Unit 1.4: Recruitment

Question 1

Talent Sourcing

Answer 1

Goal of creating a pipeline of highly-skilled applicants for specific open positions by researching sources, generating leads, and creating productive networks of potential applicants.

Question 2

Employment Branding

Answer 2

Projecting an image that makes people want to work for the company

Question 3

Employee Value Proposition (EVP)

Answer 3

Describes what the company has to offer its employees relative to the rewards offered by other places of employment. (i.e. compensation, benefits, work content, work environment, training opportunities and career development, culture)

Question 4

Recruitment Process

Answer 4

1. Formulating a recruiting strategy
2. Searching for job applicants
3. Screening out those who are obviously unfit
4. Maintaining an applicant pool

Question 5

Employee Requisitions

Answer 5

An authorization to recruit a new employee to fill a job opening

Question 6

Yield Ratios

Answer 6

Ratios that show the number of applicants at one stage of the recruiting process who move to the next stage. These ratios provide valuable information for recruitment planning.

Question 7

Quality of Hire

Answer 7

A metric used to evaluate the effectiveness of an organization’s hiring process. (ex. On-the-job performance, retention rate, performance appraisal score, interview → performance, customer service score, rate of salary increase, error rates, etc.)

Question 8

Fill Time

Answer 8

How long it takes to replace a departing employee or fill a new job opening

Question 9

Job Posting

Answer 9

An internal recruiting process in which job vacancies are advertised to present employees

Question 10

Job Bidding

Answer 10

An Internal recruiting process that allows employees who believe they have the necessary qualifications to apply for a job that has become vacant

Question 11

Job Posting/Bidding Guidelines

Answer 11

1. Jobs should be posted in prominent places or advertised in a way that interested employees are likely to see them
2. All full-time promotions and transfer opportunities should be posted
3. Job openings should be posted for at least one week prior to recruiting from outside the organization
4. A job specification should be included with the listing so employees can judge whether they possess the necessary abilities and skills
5. The eligibility rules and criteria for deciding how the job will be filled should be clarified
6. Once the decision is made, all applicants should be informed about the decision