Chapter 5: Recruiting Flashcards Preview

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Flashcards in Chapter 5: Recruiting Deck (40)
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1

what are the 6 elements of a recruitment strategy?

1) brand
2) focus
3) location
4) method
5) timing
6) decision

2

1) brand

why does someone want to work for us?

3

2) focus

what positions and KSAO's (knowledge, skills, abilities, and other characteristics) are most important?

4

3) location

where do we need talent?

5

4) method

what sources are best for finding talent?

6

5) timing

is our need immediate or in the future?

7

6) decision

who is responsible for the decision?

8

internal recruiting markets

find candidates internal to the firm

advantages are less training time, motivates current employees, cheaper, faster

cons are the ripple effect, affirmative action goals, bureaucratic nightmare

9

external recruiting markets

external to the firm

advantages are new ideas and views, rapid growth demands

cons are high costs (time and expensive)

10

regional recruiting markets

many firms of similar classes are located in the same regional area to get easiest access to human resources they need (Hollywood in LA and oil and gas in Houston)

11

global recruiting markets

Hiring the Best Qualified and Most Talented Employees: Handbook on Global Recruiting, Screening, Testing, and Interviewing Criteria (a handbook good for getting recruits from outside your country)

12

sources of external recruitment

walk ins
job fairs
educational institutions
union
mobile recruiting/internet
social networking
employment agencies
job boards
advertisements
employee referral
search firms
employee leasing
staffing agencies

13

branding

a company's efforts to help existing and prospective workers understand why it is a desirable place to work

14

nepotism

hiring family members of existing employees

15

internal recruiting method

internal job postings
identifying talent through performance appraisals
skills inventories and replacement charts

16

realistic job preview

informing applicants about all aspects of the job, including both its desirable and undesirable facts

17

surveys

another way to improve a company's recruiting is to survey managers about how satisfied they are with the process

are managers happy with the time it takes to hire new employees, the degree tho which they need to be involved in the process, and ultimately the overall quality of the people recruited?

18

recruiting metrics

time-to-fill
quality-to-fill
yield ratio
acceptance rate
cost of recruitment

19

applicant tracking system

a software application recruiters use to post job openings, screen resumes, and uploaded profile, contact via e-mail potential candidates for interviews, and track the time, costs, and other metrics related to hiring people

20

time-to-fill metric

refers to the number of days from when a job opening is approved to the date a person ultimately is chosen for the job

21

quality-to-fill metric

measures how well new hires have gotten "up to speed" are performing, and their retention levels

22

yield ratio

percentage of applicants from a particular source that make it to the next stage in the selection process

23

acceptance rate

percentage of applications who accept a firm's jobs after being offered them

24

general hiring process

recruitment (acquiring a pool of qualified candidates for a job) - selection (process of hiring or not hiring candidates for a job) - socialization .

25

trend analysis

uses past employment patterns to predict future needs

26

forecasting tools

succession planning
replacement charts

27

succession planning

identifying and developing talented employees to eventually take leadership positions

28

replacement charts

visually shows each possible successor for a job and summarizes their present performance and development needs

29

career development initiatives

career counseling

mentoring programs

tuition assistance programs

career plateau initiatives

30

recruiting and developing women

eliminate women's barriers to advancement
accommodating families