Tag Archives: Traditional career paths strictly emphasize upward mobility within an organization. How does mobility differ in organizations with innovative career paths?

In designing the communication message to be used in external recruiting what kinds of information should be included?,

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?,

What strategies are organizations using to ensure that they are able to attract women and underrepresented racial and ethnic groups?,

Traditional career paths strictly emphasize upward mobility within an organization. How does mobility differ in organizations with innovative career paths? ,List three innovative career paths discussed in this chapter, describing how mobility occurs in each.

Compare and contrast a closed internal recruitment system with an open internal recruitment system.

Refer to the following exhibit from the textbook publisher. It contains many suggestions for improving the advancement of women and minorities. Choose the three suggestions you think are most important and explain why. image.png

Read the following Forbes article, https://www.forbes.com/sites/curtsteinhorst/2023/04/20/quiet-hiring-the-hidden-cost-of-neglecting-internal-talent/?sh=460376261271.

What are your overall thoughts about this quiet hiring phenomenon? What stands out to you in this article? Have you or has somebody you know been subject to quiet hiring? Describe the setting, roles involved, and situation. Is quiet hiring an ethical or unethical practice and why?

1. What administrative issues need addressing in external recruitment planning?

Answer:
Key administrative issues include:

• Requisition Approval: Ensuring open positions are formally approved.

• Budgeting: Allocating sufficient funds for advertising and onboarding.

• Recruitment Timeline: Establishing deadlines for each phase.

• Staff Assignment: Designating roles for hiring team members.

• Compliance: Adhering to legal and organizational DEI (Diversity, Equity, and Inclusion) guidelines.

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Q2. What should be included in recruitment communication messages?

Answer:
Recruitment messages should include:

• Job Title and Description

• Organizational Culture and Mission

• Opportunities for Growth

• Compensation and Benefits

• Equal Opportunity Employment Statement
  Clarity and honesty ensure realistic expectations and legal compliance.

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Q3. Why use a realistic job preview (RJP)?

Answer:
A Realistic Job Preview (RJP) helps candidates understand both the positive and challenging aspects of the job.
Advantages include:

• Reduces early turnover

• Improves job satisfaction

• Enhances trust in the employer
  Unlike “idealized” portrayals, RJPs foster better role fit and informed decision-making.

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Q4. What strategies attract women and minorities?

Answer:
Organizations use strategies like:

• Targeted Outreach to diverse colleges or networks

• Bias-Free Job Descriptions

• Diverse Interview Panels

• Mentorship Programs

• Clear Promotion Pathways
  These steps help create inclusive pipelines and improve representation.

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Q5. What are innovative career path types?

Answer:
Three innovative paths include:

1. Lattice Career Path – Lateral and diagonal moves rather than only upward promotions.

2. Dual Career Ladder – Advancement in technical or specialist roles without switching to management.

3. Career Webs – Multiple lateral experiences and cross-functional roles supporting skill development.
   These options support diverse career goals and flexible talent development.