Recruitment and the Hiring Stage

Vocabulary flashcards covering the concepts, sources, methods, and steps of the recruitment process in Human Resource Management.

Recruitment

An HRM practice of tracing and enticing probable hires from a pool of job seekers, ensuring the organization has the right people in the right jobs.

Outside Sources (External)

A recruitment strategy involving advertising, walk-ins, internet recruiting, employee referral programs, headhunters, campus recruiting, and employment agencies.

Walk-ins

An external recruitment source best used for general vacancies in settings such as retail stores and restaurants.

Headhunters

An external recruitment source best used for executive and specialized positions such as CEO, CFO, or HR Director.

Campus Recruiting

An external recruitment source best used for entry-level positions, fresh graduates, and management trainees.

Employment Agencies

An external recruitment source best used for urgent or specialized hiring, such as nurses, engineers, or temporary staff.

Recruitment from Within (Internal)

A recruitment strategy involving job transfers, job promotions, internal job postings, job rotation, and employee succession planning.

Job Transfer

Moving employees to another department, branch, or role at the same level, usually without a salary change.

Job Promotion

Advancing employees to higher positions with greater responsibility, usually resulting in a salary increase.

Internal Job Posting (IJP)

A method that allows current employees to apply for internal vacancies through the company's career portal.

Job Rotation

Developing employee skills by assigning different roles or departments on a usually temporary basis without a salary change.

Employee Succession Planning

The process of preparing high-potential employees for future leadership positions through long-term development.

Active Recruitment

A method where employers search for potential job candidates who are eagerly searching for new job opportunities.

Passive Recruitment

A manpower acquisition strategy focused on reaching out to individuals who are currently employed and not aggressively searching for a job.

Determine the job vacancy

The first step in recruitment which involves confirming a position needs to be filled due to factors like retirement, resignation, or termination.

Plan how to fill an open position

The second step in recruitment where a list of worker requirements, budget, and recruitment sources are prepared.

Identify the target segment

The third step in recruitment which determines the specific group of qualified applicants the organization wants to attract.

Reach out to the target market

The fourth step in recruitment involving the advertisement and communication of job opportunities through appropriate channels.

Meet-up with job candidates

The fifth step in recruitment consisting of initial screening and assessments like interviews or tests to ensure job specifications are met.