruit. Our organization's
image also plays a significant role in our ability to source the people we need from the
communities around us. Selection and training of the recruiter is a major factor in recruiting
success; they have to find an individual who has the ability to actively listen and empathize with
the candidate. The type of job and the RJP affect the ability to recruit.
Discuss the basic methods available for evaluating the recruiting process. Correct Ans-The
recrutiing yeild ratio calculates how many people make it through the recuriting step to the next
step in the hiring process. Another measure is cost per hire. Time required to hire. New-hire
turnover is another measure of success. New-hire performance ratings.
Describe how technology is impacting the recruiting process and the need to hire candidates with
a passion for their chosen fields. Correct Ans-If used properly, technology may help reduce or
eliminate bias in the recruiting process. Those who do not have access to technology may place
them in a disadvantage. The work done on grit by Dr. Angela Duckworth and others tells us that
we need to look for passion and perseverance when recruiting new employees and not just look
at grade point average, IQ, or other quantitative testing. Grit can be improved.
Describe the steps in the selection process and why it is so important to the organization.
Correct Ans-Here are the steps in the process: (1) application or résumé; (2) preliminary
screening; (3) initial interview and testing; (4) second interviews, as needed; (5) detailed
background checks; (6) selection decision and conditional job offer; (7) drug screening and
physical exam, as needed; and (8) hired! Selection is important, primarily because we need the
best possible person in each job in order to maximize productivity.
Resource Management - Section 2 –
Forecasting- Questions & Answers
Discuss the major advantages and disadvantages of internal recruiting Correct Ans-Internal
recruiting advantages: increases in organizational commitment and job satisfaction, the ability to
learn more about the "big picture" in the company, the fact that the individual feels comfortable
working for the company, the fact that the company knows the individual and that person's work
history, lower recruiting costs, and a relatively speedy process compared to external recruiting.
internal recruiting Disadvantages include the pool of applicants is smaller, you will have to fill
the old job of the person you hire, success in one job doesn't necessarily mean success in a
different job, external candidates may be more qualified, internal candidates may feel they are
entitled to the job, and we may perpetuate resistance to change and stifle innovation and
creativity.
Discuss the major advantages and disadvantages external recruiting. Correct Ans-The
advantages of external recruiting are that we avoid perpetuating resistance to change and
encourage innovation and creativity, we may be able to find individuals with complex skill sets
who are not available internally, there will be lower training costs for complex positions, and we
have the potential to increase diversity.
Disadvantages include potential disruption of the work team, the fact that it takes longer than
internal recruiting and costs more, the fact that it may adversely affect current employees'
motivation and satisfaction, higher orientation and training costs, and the fact that the candidate
may look great on paper but may not perform after being hired.
, Identify and briefly discuss the major challenges and constraints involved in the recruiting
process. Correct Ans-The most obvious constraint is money. We have to avoid spending too
much on the recruiting process. Organizational policies affect how we recruit. Our organization's
image also plays a significant role in our ability to source the people we need from the
communities around us. Selection and training of the recruiter is a major factor in recruiting
success; they have to find an individual who has the ability to actively listen and empathize with
the candidate. The type of job and the RJP affect the ability to recruit.
Discuss the basic methods available for evaluating the recruiting process. Correct Ans-The
recrutiing yeild ratio calculates how many people make it through the recuriting step to the next
step in the hiring process. Another measure is cost per hire. Time required to hire. New-hire
turnover is another measure of success. New-hire performance ratings.
Describe how technology is impacting the recruiting process and the need to hire candidates with
a passion for their chosen fields. Correct Ans-If used properly, technology may help reduce or
eliminate bias in the recruiting process. Those who do not have access to technology may place
them in a disadvantage. The work done on grit by Dr. Angela Duckworth and others tells us that
we need to look for passion and perseverance when recruiting new employees and not just look
at grade point average, IQ, or other quantitative testing. Grit can be improved.
Describe the steps in the selection process and why it is so important to the organization.
Correct Ans-Here are the steps in the process: (1) application or résumé; (2) preliminary
screening; (3) initial interview and testing; (4) second interviews, as needed; (5) detailed
background checks; (6) selection decision and conditional job offer; (7) drug screening and
physical exam, as needed; and (8) hired! Selection is important, primarily because we need the
best possible person in each job in order to maximize productivity.
