Talent Acquisition Exam 2

Sourcing

Identifying and locating high-potential recruits.  For external and internal job candidates. 

Types of Job Seekers

Active Job Seekers

Semi-Passive Job Seekers 

Passive Job Seekers 

Active Job Seeker

People who need a job and are actively job searching. 

Semi-Passive Job Seeker

People who are interested in a new position, but only occasionally job-search.

Passive Job Seekers

currently employed and are not actively seeking another job, but could be tempted by the right opportunity.

Many high-quality candidates are usually in this group, but difficult to find them and steal them away.

Internal Recruiting Sources

People who currently work for the company who would be good recruits for other positions.

External Recruiting Sources

People outside the firm. (Referrals, career fairs, resume databases, online job boards)

Boolean Searches

An internet search technique that allows a search to be narrowed by using special terms before keywords.

Example: (Or, And, Not)

Creating a Sourcing Plan

1: Profiling desirable employees to identify promising sources.

Creating a Sourcing Plan Step 1:

1.Profile desirable employees to identify promising sources.

Find out what desirable talent and successful current employees in targeted jobs like to do and how to reach them, if you were to try to recruit them now.

Surveys or focus groups

Creating a Sourcing Plan Step 2:

Perform ongoing recruitment source effectiveness by tracking metrics.  You want to use as many metrics as possible.  

Yield Ratio Metric 

Equals the percent of people who successfully move from one stage of recruitment to the next.

Organizational Image

A general impression of a company based on both feelings and facts.

Employer Image

Attitudes toward and perceptions of the organization as an employer.

Two Kinds of Correlations

1. Predictors (things that happen before the hiring/job).

2. Outcomes/Criterion (things that happen during or after the hire/job).

Reliability

How dependable or consistent a measure is in assessing a particular characteristic. A measurement error influences reliability and can be either random or systematic.

Test-retest reliability 

Repeatability of scores over time. 

Inter-rater reliability

Consistency of score across raters using the same item, scale, or instrument.

Validity

The degree to which your test measures what it’s supposed to measure. The degree to which a selection test predicts actual job performance, and the extent to which we can make specific predictions based on selection test scores.

Content-related Validation 

Demonstrating that the content of a measure asseses important job-related behaviors. assesses

Criterion-related validation

Demonstrating that there is statistical relationship between scores from a measure and the criterion, usually some aspects of job success.