Ch. 5 Flashcards
Labor markets in which workers are hired into entry-level jobs and higher-level jobs are filled from within
Internal labor markets
The practice of outsourcing an organization’s recruiting function to an outside firm
Recruiting process outsourcing (RPO)
A company’s efforts to help existing and prospective workers understand why it is a desireable place to work
Branding
People who are not looking for jobs but could be persuaded to take new ones given the right opportunity
Passive job seekers
The process of recruiting candidates via their mobile devices
Mobile recruiting
Job fairs conducted online
Virtual job fair
A preference for hiring relatives of current employees
Nepotism
The process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm
Rerecruiting
Workers who are self-employed and do project work on a contract basis for different organizations
Independent contractors
The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees
Employee leasing
A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee’s actual and potential performance
Nine-box grid
Informing applicants about all aspects of the job, including both its desireable and undesireable facets
Realistic job preview (RJP)
A profile of a worker developed by studying an organization’s top performers to recruit similar types of people
Employee profiles
A metric that refers to the number of days from when a job opening is approved to the date a person is chosen for the job
Time-to-fill
A metric that measures how well new hires have gotten “up to speed,” are performing, and their retention levels
Quality-of-fill
