What are the benefits to hiring internal candidates for a job opening?

OBHR-2P52 – Test – W2023
Instructions:
• This is an independent activity. You are not working in groups.
• Please select three of the following questions to answer. Each question should be 3-4 pages
long, double spaced (size 12, Times New Roman). If you go over the page limit, that is fine.
You will not be penalized; this is just a rough guideline.
• You do not need to include an introduction and conclusion. Simply answer the questions.
• You do not need a title page, but please make sure to include your full name and student
number somewhere in the document.
• You do not need to cite anything. Your answers should reflect the course readings/lectures.
When referring to a course concept, please bold and underline the concept. Your task is to
both demonstrate an understanding of the course concepts as well as apply critical thinking
to extend them.
• You have until Saturday, April 1st, 5:00 PM to complete this test. You will submit it on the
class portal on Brightspace like you do your weekly assignments (I will set up the submission
link).

1. Recruitment
a. What is the ultimate goal of recruitment?
b. When would it make sense for an organization to conduct its own recruitment? When would
it make sense for an organization to outsource its recruitment efforts? Explain your
reasoning.
c. What are the benefits to hiring internal candidates for a job opening? What are the benefits
of hiring an external candidate? When should an organization use one approach over the
other?
d. How can organizations integrate diversity and inclusion into the recruitment process? Why is
this important?

2. Diversity and Inclusion
a. Why should organizations care about diversity and inclusion?
b. What is the role of legislation in encouraging organizations to pursue diversity initiatives?
What are the limitations of current Canadian/Ontario legislation?
c. How can organizations strengthen their diversity and inclusion initiatives?
d. What is the role of HR in diversity management?

3. Performance Management
a. How does performance management support the organization?
b. Why do many employees think that performance evaluations are not an accurate appraisal
of their performance? What can organizations replace performance evaluations with? Why
do you suggest this?
c. What is the role of HR in performance management?
d. Select one performance management tool that you think is most effective at appraising the
performance of workers in dynamic roles (like management). Explain why you think this tool
is particularly effective.

4. Compensation
a. What is the strategic role of compensation?
b. Do you think that financial compensation (money) is a strong motivator of employee
performance or not? Explain your reasoning. Are certain types of compensation packages
better motivators than others? Explain your reasoning.
c. What is merit pay? What are the strengths and weaknesses of this compensation approach?
Do you think that it is effective at motivating workers?
d. Many organizations have sales incentives. For example, HR Information System (HRIS)
vendors pay their salespeople a commission based on how many systems they sell to
organizations. What are some of the major pitfalls of this type of compensation?

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