Chapter 5

Question 1

Internal Labor Markets

Answer 1

Labor markets in which workers are hired into entry-level jobs and higher-level jobs are filled from within.

Question 2

Recruiting Process Outsourcing (RPO)

Answer 2

The practice of outsourcing an organizations recruiting function to an outside firm.

Question 3

Branding

Answer 3

A company’s efforts to help existing and prospective workers understand why it is a desirable place to work.

Question 4

Passive Job Seekers

Answer 4

People who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

Question 5

Mobile Recruiting

Answer 5

The process of recruiting candidates via their mobile devices.

Question 6

Virtual Job Fair

Answer 6

Job fairs conducted online.

Question 7

Nepotism

Answer 7

A preference for hiring relatives of current employees.

Question 8

Rerecruiting

Answer 8

The process of keeping track of and maintaining relationships with former employees to see if they would be wiling to return to the firm.

Question 9

Independent Contractors

Answer 9

Workers who are self-employed and do project work on a contract basis for different organizations.

Question 10

Employee Leasing

Answer 10

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.

Question 11

Nine-Box Grid

Answer 11

A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee’s actual and potential performance.

Question 12

Realistic Job Preview (RJP)

Answer 12

Informing applicants about all aspects of the job, including both its desirable and undesirable facets.

Question 13

Employee Profiles

Answer 13

A profile of a worker developed by studying an organization’s top performers to recruit similar types of people.

Question 14

Time-To-Fill

Answer 14

A metric that refers to the number of days from when a job opening is approved to the date a person is chose for the job.

Question 15

Quality-Of-Fill

Answer 15

A metric that measures how well new hires have gotten “up to speed”, are performing, and their retention levels.

Question 16

Yield Ratio

Answer 16

The percentage of applicants from a particular source that make it to the net stage in the selection process.

Question 17

Acceptance Rate

Answer 17

The percentage of applicants who accept a firms jobs after being offered them.

Question 18

Applicant Tracking System (ATS)

Answer 18

A software application recruiters use to post job openings, screen resumes, and uploaded profiles, contact via e-mail potential candidates for interviews, and track the time, costs, and other metrics related to hiring people.

Question 19

Career Paths

Answer 19

Lines of advancement in an occupational field within an organization.

Question 20

Job Progressions

Answer 20

The hierarchy of jobs a new employee might experience, ranging from a starting job, to jobs that successively require more knowledge and/or skill.

Question 21

Career Paths

Answer 21

The lines of advancement within an organization.

Question 22

Promotion

Answer 22

A change of assignment to a job at a higher level in the organization.

Question 23

Transfer

Answer 23

Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job.

Question 24

Demotion

Answer 24

A downward transfer that moves an individual into a lower-level job that can provide developmental opportunities.

Question 25

Outplacement Services

Answer 25

Services provided by organizations to help terminated employees find a new job.

Question 26

Mentors

Answer 26

Individuals who coach, advise, and encourage individuals of lesser rank.

Question 27

Reverse Mentoring

Answer 27

A program whereby younger employees are called on to mentor older employees and executives about social media trends, new technology, and marketplace trends.

Question 28

Career Plateau

Answer 28

A situation in which for either organizational or personal reasons the probability of moving up the career ladder is low.

Question 29

Sabbatical

Answer 29

An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job.

Question 30

Informational Interview

Answer 30

A conversation you have with someone in a career you are interested in to gather information about it.

Question 31

Job Shadowing

Answer 31

The process of observing someone in his or her work environment to see if the job is of interest to you.

Question 32

Entrepreneur

Answer 32

One who starts, organizes, managers, and assumes responsibility for a business or other enterprise.