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Talent and Acquisition Rewards > Unit 2 > Flashcards

Unit 2 Flashcards

(101 cards)

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1
Q

Evaluate the need for recruitment/Why need to recruit?

A
  1. Collate Vacancies
  2. Verify Job Description
  3. Verify Entry Criteria
  4. Verify Budget
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2
Q

Methods for Internal Recruitment

A
  1. Job Posting
  2. Job Bidding
  3. Talent Inventory
  4. Employee Referral
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3
Q

Advantages of Internal Recruitment

A
  1. Reduce Time to Hire
  2. Shorten On-Boarding Time
  3. Cost Less
  4. Strengthen Employee Engagement
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4
Q

Disadvantages of Internal Recruitment

A
  1. Create Resentment Among Employees and Managers
  2. Leave a Gap in Existing Workforce
  3. Limit your Pool of Applicants
  4. Result in Inflexible Culture
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5
Q

Advantages of External Recruitment

A
  1. Fresh Outlook
  2. Help Spur and Motivate Existing Employees
  3. Learning New Best Practices In The Industry
  4. Diversify Skills
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6
Q

Disadvantages of External Recruitment

A
  1. Higher Cost and More Time Spent in Recruitment
  2. Lower Morale Due to Loss in Opportunity
  3. Longer Time for New Staff to be Operationally Ready
  4. Potential Culture Misfit and Conflict Within Staff Team
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7
Q

Information in an Internal Recruitment Announcement/Advertisement (4)

A
  1. Description of the Department
  2. Benefits
  3. Provide Details for the Application Process
  4. Communicate the Open Job
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8
Q

Information in an External Recruitment Advertisement (10)

A
  1. Design
  2. Job Title
  3. Core Competencies
  4. Location of the Position
  5. Employment Type
  6. Details on How to apply
  7. Include Rewards
  8. Contact Person for Inquiries
  9. Description of the Company
  10. Company Social Media Profile
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9
Q

Preparing an External Recruitment Advertisement/How to Prepare for an External Recruitment Advertisement (4)

A
  1. Types of Position
  2. Frequency
  3. Cost of Advertising
  4. Readership and Circulation
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10
Q

Examples of Print Advertisements

A

Newspapers
Magazines
Physical Articles

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11
Q

Examples of Online Advertisements

A

Online Newspapers
Online Magazines
Online Banners

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12
Q

Considerations in the Design of a Recruitment Advertisement (8)

A
  1. Education
  2. Experience
  3. White Space
  4. Social Media Links
  5. Headings
  6. Personality
  7. Company Information
  8. Reviews and Testimonials
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13
Q

Common Errors in Recruitment Advertisements and Its Remedies

A
  1. Boring Job Descriptions
    Too long or Too short
    Make it clear and concise
  2. Posting the Job Ads in the Wrong Location
    Posting an accountant advertisement in fashion magazine
    Posting it online to save heartache of ridicule from other HR colleagues
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14
Q

Activities after placement of a recruitment advertisement (10)

A
  1. Review applicants
  2. Initial Screening
  3. Interviews
  4. Applicant Assessments
  5. Background Check
  6. Reference Check
  7. Decision
  8. Job Offer
  9. Hiring
  10. On-Boarding
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15
Q

Benefits of Engaging a Recruitment Agencies (5)

A
  1. Network and Reach
  2. Access To key Strategic skills
  3. Budget
  4. Pool of Candidates
  5. Help with employer brand
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16
Q

Factors to consider when selecting recruitment agency

A
  1. Market Knowledge
  2. Additional Value Added Service
  3. Recruitment Techniques
  4. Transparency
  5. Talent Required
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17
Q

Platforms of E-Recruitment Using Technology

A
  1. Online communities and Forums
  2. E-Recruitment Agencies
  3. Company in-house recruitment
  4. Professional Social Media Platforms
  5. Social Media Groups
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18
Q

E-Recruitment Agencies

A

Online recruitment using cloud-based recruitment software

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19
Q

Company in-house recruitment

A

HR department liaise with other divisions and understand their hiring needs
Much more cost-effective and efficient

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20
Q

Professional Social Media Platforms

A

Linkedin: To source for passive candidates
Glassdoor: To reach and influence top quality candidates

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21
Q

Online Communities and Forums

A

Stackoverflow for programmers:

To quickly identify talented professionals

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22
Q

Advantages of Online Recruitment (9)

A
  1. Cost Effective
  2. Immediate
  3. Durable
  4. Easy to use
  5. Expedites the hiring process
  6. Reach a bigger audience
  7. Accessible
  8. More Dynamic Job Advertisements
  9. Flexible
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23
Q

Cost Effective

A

If managed effectively the company can save alot of money

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24
Q

Immediate

A

JOB POSTS AND REPLIES appear in real time therefore attracting more candidates

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25
Easy to use
Anyone can post job advertisement because the process is CLEAR AND EASY TO UNDERSTAND
26
Durable
Will stay live until author removes it
27
Expedites the Hiring Process
The use of applicant tracking systems, some are doing most of the sifting work for HR
28
Disadvantages Of Online Recruitment (6)
1. Difficult to measure effectiveness 2. Attracts fraudulent applicants 3. Attracts bad candidates 4. Alot of competition 5. Lost labour hours 6. Cost can Spiral
29
Difficult to measure effectiveness
Hard to figure out what is not working out
30
Attracts bad candidates
May attract unsuitable and not serious applicants
31
Attracts fraudulent applicants
Some applicants might be fake to get info about company or hiring officer Malicious hackers use the information online to gain access to the company's IT systems
32
Job Posting
1. Available for current employees WITHIN the organisation | 2. Usually for government department jobs to promote growth in the company
33
Job Bidding
1. Compete with other applicants for the job position | 2. Usually when the applicants exceed the number of job positions offered
34
Talent Inventory
To list professional attributes and expertise of employees
35
Collate Vacancies
1. Company is need of qualified team member | 2. Help recruiters focus on what matters
36
Verify Job Description
1. HR should discuss the persona and write it and promote it 2. A clearly defined job title, responsibilities and overview and benefits as well as salary range
37
Verify Entry Criteria
1. Known as screening stage | 2. Find applicants that best match job description
38
Verify Budget (8)
Break down into: 1. Advertising: Pay Per Click 2. Assessments: Payment for Tests/Competitions 3. External Recruiting: Recruitment agencies 4. Employer Branding Events: Recruiting Events 5. Career Page: Maintenance and Development 6. Partnerships: With institutions 7. Salary Costs of Hiring Team: External Recruiters 8. Other costs: Referral incentive costs
39
Employee Referral
1. Organisation encourage employees through incentives/rewards to refer candidates to the organisation 2. Referral program is a recruiting strategy
40
Methods for External Recruitment
1. Walk-In Applicant/Direct Recruitment 2. Print Media Advertisement 3. Internet (E-Recruitment)
41
Walk In Applicant
Come into the office to apply for a job
42
What is Print Media Advertisement
Posting physical platform informing a job vacancy usually newspapers/flyers
43
Internet (E-Recruitment)
Web-based technology to attract, select and recruit
44
Reduce Time to Hire (3)
1. Pre-screened for culture fit 2. Do not need full interviews with managers 3. Track Record is easily accessible
45
Shorten On Boarding Time
1. Know how the company operates, policies and practices 2. Familiar with new team 3. Known the content and context of new roles
46
Cost Less
Do not need to spend money on advertisements, subscribe to resume databases and pay for background checks
47
Strengthen Employee Engagement
Promote from within shows that the organisation value the employee and willing to invest in them
48
Create Resentment Among Employees and Managers
1. Employees who considered for the job would feel resentful | 2. Managers would feel uncomfortable losing GOOD team members
49
Leave A Gap In Existing Workforce
When an employee is promoted, their old position become vacant
50
Limit Your Pool of Applicants
1. Organisation may miss a chance to hire people with new skills and ideas 2. Organisation may have a lot of qualified candidates but unable to open all role
51
Recruit in Inflexible Culture
Recruit from within lead to stagnant culture as they get comfortable with the way things are done
52
Fresh Outlook
A fresh outlook to stay competitive
53
Help Spur and Motivate Existing Employees
Fresh talent from outside can help motivate current employee to produce and achieve more
54
Learning New Best Practices in the Industry
Target the key players to get an insider view to what the competitor is doing to be successful
55
Diversify Skills
Opportunities to find experienced and highly qualified and skilled candidates to meet the diversify requirements
56
Considerations when reaching the current talent pool (INTERNAL HIRING) (5)
1. Current Expertise 2. Position Available 3. Entry Requirement 4. Management Support 5. Platform
57
Higher cost and more time spent in recruitment
Take longer and cost more than hiring from within and need to spend money on recruitment advertisement
58
Lower morale due to lose in opportunity
Damage current employee morale as they feel that they have lower chance for promotion
59
Longer time for new staff to be operationally ready
Take time to train new candidate on the systems organisation uses
60
Potential culture misfit and conflict within staff
1. Unable to fit in the company | 2. New employees with new ideas may produce conflict within current employees
61
Current Expertise
Ensure that individuals have the specific skill sets that are required for the new post
62
Position Available
To formalise the transfer from current position to new position when is confirmed
63
Entry Requirement
Consider the relevant skill sets and experience while considering the internal transfer
64
Management Support
For any in house applicant there has to be a supportive management that promotes learning
65
Platforms
Best platforms to reach internal staff about the vacant job such as organisation intranet system
66
Description of the Department
1. Describe the main mission and what the department does | 2. Describe what they currently working on and plan to work on
67
Benefits
1. Emphasise the benefits to entice the most qualified internal candidates 2. Give them reasons to move their current roles
68
Provide details for the application process
1. Ensure process is easy and simple | 2. Avoid lengthy form application
69
Communicate the open job
Post the job on the company's intranet system, put hard copies, bulletin boards and company wide email
70
Type of Position
List down the position that is vacant with concrete description
71
Cost of Advertising
How much they want advertisement to be up and how many platforms they want to use
72
Readership and Circulation
Which platform to be used to reach the highest number of applicants
73
Frequency
How often they want their advertisement to be refreshed online
74
Review applicants
Review and eliminate those who did not meet the minimum requirements for the position or company
75
Initial Screening
Through phone calls or resume screening
76
Interviews
One-On-One focusing on applicants experience, skills and work history
77
Assessments
Given tests/exams to measure a range of variables
78
Background Check
1. To review on criminal history, past employment or credit checks 2. Drug testing may be required sometimes
79
Reference Check
To verify information shared in regards to previous employment
80
Decision
Hiring staff identifies their top choice
81
Job Offer
Once qualified candidate is identified they should offer letter that include salary, start date, benefits etc
82
Hiring
Begins process of paperwork once candidate accepts offer
83
On-Boarding
Welcome candidates in a professional way such as a welcome letter
84
Network and Reach
Recruit consistently resulting to huge candidates from across the countries and locally
85
Pool of candidates
Have ready candidates and resources to gather candidates for an organisation
86
Help with employer brand
RA help to market company culture to the candidate
87
Access to key strategic skills
Focus on developing skill sets to help organisation succeed
88
Budget/Resource Constraints
Opportunity cost of time versus screening, posting applicants and interviews shows that time can be used to engaged employees instead
89
Talent Required
HR needs to know the specific talents that the organisation is looking for
90
Recruitment Techniques
HR will ask how agencies test their candidates to determine if they are right fit for the job
91
Additional Value Added Service
1. HR wants to work with an agency that is confident with their abilities to source the best staff 2. HR wants to work with an agency that is willing to refund a percentage of the fee in case where successful candidate leave after 3-6 months
92
Transparency
They should provide a breakdown cost for engaging their services on their terms and conditions
93
Market Knowledge
What were the last 3 jobs you filled in the market will tell how much experience an agency has
94
Professional Social Media Platforms
LinkedIn To source for passive candidates Glassdoor To reach and influence for top QUALITY candidates
95
E-Recruitment Agencies
An online recruitment using cloud-based recruitment software
96
Company-In House Recruitment
They liaise with different diversions to understand their hiring needs then find the best people
97
Social Media Groups
Access to huge number of talent pool to identify passive candidates
98
Costs can spiral
User may have to pay for subscription fee
99
A Lot Of Competition
Everyone is doing the same thing therefore it is buried under mountain of job offers
100
Lost Labour Hours
May face possible technical issues therefore difficult to manage
101
How do RA structure their services and fees
1. Salary based fee 2. Up-front fee 3. On-Demand Recruitment 4. Outsourcing which replaces the employer's internal recruiting function

Talent and Acquisition Rewards (8 decks)

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