Chapter 5 hrm

Define Recruitment.

Activities carried out by the organization to identify and attract potential employees.

Define Selection.

The process of assessing candidates' qualities, expertise, and experience to identify the best person for the role.

What is the difference between recruitment and selection?

Recruitment is the first stage, a positive process that attracts candidates; selection is the second stage, a negative process that narrows the applicant pool.

Why is recruitment considered a two-way street?

Organizations want to find and hire the best person efficiently, while applicants want to find the right job.

What two types of fit do organizations and applicants seek?

Person-organization fit and person-job fit.

What is person-job fit?

The match between an applicant's qualifications and the requirements of a job.

What is person-organization fit?

The match between an applicant's values and the organization's values and culture.

How are recruitment and job analysis related?

Job analysis identifies the duties and qualifications needed for the job, helping recruitment attract suitable applicants.

Define Employee Profiles.

Profiles of workers developed by studying an organization's top performers to recruit similar types of people.

Why should recruitment be an ongoing process?

Organizations need to maintain a talent pipeline rather than recruiting only when a vacancy occurs.

What four strategic factors influence recruitment?

Employer branding, recruiting abilities, internal versus external recruitment, and labour market conditions.

Who may be responsible for recruiting?

HR recruiters or generalists, managers or supervisors, work teams, or outside recruiting firms.

Define Recruiting Process Outsourcing (RPO).

The practice of outsourcing an organization's recruiting function to an outside firm.

When might an organization use RPO?

When it needs to recruit large numbers of employees or hire employees quickly.

What are the two main ways organizations recruit internally?

Promotions and transfers.

Define External Labour Market.

The supply of potential workers outside the organization, influenced by macroeconomic conditions.

Define Internal Labour Markets.

Labour markets in which workers are hired into entry-level jobs and higher levels are filled from within.

What is the difference between a tight and loose labour market?

A tight labour market has high employment and few available workers; a loose labour market has lower employment and many available workers.

Define Global Sourcing.

The business practice of searching for and using goods and services from around the world.

Define Employer Branding.

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

What is the main purpose of employer branding?

To attract and retain top employees by presenting the organization as a desirable employer.

What is considered the most effective form of employer branding in the lecture?

Word of mouth.

A company posts employee testimonials and workplace benefits on LinkedIn to attract applicants. What is this?

Employer branding.

What are the five internal recruiting methods?

Internal job postings, performance appraisals, manager referrals, replacement charts, and skill inventories.

Define Internal Job Posting.

Advertising a vacant position to current employees through internal channels such as an intranet, email, or job board.

Define Skill Inventories.

Records of employees' KSAOs, experience, tenure, compensation, and other qualifications.

What does KSAO stand for?

Knowledge, Skills, Abilities, and Other characteristics.

What is the purpose of replacement charts?

To identify employees who could fill key positions in the future as part of succession planning.

Define Succession Planning.

A plan to identify and develop potential successors who can fill key positions in the future.

Define 9-Box Grid.

A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance.

What are the two axes of the 9-box grid?

Performance on the X-axis and potential on the Y-axis.

An employee has high performance and high potential. What might a 9-box grid suggest?

The employee may be a strong candidate for advancement and leadership development.

An employee performs well but has low potential for advancement. What might management do?

Retain the employee as a valuable specialist rather than automatically promote them.

Define Talent Bench.

The pool of ready internal talent that can step into key roles when needed.

What are four warning signs of a weak talent bench?

Long times to fill key positions, dependence on external recruitment, unsuccessful replacements, and promotions based on favoritism or nepotism.

What are the main external recruiting channels?

Advertisements, employee referrals, employee leasing, internet and social media, mobile recruiting, employment agencies, educational institutions, walk-ins, job fairs, rerecruiting, executive search firms, professional associations, labour unions, and public employment agencies.

Define Employee Referrals.

Recruiting candidates recommended by existing employees.

What is a potential disadvantage of employee referrals?

They may create nepotism, favoritism, or a less diverse applicant pool.

Define Nepotism.

A preference for hiring relatives of current employees.

Define Employee Leasing.

The process of dismissing employees who are then hired by a leasing company that handles HR-related activities and contracting with that company to lease back the employees.

How does employee leasing differ from temporary agency staffing?

Employee leasing typically involves ongoing placements and outsourced HR responsibilities, while temporary agencies supply workers for limited periods.

Define Passive Job Seekers.

People who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

Define Mobile Recruiting.

The process of recruiting candidates via their mobile devices.

Define Rerecruiting.

The process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.

What are the six benefits of internal recruitment?

Capitalizes on past investments in employees, provides promotion opportunities, rewards past performance, improves morale, reduces orientation and training costs, and uses known performance records to predict success.

What are the four limitations of internal recruitment?

Specialized skills may be unavailable, the talent pool may be limited, inbreeding of ideas can occur, and the organization may miss external creativity and knowledge.

What does inbreeding mean in recruitment?

Repeatedly hiring or promoting internally so that the same ideas and attitudes circulate with few new perspectives.

What are the six benefits of external recruitment?

Provides specialized skills, prevents inbreeding, brings creativity and innovation, introduces current knowledge, may bring clients and revenue, and supports diversity goals.

What are the two main limitations of external recruitment?

Higher orientation and training costs, and less information available to predict candidate success.

A company wants new ideas and specialized skills that current employees lack. Which recruitment approach is most suitable?

External recruitment.

A company wants to reward employees, improve morale, and reduce training costs. Which recruitment approach is most suitable?

Internal recruitment.

What three techniques can organizations use to improve recruiting effectiveness?

Realistic Job Previews, surveys, and recruiting metrics.

Define Realistic Job Preview (RJP).

Informing applicants about all aspects of the job, including both its desirable and undesirable facets.

When should a Realistic Job Preview be provided?

During recruitment, before applicants accept the job.

Why are Realistic Job Previews useful?

They provide accurate expectations and help applicants determine whether the job is suitable.

What are four ways to provide a Realistic Job Preview?

Write accurate job descriptions, showcase employees, discuss development opportunities, and provide evidence through observations or meetings.

Who should be surveyed to evaluate recruitment effectiveness?

Managers, new hires, and applicants who declined job offers.

What information can recruitment surveys provide?

Manager satisfaction with new hires and hiring time, new-hire satisfaction, and reasons applicants decline offers.

What are the five main recruiting metrics?

Quality of fill, time to fill, yield ratios, cost of recruitment, and acceptance rate.

Define Quality of Fill.

A recruiting metric that evaluates the quality of new hires using indicators such as performance, productivity, and retention.

What is the Quality-of-Fill formula?

(PR + HP + HR) ÷ N.

Define Time to Fill.

The number of days from when a job opening is approved to the date the candidate is selected.

What is the difference between selection time and time to start?

Selection time measures the period from job approval to offer acceptance; time to start measures the period from offer acceptance to the employee's start date.

Define Yield Ratio.

The percentage of applicants from a recruitment source that make it to the next stage of the selection process.

What is the formula for Yield Ratio?

Number advancing to the next stage ÷ number at the previous stage × 100.

Define Acceptance Rate.

The percentage of applicants who accept a firm's job offers.

What is the Acceptance Rate formula?

Number of accepted offers ÷ total offers made × 100.

What does cost of recruitment measure?

The expenses incurred in recruiting and hiring employees.

Define Applicant Tracking System (ATS).

A software application recruiters use to post job openings, screen résumés, contact potential candidates for interviews via email, and track time and costs related to hiring.

What negative consequences can employee turnover have?

Lower employee morale and reduced productivity.

According to the lecture, what is a primary cause of employee turnover?

Poor leadership.

What are six strategies to improve employee retention?

Targeted recruitment, career management and development, individual development, mobility, autonomy, and mentoring.

Define Stay Interview.

A one-on-one conversation where a manager asks an employee why they stay in their role and what might cause them to leave.

Define Targeted Recruitment.

Developing recruitment strategies that meet diversity objectives through outreach to underused groups and a more defined target market.

What methods can organizations use for targeted recruitment?

Community outreach, inclusive job descriptions, essential qualifications, diverse recruitment images, targeted software, job crafting, and communicating commitment to EDI.

Define Career Management.

Blending the goals and needs of individual employees with the goals and needs of the organization.

What are the four steps in HR's career management process?

Match individual and organizational needs, identify career opportunities and requirements, gauge employee potential, and institute career development initiatives.

What organizational needs must career management consider?

Strategic needs such as growth and future competencies, and operational needs such as turnover, absenteeism, recruitment, and productivity.

What individual needs must career management consider?

Personal needs such as family and relocation, and professional needs such as education, career stage, promotion aspirations, and performance.

Define Job Progressions.

The hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledge and/or skill.

Define Career Paths.

Lines of advancement in an occupational field within an organization.

What is the difference between job progression and a career path?

Job progression emphasizes increasingly demanding levels of work; a career path describes a possible route of advancement through jobs.

What are the five career stages in order?

Preparation for Work, Organizational Entry, Early Career, Midcareer, and Late Career.

What occurs during Preparation for Work (ages 0–25)?

Develop occupational self-image, assess occupations, make an initial career choice, and pursue education.

What occurs during Organizational Entry (ages 18–25)?

Obtain job offers and choose an appropriate job based on complete and accurate information.

What occurs during Early Career (ages 25–40)?

Learn the job and organizational norms, fit into the organization, increase competence, and pursue goals.

What occurs during Midcareer (ages 40–55)?

Reassess goals, maintain or improve productivity, and mentor others.

What occurs during Late Career (ages 55–retirement)?

Continue improving productivity, mentor employees, and prepare for retirement.

Define Career Plateau.

A situation in which, for either organizational or personal reasons, the probability of moving up the career ladder is low.

Define Dual Career Path.

A career system allowing advancement through either a managerial or technical or professional path, with comparable opportunities for pay, status, and recognition.

Define Boundaryless Career.

A self-directed career in which individuals develop marketable skills and pursue opportunities across different employers.

What are four methods used to gauge employee potential?

Competency appraisals, talent inventories, succession plans, and assessment centres.

Define Promotion.

A change of assignment to a job at a higher level in the organization.

Define Transfer.

Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job.

What is the difference between promotion, lateral transfer, and demotion?

Promotion is upward movement, lateral transfer is movement to an approximately equal position, and demotion is downward movement.

Define Relocation Services.

Services provided to an employee transferred to a new location, potentially including moving assistance, selling a home, cultural orientation, or language support.

Define Outplacement Services.

Services provided by organizations to help terminated employees find a new job.

An employee is transferred from Ottawa to Vancouver and receives moving assistance. What service is this?

Relocation services.

An employee is laid off and receives assistance finding another job. What service is this?

Outplacement services.

Define Career Counselling.

Discussing employees' current job activities and performance, interests and goals, skills, and suitable career development objectives.