Kaarten: HRM C3: Recruitment | Quizlet

According to Securex (2023), what is the "High Demand" aspect of the current labor market?

The labor market has many vacancies due to demographic changes and an aging population, creating intense competition to be the "Employer of Choice."

Why is retention currently a major challenge for employers?

Employees face low switching costs due to abundant job opportunities, leading to high replacement costs for employers.

Define Resource-Based Theory (RBT) in HRM.

RBT states that organizations gain competitive advantage through effective management of internal resources, with employees as the primary resource.

What is the formal definition of recruitment and its three core steps?

Recruitment involves identifying and attracting potential employees: (1) define target audience, (2) craft recruitment message, (3) select the channel.

What is Targeted Recruitment?

Strategically directing recruitment efforts toward specific groups of potential candidates instead of a broad approach.

What are the four elements of implementing a targeted recruitment strategy?

1) Define specific candidate profiles, 2) represent on platforms used by target audience, 3) build relationships via networking, 4) use data-driven approaches.

What two main components must an effective recruitment message include?

1) Candidate profile (desired characteristics), 2) Job and organizational characteristics.

Which three elements have the most significant impact on organizational attractiveness?

Job content, work environment, and company image.

What qualities should recruitment information possess to be effective?

Far-reaching, unique, specific, and ideally include a Realistic Job Preview (RJP).

What is the Expectation Lowering Procedure (ELP)?

An approach to prevent dissatisfaction by ensuring applicants do not have unrealistically high expectations.

List five types of recruitment channels used to reach candidates.

1) Job platforms, 2) Social media, 3) Recruitment agencies, 4) Networking events, 5) Employees as ambassadors.

How do current employees serve as a recruitment channel?

They facilitate word-of-mouth and referral programs, which are often more credible than traditional advertisements.

What is the best approach for selecting recruitment channels?

Use a mix of channels and apply creativity to stand out in a competitive market.

Why is human capital vital in public organizations according to Jakobsen et al. (2023)?

Public employees "give the state a face," linking the quality of government service directly to hired personnel.

Name two reasons for the high demand for labor in the public sector.

1) Baby boomers retiring, 2) increased workload for remaining staff.

Name three reasons for the low supply of applicants in the public sector.

1) Low unemployment in OECD countries, 2) aging populations, 3) decreased interest in public sector jobs.

What barriers hinder public sector recruitment efforts?

Negative stereotypes and perceptions that public selection processes are time-consuming and bureaucratic.

What three core questions must a public organization answer to succeed in the labor market?

1) How to attract quantity and quality? 2) How to convince them to accept proposals? 3) How to motivate them to stay?

How do Lievens et al. (2007) define Employer Branding?

Developing and promoting a distinctive and attractive employer image among current and potential employees.

What does the "Employer Brand" consist of (Ambler & Barrow, 1996)?

A package of functional, economic, and psychological benefits aligned with the organization's identity.

How does employer branding affect recruitment costs and quality?

Improves quantity and quality of applicants, reduces recruitment costs, and has positive spill-over on business performance.

What internal benefits arise from strong employer branding?

Higher retention, lower absenteeism, and more productive, loyal, and happy employees.

What percentage of job applicants consider an organization's reputation important?

95% consider reputation important; 69% may decline an offer from a company with poor employer brand.

In the marketing metaphor for recruitment, who is the "consumer" and what is the "product"?

The consumer is the applicant/employee; the product is the job itself.

Why is branding influential for applicants' decisions?

Applicants have limited and vague information; employer image perceptions strongly determine attractiveness.

List the steps in the Four-Step Plan for an effective branding strategy.

Step 0: Preparatory phase; Step 1: Define desired brand (EVP); Step 2: Assess current brand; Step 3: Promote internally; Step 4: Promote externally.

Which three professional groups must collaborate for branding success?

HR professionals, marketers, and communication specialists.

What does "strategic maturity" mean in the preparatory phase?

Having a well-defined and embraced mission, vision, objectives, and core values before starting branding.

The employer brand must be consistent with which other images?

Corporate image, product image, and financial image.

Name three common goals for an employer branding strategy.

1) Attract more candidates, 2) become an 'employer of choice', 3) increase employee retention.

How do financial resources relate to social media in branding?

While a starting budget is necessary, social media provides cost-effective and creative solutions for reaching audiences.

What is the difference between instrumental and symbolic characteristics (Lievens & Highhouse, 2003)?

Instrumental: objective, tangible (e.g., salary, location); Symbolic: subjective, abstract (e.g., prestige, design).

Give examples of instrumental job characteristics.

Location, salary, type of job, and career opportunities.

Give examples of symbolic job characteristics.

Image, perceived strength, and trendiness.

What is the Employer Value Proposition (EVP)?

The desired employer brand—the unique set of offerings in exchange for employees' skills and performance.

What is an Image-Audit?

Mapping the organization's current image to ensure external promotion matches internal reality.

How are qualitative and quantitative audits conducted?

Qualitative: interviews/focus groups; Quantitative: questionnaires assessing specific characteristics.

Define Internal Employer Branding.

The translation of the EVP to current employees so they experience the brand in daily work.

What happens if the internal brand does not match the external image?

Leads to dissatisfaction after hiring and higher turnover due to mismatch between expectation and experience.

How should employees be involved in Step 3 (internal branding)?

Use a bottom-up approach to involve employees from the outset in measuring and defining the image.

What does it mean for employees to be "co-owners" of the brand?

They translate abstract values into concrete behaviors within their jobs.

What is the core idea of Mosley's Touchpoint Model?

The employer brand experience must be present in every touchpoint an employee has with the company.

Why are direct supervisors critical in Step 3?

They set the example and convey employer brand values daily to their teams.

What is an employee ambassador (Rys et al., 2025)?

An employee who demonstrates discretionary effort by actively promoting the employer's brand inside and outside the company.

List the three key traits of an employee ambassador.

1) Well-informed, 2) emotionally connected, 3) actively communicating consistently with brand values.

What is the primary goal of Step 4: External Branding?

To become the "Employer of Choice" by managing an attractive, distinctive image among potential employees.

Why is external branding important for candidate trust?

It builds credibility and trust, ensuring the organization is seen as reliable and desirable.

How do AZ Zeno and AZ Damiaan promote their brands?

They use creative media like mini-series to showcase their hospital environment.

How do Bruges and Ghent promote their public employer brands?

Bruges uses a magazine; Ghent runs campaigns like "Shine for Ghent" (Gentster).

What unique tools does the military use for external recruitment?

Job days and a digital "mission chooser" tool.