Chapter 5: Recruitment Flashcards
Which of the following data related to Internet job applicants is an employer NOT legally required to retain?
a. Non-disclosure agreements signed by Internet applicants
b. Communications expressing interest in a position that were submitted online
c. Records of each person who fit the position’s basic qualifications
d. Search criteria used to search resume databases
a. Non-disclosure agreements signed by Internet applicants
Which of the following is NOT true about the current recruitment environment?
a. Attracting qualified employees is the major challenge for organizations in today’s competitive, changing market.
b. Unemployment rates are high, which has resulted in an abundant supply of talent.
c. The skilled and intellectually talented employees that give organizations a competitive edge are hard to find.
d. Older baby boomers currently occupying managerial positions are approaching retirement age.
b. Unemployment rates are high, which has resulted in an abundant supply of talent.
(T/F) An HR talent inventory may include information not just about current employees, but also about external candidates.
True
What an organization will pay for labor is determined by the supply and demand of labor within a geographical area, also known as a:
a. yield ratio.
b. labor differential.
c. compensation market.
d. labor market.
d. labor market
Which of the following processes translates environmental scans and labor market analyses into specific actions to find and attract pools of candidates with the specific competencies and skill sets that the organization needs?
a. Job design
b. Job analysis
c. Recruitment
d. HR planning
Recruitment
__________ charge an employer if and only if an employee is successfully hired by the organization.
Contingency firms
Which of the following is NOT true about the current recruitment environment?
a. Attracting qualified employees is the major challenge for organizations in today’s competitive, changing market.
b. Unemployment rates are high, which has resulted in an abundant supply of talent.
c. The skilled and intellectually talented employees that give organizations a competitive edge are hard to find.
d. Older baby boomers currently occupying managerial positions are approaching retirement age.
b. Unemployment rates are high, which has resulted in an abundant supply of talent.
these issues must be addressed when developing…
1) labor market
2) recruiters
3) recruiting alliances
4) centralized vs decentralized recruitment
recruitment strategy
the goal of this is to meet the human resources needs identified in HR planning and provide an adequate pool for selection
recruitment
1) raises the morale of promoted individuals
2) employees promoted internally become more satisfied, productive, and efficient and increases job performance
3) generally easier to make an accurate judgement about employee skills
4) costs are considerably lower compared to external sources
advantages of internal recruitment
1) does not produce new ideas, experiences, or cultures to the org
2) introduces possible rivalries among employees competing for the same job
3) can create conflict and hard feelings among internal candidates who believe they are as qualified as or more qualified than the individual who has been selected for a job; conflict compromises job performance
4) Employees can grow distracted from their main job tasks and become involved instead in political engagements that might lead to promotions
5) Current performance reviews or other organizational indicators of performance might not be a true reflection of the individual’s capacity for or efficiency in performing the new job.
6) More training and development are needed for the tasks and responsibilities associated with the new position
7) often leads to a new opening that has to be filled
disadvantages of internal recruiting
1) more and more challenging for companies to acquire talented employees owing to the high demand and scarce supply for such individuals in the recruiting market.
2) while unemployment rates, in general, are high, talented and skilled employees are in short supply.
3) The main problem is that many older Baby Boomers currently occupy managerial positions. These employees are approaching retirement age, which poses a great threat to the future of organizations.
Competitive Challenges: The war for talent
In unfavorable economic conditions, organizations aggressively look into cutting costs in order to stay competitive in the market. Reducing recruiting costs is one of the areas that organizations actively pursue in such harsh economic conditions.
Organizations attempt to lower recruiting costs through observing, effectively reducing, or possibly cutting any of these elements used in recruiting (testing expenses, training expenses, relocation packages, and bonus agreements)
Cost-benefit analysis must be pursued in most HR decisions (not just recruitment)
Economic challenges: The Rising Costs of Recruitment
any person who has expressed an interest in being considered for hiring, promotion, or other employment opportunities, and this interest can be expressed orally or by completing an application form.
the legal existing concept of an “applicant”
someone who submits an expression of interest through the Internet or related electronic data technology, is considered by the contractor for employment in a particular position, has indicated that he or she has the basic qualifications for the position, and has not at any point prior in the selection process received an offer, removed himself or herself from consideration, or indicated that he or she is no longer interested in the position.
OFCCP definition of an “internet candidate”
