Chapter 5 - Expanding the Talent Pool: Recruitment and Careers

Question 1

Employee profiles

Answer 1

Profiles of workers developed by studying an organization’s top performers to recruit similar types of people.

Question 2

Recruiting process outsourcing (RPO)

Answer 2

The practice of outsourcing an organization’s recruiting function to an outside firm. Many companies use their own internal intranet websites as well as the public facing website and other job-posting websites too.

Question 3

Internal labour markets

Answer 3

Labour markets in which workers are hired into entry-level jobs and high levels are filled from within.

Question 4

Global sourcing

Answer 4

The business practice of searching for and using goods and services from around the world.

Question 5

Branding

Answer 5

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

Question 6

9-box grid

Answer 6

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

Question 7

Passive job seekers

Answer 7

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

Question 8

Mobile recruiting

Answer 8

The process of recruiting candidates via their mobile devices.

Question 9

Rerecruiting

Answer 9

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

Question 10

Employee leasinging

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

Nepotism

Answer 11

A preference for hiring relatives of current employees.

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

Time-to-fill metric

Answer 13

The number of days from when a job opening is approved to the date the candidate is selected.

Question 14

Yield ratio

Answer 14

The percentage of applicants from a recruitment source that make it to the next stage of the selection process.

Question 15

Applicant tracking system (ATS)

Answer 15

A software application recruiters use to post job openings, screen resumes, contact potential candidates for interviews via email, and track the time and costs related to hiring people.

Question 16

Job progressions

Answer 16

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 17

Career paths

Answer 17

Lines of advancement in an occupational field within an organization.

Question 18

Promotion

Answer 18

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

Question 19

Transfer

Answer 19

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 20

Relocation services

Answer 20

Services provided to an employee who is transferred to a new location, which might include help in moving, selling a home, orienting to a new culture, and/or learning a new language.

Question 21

Outplacement services

Answer 21

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

Question 22

Career plateau

Answer 22

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

Question 23

Sabbatical

Answer 23

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

Question 24

Career counselling

Answer 24

The process of discussing with employees their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives.

Question 25

Fast-track program

Answer 25

A program that encourages new managers with high potential to remain with an organization by enabling them to advance more rapidly than those with less potential.

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 networking

Answer 28

The process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers.