Chapter Five

Question 1

Strategic Recruiting 6

Answer 1

Establish the organization as an “employer of choice” (Branding)

Act fast to secure the best candidates

Recruit continuously (even when no positions open)

Survey top current employees to understand how they found the company (and what they like)

Use current employees to recruit new employees

Use new technologies for recruiting (social media, mobile technology, blogs, etc.)

Question 2

Internal vs External Recruiting

Answer 2

Internal

Often preferred by functional managers
Motivates and engages employees; keeps them from defecting to competitors

External

Can be a source of innovation and new ideas
Prevents “inbreeding”
Can attract “rainmakers”

Question 3

Internal Recruiting Strategies

Answer 3

Skill inventories and replacement charts

Succession Planning

Job postings (company intranet, bulletin boards, etc.)

HRIS (former applicants)

9-Box Grid (identify top performers who can be groomed for higher-level positions) each employee can fit into a box to see which position they fit in

Question 4

External Recruiting Strategies

Answer 4

Advertising:

Job boards (Monster, Indeed, Glassdoor, etc.)
Craigslist
Company websites (“Careers” link)
Job Fairs
Billboards (“Be Brandt”)
Colleges and universities (Coop programs; job fairs)
Government agencies (Work B.C.)

Interactive:

Social media (LinkedIn, Facebook)
Mobile recruiting
Blogs and Podcasts
Re-recruiting (former employees)
Employee referrals
Walk-ins
Search firms (Robert Half, etc.)

Question 5

Improving Recruiting Effectiveness

Answer 5

Realistic Job Previews (RJP’s)

Surveys (functional managers and new hires)

Quantitative metrics:

Time to fill (gap between position approval and candidate selection)
Quality of fill (formula p. 168 or 179)
Yield ratios (percent of applicants from a recruiting source that get to the next recruiting step)
Costs of recruitment (formula p. 169 or 180)

Question 6

Organization Needs vs Employee Needs

Answer 6

Organization
	Current competencies
	Future competencies
	Market changes
	Strategic changes (e.g., acquisitions)
	Innovation
	Restructuring

Employee
	Family concerns
	Outside interests
	Promotion opportunities
	Education opportunities
	Career path

Question 7

HR Role in Career Management 5

Answer 7

1. Identify individual and org needs
2. Identify career opportunities
3. Assess employee potential
4. Plan career development initiatives
5. Monitor and assess

Question 8

Career Paths: Then and Now

Answer 8

Then:

Linear progression in one organization
“Peter Principle” often kicked in

Now:

Fast-track programs if score high on 9 box grid
Technical career paths
Lateral transfers
Temporary demotions
Sabbaticals (ex every 7th year you can take a year off to try other things)
Shared jobs
Employee leasing

Question 9

Boundaryless” Careers

Answer 9

Based on generic competencies:

Communication 
Teamwork
Decision-making (critical thinking)
Language skills
Information and numbers literacy

Your professional network is also important

Question 10

Steps to Take Now

Answer 10

Join LinkedIn
Track your contacts (and network periodically)
Cultivate profs who can help
Investigate family connections
Find a mentor
Join an industry group (and attend its functions)
Attend campus events and job fairs to meet employers
Investigate work-study, coop, and internship programs