Talent Acquisition Flashcards
Staffing
Attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organizations financial success.
Merger/Acquisition
New resources for talent / Retention of Talent
Joint Venture
Contributions of how much and what type of talent from each partner
Greenfield Operation
All new staff.
Effects of local laws and labor markets
Strategic Alliance
Staffing requirements if new venture is formed.
Ethnocentric
Home-country staffing policies are replicated in host countries
Polycentric
Policies are unique to each country
Geocentric
Global policies are developed based on organizational impact and needs
Regiocentric
Policies are developed an coordinated within regions
Employment Branding
Positions the organization as an employer of choice in the labor market
Employee Value Proposition
The foundation of employment branding. A magnet to the organization’s employment brand. Must accurately reflect the work environment and be congruent with the external brand.
Best Practices for Employment Branding
- Brand Pillar Identification
- Achievement of work environment awards
- Benchmarking
- Touchpoint mapping
- Online job and career portrayals
- Personalized channels for external audiences
Job Analysis
Determines activities and responsibilities, personal qualifications necessary and work conditions. Results in written documentation
Job Documentation
Involves the creation of job descriptions, specifications, and competencies
Job Specifications
Describe the minimum qualifications necessary to perform a job. Include experience, education, training, licenses and certification (if required), mental abilities and physical skills.
Competency
A cluster of highly interrelated attributes, including knowledge, skills and abilities that give rise to the behaviors needed to perform a given job.
Competency Model
A set of competencies defining the requirements for effective performance in a specific job, profession, or organization.
Sourcing
generates a pool of qualified candidates
Recruitment
Encourages candidates to apply
Internal Recruiting Methods
- Succession Planning
- Employee Referrals
- Inside Moonlighting
- Job bidding
- nominations
- job posting
HR Metric: Cost per Hire
= (External Cost) + (Internal Costs) / Total number of hires in a time period
Recruitment Cost Ratio
External Costs + Internal Costs / Total first-year compensation of hires in a time period
Days to fill
Number of days from opening of job requisition to acceptance of offer.
Attrition
Loss of employees for reasons other than firing and other employer-initiated events.
