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BUSN 3350 > ch 6: recruitment > Flashcards

ch 6: recruitment Flashcards

1
Q

what is recruitment?

A

the process of searching out and attracting qualified job applicants, which begins with the identification of a position that requires staffing and is completed when resumes and/or completed applications are received from an adequate number of applicants

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2
Q

what is a recruiter?

A

a specialist in recruitment, whose job is to find an attract capable candidates

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3
Q

what is employer branding?

A

image or impression of an organization based on the benefits of being employed by that organization

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4
Q

what is employer branding based on?

A

feelings, emotions, realities, and benefits

  • functional benefits
  • economic benefits
  • psychological benefits
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5
Q

what are functional benefits?

A

personal development

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6
Q

what are economic benefits?

A

monetary rewards

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7
Q

what are psychological benefits?

A

feelings of purpose, belonging, and recognition

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8
Q

what are the steps of employer branding?

A
  1. define the target audience
  2. develop the employee value proposition
  3. reinforce value proposition in communication
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9
Q

describe step 1 (define the target audience) of employer branding

A

the target group may be one of the four generations in today’s workforce, the unemployed, or the four employment equity groups

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10
Q

describe step 3 (reinforce value proposition in the communication) of employer branding

A

an integrated marketing approach to internal and external communication should use various channels, such as television, radio, print, websites, social media, etc.

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11
Q

what are constraints on the recruitment process?

A
  • promote-from-within policies
  • compensation policies
  • employment equity plan
  • competition
  • labour shortages
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12
Q

what is the problem with promote-from-within policies?

A

post jobs internally first, even if suitable candidates are lacking

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13
Q

what is the problem with compensation policies?

A

influence potential applicants

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14
Q

what is the problem with employment equity plans?

A

specify hiring designated group members

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15
Q

what is the problem with competition?

A

inducements offered by competition lure candidates away

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16
Q

what is the problem with labour shortages?

A

difficult to recruit suitable candidates

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17
Q

what is the purpose of Application Tracking Systems?

A

use of online applications

  • reduces risk of lost applications
  • increases exposure level of job ads
  • minimizes likelihood of biases associated with other forms of recruitment
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18
Q

describe standardized application forms?

A
  • facilitates comparison of candidates
  • provides information specifically requested by the company
  • may be viewed as a sample of the candidate’s own work
  • allows for written authorization for reference checking
  • includes an acknowledgment by the applicant that the information provided is true and accurate
  • data can be used for employment equity tracking purposes
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19
Q

what is a biographical information blank (BIB)?

A
  • biodata form
  • more detailed version of an application form
  • focuses on biographical data found to be predictive of job success
  • questions relating to age, gender, race or other ground prohibited under human rights legislation cannot be used
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20
Q

what are advantages of internal recruitment?

A
  • largest source of recruits
  • seen as reward for competence; enhances commitment, morale, and performance
  • insiders may be more committed to company’s goals; less likely to leave
  • provides longer-term perspective for business decisions
  • provides more accurate assessment of skills
  • require less orientation
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21
Q

what are drawbacks of internal recruitment?

A
  • unsuccessful candidates may become discontented; especially if feedback of failure is not provided
  • may waste time and create false hopes when internal candidates ar enot genuinely being considered
  • employers may not readily accept a boss appointed from within their own ranks
  • new leader may have difficulty adjusting to a higher position and not being “one of the gang”
  • tendency to maintain status quo when news and innovative direction is needed
22
Q

what are some limitation of recruiting from within?

A
  • insufficient number of qualified internal candidates, especially for specialized positions
    • quicker to bring in an external candidate
  • organization wants to acquire new knowledge or expertise, gain new ideas, and revitalize a department or the organization
23
Q

what are some advantages od external recruitment?

A
  • access to a larger pool of qualified candidates
  • availability of more diverse applicant pool
  • acquisition of skills or knowledge not currently available in the organization
  • elimination of rivalry and competition between internal applicants
  • potential cost saving from hiring individuals with existing skills vs. expensive training
24
Q

what should the recruiter consider when planning external recruitment?

A
  • the type of job and effectiveness of recruitment methods
  • measure effectiveness of recruitment
25
Q

what is time-lapse data?

A

time from initiation of recruitment to the first day of work of successful candidates

26
Q

what are examples of traditional networking?

A
  • cold calls
  • print advertising
  • employee referrals
  • former employees
  • educational institutions
27
Q

describe cold calls

A
  • walk-ins and write-ins
  • inexpensive
28
Q

describe print advertising

A
  • want ads and blind ads (name of institution is hidden)
  • guidelines: communicate attention interest, desire, action
29
Q

describe employee referrals

A
  • low cost
  • problems of inbreeding and nepotism
30
Q

describe the pros of networking educational institutions

A
  • good for entry level jobs
  • good for recent educational knowledge
  • less expensive
31
Q

explain fairs

A

useful for finding specialized occupations or general openings. Online fairs are now common

32
Q

what is the purpose of online recruiting?

A
  • commonly used
  • generate more and quicker responses and at less cost
33
Q

what are potential problems with online recruiting?

A
  • internet overload - deluge of resumes
  • some potential applicants don’t use internet
34
Q

what are the pros of internet job boards?

A

fast, easy, and convenient

35
Q

what are the pros of corporate websites?

A

career pages; promote employer brand

36
Q

what does onine networkinf sites use?

A

social media

37
Q

what are examples of agency recruiters?

A
  • employment and social development canada (ESDC)
  • executive search firms
  • private employment agencies
38
Q

what is Employment and Social Development Canada (ESDC)?

A

job bank - largest web-based job board

39
Q

what are executive search firms?

A
  • fee based
  • used for critical senior level positions
40
Q

what are private employment agencies?

A
  • fee based; perform preliminary screening
  • useful when:
    • company does not have an HR department
    • openings must be filled quickly
    • need to recruit a large number of specific types of employees
41
Q

what are examples of non-permanent staff?

A
  • temporary help agencies
  • contract workers
  • offshoring and outsourcing jobs
42
Q

what are the use of temporary help agencies?

A

used for seasonal work, special projects, vacation leaves

43
Q

what are the benefits of temporary help agencies?

A
  • cost less
  • substitutes provided if performance is unsatisfactory, highly motivated workers
44
Q

describe contract workers

A
  • work for specific time period
  • professionals with specialized skills
  • self-employed
45
Q

what is outsourcing?

A

outside vendors supply services

46
Q

what is offshoring?

A

outside vendors from abroad

47
Q

what are the pros of attracting older workers?

A
  • tend to have higher job satisfaction
  • loyal and committed
  • strong work ethic
  • good people skills
  • willing to work in variety of roles
  • develop flexible work arrangements
  • redesign jobs as necessary
48
Q

describe younger employees

A
  • respond to technology based job searching and recruitment
  • ike short, snappy ads that advertise culture of the organization
49
Q

describe millenial employees

A
  • seek employers that allow a degree of independence in decision-making
  • want transparency in policies and work-life balance
  • prefer organizations that contribute to society
50
Q

describe recruiting designated group members

A
  • same recruitment methods as other job seekers
  • employer must show commitment of equality and diversity
  • advertise in alternative publications targeted at designated groups
  • use specialized agencies

BUSN 3350 (14 decks)

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