Chapter 5: Recruitment

Question 1

9-box grid

Answer 1

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

Question 2

Applicant tracking system

Answer 2

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 3

Branding

Answer 3

A company’s efforts to help existing and prospective workers understand why it is a desirable place to work, beyond high salaris and development opportunities to attain and retain top potential employees.

How?
1. Consider talents as consumers
What do they want in a job?

2. Word-of-mouth promotion (better than online promotion)
   - Using social networks in employer branding campaigns is also advantageous for developing a good brand image.
3. Use online games
   The values, goals, and strategy of the company should also be communicated

Question 4

Career counselling

Answer 4

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 5

Career networking

Answer 5

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

Question 6

Career paths

Answer 6

Lines of advancement in an occupational
field within an organization

Question 7

Career plateau

Answer 7

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

Question 8

Employee leasing

Answer 8

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 9

Employee profiles

Answer 9

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

1. What kinds of things do they like to do?
2. What kinds of events do they attend?
3. How can these kinds of people be contacted and recruited?

Question 10

Fast-track program

Answer 10

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 11

Global sourcing

Answer 11

Companies are also looking globally for goods, services, and top talents, wherever that may be. It is called global sourcing.
1. Save production costs
2. Look for the best talent wherever they are (worldwide)

Question 12

Internal labour markets

Answer 12

1. Workers are hired into entry-level jobs and higher-level positions are filled from within through promotions.
2. Effective in high unemployment in the economy.
   Unsolicited resumes are always coming.
3. In conditions or areas with low unemployment, companies may seek help from local employment agencies

Question 13

Job progressions

Answer 13

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 14

Mentors

Answer 14

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

Question 15

Mobile recruiting

Answer 15

The process of recruiting candidates via
their mobile devices

Question 16

Nepotism

Answer 16

A preference for hiring relatives of current
employees

Question 17

Outplacement services

Answer 17

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

Question 18

Passive job seekers

Answer 18

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

Question 19

Promotion

Answer 19

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

Question 20

Realistic job previews

Answer 20

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

Question 21

Recruiting process outsourcing

Answer 21

The practice of outsourcing an organization’s
recruiting function to an outside firm

Question 22

Relocation services

Answer 22

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 23

Reverse mentoring

Answer 23

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

Question 24

Sabbatical

Answer 24

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

Question 25

Time-to-fill metric

Answer 25

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

Question 26

Transfer

Answer 26

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 27

Yield ratio

Answer 27

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

Question 28

Three types of career plateau

Answer 28

1. Structural plateau --> Has reached the end of promotion (the highest possible position for that employee) 2. Content plateau --> A person learns a job too well and is bored with day-to-day activities. 3. Life plateau --> People who experience a loss of identity and self-esteem when they are no longer advancing in their careers.

Question 29

Advantages & Disadvantages of External Recruitment Strategies

Answer 29

Pros - New Ideas - Different Approach - Increase diversity of age, education, and work practices Cons - Limited Impact - Culture Clash - Longer Learning Curve

Question 30

Advantages & Disadvantages of Internal Recruitment Strategies

Answer 30

Pros - Shorter Learning Curve - Morale Booster - Commitment - Less Costly Cons - Limits Diversity - Internal Politics - Status Quo

Question 31

HR's Role in Career Management

Answer 31

1. The Goal: Match Individual and Organization Needs - Create a supportive environment - Communicate the direction of the company - Establish mutual goal setting and planning 2. Identify Career Opportunities and Requirements - Identify future competency needs - Establish job progressions/career paths - Balance promotions, transfers, exits, etc. - Establish dual career paths 3. Gauge Employee Potential - Measure competencies (appraisals) - Establish talent inventories - Establish succession plans - Use assessment centers 4. Institute Career Development Initiatives - Provide workbooks and workshops - Provide career counselling - Provide career self-management training - Give developmental feedback

Question 32

What is important to boost applicant attraction to the company?

Answer 32

1. Job-organization traits 2. Type of work 3. Organization’s social image

Question 33

Targeted recruitment

Answer 33

Recruitment strategies to reach underused groups in order to maintain diverse representation in an applicant pool. Firms with differentiation strategies may want to hire more diverse applicants to increase their innovation capabilities. It also emphasizes commitment to local communities Uplift organization; value and branding What strategies may be used for this? 1. Rewriting job descriptions to include only the most 2. Integral aspects of the job (no discrimination) 3. Pictorial diversity (diversity shot basically) 4. Include race & diversity policies. 5. Community outreach

Question 34

HR's Role In Career Management

Answer 34

1. The Goal: Match Individual and Organization Needs (Matching) - Create a supportive environment - Communicate the direction of the company - Establish mutual goal setting and planning 2. Identify Career Opportunities & Requirements (Opportunities & Requirements) - Identify future competency needs - Establish job progressions/career paths - Balance promotions, transfers, exits, etc. - Establish dual career paths 3. Gauge Employee Potential - Measure competencies (Appraisals) - Establish talent inventories - Establish succession plans - Use Assessment centres 4. Institute Career Development Initiatives (Career Development Initiatives) - Provide workbooks and workshops - Provide career counselling - Provide career self-management training - Give developmental feedback

Question 35

Regional & Global Labour Markets

Answer 35

Competing firms are located in the same place because both the human and natural resources needed for that industry are located in that same place. - Global Sourcing Companies are also looking globally for goods, services, and top talents, wherever that may be. It is called global sourcing. 1. Save production costs 2. Look for the best talent wherever they are (worldwide)

Question 36

Types of recruitment channels

Answer 36

1. Internal Recruitment 2. External Recruitment

Question 37

Types of Internal Recruitment

Answer 37

1. Internal job postings 2. Analyzing performance appraisals - 9-box grid 3. Skill inventories and Replacement Charts Skill inventories, replacement charts, and succession planning are combined with technology to track employees who are suitable to fill a certain internal position Managers are also actively identifying high-potential “at-risk” employees and take steps to retain these people in the company.

Question 38

Types of External Recruitment

Answer 38

1. Advertisements 2. Walk-ins & unsolicited resumes 3. The Internet, Social Networking, and Mobile Recruiting - Companies usually list job openings on their companies website. - Big data, software, and AI are also used to determine which web and when is the best time to put on the ad in regards to the behavior of the desired applicant. It is used to persuade passive job seekers 4. Job fairs 5. Employee referrals 6. Re-recruiting 7. Executive Search Firms 8. Educational institutions 9. Professional Association 10. Labour Union 11. Private Employment & Temporary Agencies 12. Employee Leasing

Question 39

Types of Career Development Initiatives

Answer 39

1. Career Planning Workbooks and Workshops 2. Career Counseling 3. Fast-track program 4. Mentoring 5. Career self-management training