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Talent and Acquisition Rewards > Unit 2 > Flashcards

Unit 2 Flashcards

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
Q

Easy to use

A

Anyone can post job advertisement because the process is CLEAR AND EASY TO UNDERSTAND

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26
Q

Durable

A

Will stay live until author removes it

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27
Q

Expedites the Hiring Process

A

The use of applicant tracking systems, some are doing most of the sifting work for HR

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28
Q

Disadvantages Of Online Recruitment (6)

A
  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
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29
Q

Difficult to measure effectiveness

A

Hard to figure out what is not working out

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30
Q

Attracts bad candidates

A

May attract unsuitable and not serious applicants

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31
Q

Attracts fraudulent applicants

A

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

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32
Q

Job Posting

A
  1. Available for current employees WITHIN the organisation

2. Usually for government department jobs to promote growth in the company

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33
Q

Job Bidding

A
  1. Compete with other applicants for the job position

2. Usually when the applicants exceed the number of job positions offered

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34
Q

Talent Inventory

A

To list professional attributes and expertise of employees

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35
Q

Collate Vacancies

A
  1. Company is need of qualified team member

2. Help recruiters focus on what matters

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36
Q

Verify Job Description

A
  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
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37
Q

Verify Entry Criteria

A
  1. Known as screening stage

2. Find applicants that best match job description

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38
Q

Verify Budget (8)

A

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
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39
Q

Employee Referral

A
  1. Organisation encourage employees through incentives/rewards to refer candidates to the organisation
  2. Referral program is a recruiting strategy
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40
Q

Methods for External Recruitment

A
  1. Walk-In Applicant/Direct Recruitment
  2. Print Media Advertisement
  3. Internet (E-Recruitment)
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41
Q

Walk In Applicant

A

Come into the office to apply for a job

42
Q

What is Print Media Advertisement

A

Posting physical platform informing a job vacancy usually newspapers/flyers

43
Q

Internet (E-Recruitment)

A

Web-based technology to attract, select and recruit

44
Q

Reduce Time to Hire (3)

A
  1. Pre-screened for culture fit
  2. Do not need full interviews with managers
  3. Track Record is easily accessible
45
Q

Shorten On Boarding Time

A
  1. Know how the company operates, policies and practices
  2. Familiar with new team
  3. Known the content and context of new roles
46
Q

Cost Less

A

Do not need to spend money on advertisements, subscribe to resume databases and pay for background checks

47
Q

Strengthen Employee Engagement

A

Promote from within shows that the organisation value the employee and willing to invest in them

48
Q

Create Resentment Among Employees and Managers

A
  1. Employees who considered for the job would feel resentful

2. Managers would feel uncomfortable losing GOOD team members

49
Q

Leave A Gap In Existing Workforce

A

When an employee is promoted, their old position become vacant

50
Q

Limit Your Pool of Applicants

A
  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
Q

Recruit in Inflexible Culture

A

Recruit from within lead to stagnant culture as they get comfortable with the way things are done

52
Q

Fresh Outlook

A

A fresh outlook to stay competitive

53
Q

Help Spur and Motivate Existing Employees

A

Fresh talent from outside can help motivate current employee to produce and achieve more

54
Q

Learning New Best Practices in the Industry

A

Target the key players to get an insider view to what the competitor is doing to be successful

55
Q

Diversify Skills

A

Opportunities to find experienced and highly qualified and skilled candidates to meet the diversify requirements

56
Q

Considerations when reaching the current talent pool (INTERNAL HIRING) (5)

A
  1. Current Expertise
  2. Position Available
  3. Entry Requirement
  4. Management Support
  5. Platform
57
Q

Higher cost and more time spent in recruitment

A

Take longer and cost more than hiring from within and need to spend money on recruitment advertisement

58
Q

Lower morale due to lose in opportunity

A

Damage current employee morale as they feel that they have lower chance for promotion

59
Q

Longer time for new staff to be operationally ready

A

Take time to train new candidate on the systems organisation uses

60
Q

Potential culture misfit and conflict within staff

A
  1. Unable to fit in the company

2. New employees with new ideas may produce conflict within current employees

61
Q

Current Expertise

A

Ensure that individuals have the specific skill sets that are required for the new post

62
Q

Position Available

A

To formalise the transfer from current position to new position when is confirmed

63
Q

Entry Requirement

A

Consider the relevant skill sets and experience while considering the internal transfer

64
Q

Management Support

A

For any in house applicant there has to be a supportive management that promotes learning

65
Q

Platforms

A

Best platforms to reach internal staff about the vacant job such as organisation intranet system

66
Q

Description of the Department

A
  1. Describe the main mission and what the department does

2. Describe what they currently working on and plan to work on

67
Q

Benefits

A
  1. Emphasise the benefits to entice the most qualified internal candidates
  2. Give them reasons to move their current roles
68
Q

Provide details for the application process

A
  1. Ensure process is easy and simple

2. Avoid lengthy form application

69
Q

Communicate the open job

A

Post the job on the company’s intranet system, put hard copies, bulletin boards and company wide email

70
Q

Type of Position

A

List down the position that is vacant with concrete description

71
Q

Cost of Advertising

A

How much they want advertisement to be up and how many platforms they want to use

72
Q

Readership and Circulation

A

Which platform to be used to reach the highest number of applicants

73
Q

Frequency

A

How often they want their advertisement to be refreshed online

74
Q

Review applicants

A

Review and eliminate those who did not meet the minimum requirements for the position or company

75
Q

Initial Screening

A

Through phone calls or resume screening

76
Q

Interviews

A

One-On-One focusing on applicants experience, skills and work history

77
Q

Assessments

A

Given tests/exams to measure a range of variables

78
Q

Background Check

A
  1. To review on criminal history, past employment or credit checks
  2. Drug testing may be required sometimes
79
Q

Reference Check

A

To verify information shared in regards to previous employment

80
Q

Decision

A

Hiring staff identifies their top choice

81
Q

Job Offer

A

Once qualified candidate is identified they should offer letter that include salary, start date, benefits etc

82
Q

Hiring

A

Begins process of paperwork once candidate accepts offer

83
Q

On-Boarding

A

Welcome candidates in a professional way such as a welcome letter

84
Q

Network and Reach

A

Recruit consistently resulting to huge candidates from across the countries and locally

85
Q

Pool of candidates

A

Have ready candidates and resources to gather candidates for an organisation

86
Q

Help with employer brand

A

RA help to market company culture to the candidate

87
Q

Access to key strategic skills

A

Focus on developing skill sets to help organisation succeed

88
Q

Budget/Resource Constraints

A

Opportunity cost of time versus screening, posting applicants and interviews shows that time can be used to engaged employees instead

89
Q

Talent Required

A

HR needs to know the specific talents that the organisation is looking for

90
Q

Recruitment Techniques

A

HR will ask how agencies test their candidates to determine if they are right fit for the job

91
Q

Additional Value Added Service

A
  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
Q

Transparency

A

They should provide a breakdown cost for engaging their services on their terms and conditions

93
Q

Market Knowledge

A

What were the last 3 jobs you filled in the market will tell how much experience an agency has

94
Q

Professional Social Media Platforms

A

LinkedIn
To source for passive candidates
Glassdoor
To reach and influence for top QUALITY candidates

95
Q

E-Recruitment Agencies

A

An online recruitment using cloud-based recruitment software

96
Q

Company-In House Recruitment

A

They liaise with different diversions to understand their hiring needs then find the best people

97
Q

Social Media Groups

A

Access to huge number of talent pool to identify passive candidates

98
Q

Costs can spiral

A

User may have to pay for subscription fee

99
Q

A Lot Of Competition

A

Everyone is doing the same thing therefore it is buried under mountain of job offers

100
Q

Lost Labour Hours

A

May face possible technical issues therefore difficult to manage

101
Q

How do RA structure their services and fees

A
  1. Salary based fee
  2. Up-front fee
  3. On-Demand Recruitment
  4. Outsourcing which replaces the employer’s internal recruiting function

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