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hr exam 1 part 3

Terms in this set (41)

process of identifying and attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization
employee recru8iting
A ________approach to recruiting helps an organization become an employer of choice
strategic
two business recruiting strategies
broad and targeted
seeks to attract a large number of applicants
Broad skill scope
seeks to attract a small number of applicants who have specific skills or characteristics
Targeted scope
external and broad
bargain laborer
internal and broad
loyal soldier
external and targeted
free agent
internal and targeted
committed expert
arge number of non-specialized employees• stay with the company for only short periods of time
Bargain Laborer HR strategy (external, cost-leadership):
keep employees for longer periods• employees do not need specialized skills to
Loyal Soldier HR strategy (internal, cost-leadership):
Seeks to attract a small group of applicants who have a high probability of possessing the needed characteristics for a specific job• Suitable when you look for a very limited number of applicants with a very specific or rare set of skills
targeted recru8iting
seeks to fill job openings with people who are already working for the organization
internal sourcing
seeks to fill job openings with people from outside the organization -From other organizations-Independent contractors-Temporary workers
external sourcing
Those entering the workforce for the first time -Those who have been in the workforce but are currently unemployed-Those who are currently employed but seeking a different job
3 types of people looking for work
Timing of workforce entrance for full time• Their job search goes through several stages -Stage 1: determining what openings exist, what qualifications are necessary, and how to apply-Stage 2: focus is on finding out specific details about particular jobs• Organizations can benefit from finding ways to share positive messages
new entrant
The ___________are vulnerable to depression and other related issues• Importance of social support• Organizations benefit from seeking out and encouraging people who have been laid off from other jobs to apply for openings
unemployed
Attitude towards current job not as positive as they'd like• People who search for alternative jobs while still employed tend to be intelligent, agreeable, open to new experiences, and less prone to worry. • Organizations can direct recruiting messages to those who have recently experienced negative changes in their work roles
currently employed
- familiarity- compensation- organizational traits- recruiting activities are what for an organization
attractivness
Strong brand image = overall advantage in recruiting• Even more important for less well-known companies • Well-known product brand does not always translate to well-known employer brand
familiarity
internally and externally promoting a clear view of what makes a firm different and desirable as an employer
employer branding
goal asks a person to buy a product or service.
consumer branding
goal asks a person to change their life.
employment branding
Pride of individuals expected from being organizational members-Applicant pool quantity and quality-Stable and positive workforce attitudes and organizational performance compared to broader market
strong employer brand
million worker shortage in the U.S. in the forecast
5-10
Understand your organization.2. Create a compelling brand promise that mirrors your customer brand promise. Articulate your value proposition for employees.3. Develop standards to measure the fulfillment of the brand promise.4. Align all people practices to support and reinforce the brand promise.5. Execute and measure.
steps to building an employer brand
Company website -Company email
internal job posting
Current employees get their friends and acquaintances to apply for positions• At least four primary advantages-Relatively inexpensive -Quicker than most other methods-Better retention-Employees who made successful referrals become more committed
employee referal
publicize success, provide rewards, use bonuses, make it fun, make it easy, build momentum are ways to
increase effectiveness of employee referal
A major part of almost all newspapers• Potentially reach a very large number of people for a relatively low cost • Newspaper advertising works particularly well for the broad recruiting associated with the Bargain Laborer HR (cost leadership, external) strategy
print advertising
be clear, target the message, monitor and improve, choose words carefully, describe organizational culture, and include links are ways to
increase effectivenss of online recruiting
Each state has a ______________, a government bureau that helps match job seekers with employers
public employement agency
is a professional recruiting firm that helps organizations identify recruits for specific job positions in return for a fee.
private employement agency
Four Common Measures include:-Cost-Time-Quantity-Quality for
effective recruitign
Money paid for advertising, agency fees, and referral bonuses • Travel expenses for both recruiters and recruits• Salary costs for people who spend time and effort on recruiting activities
cost measures
The length of the period between the time recruiting begins and the time the new employee is in the position.• Average time to fill a position: 52 days (estimated).
time measures
Measures of efficiency: provide info about the reach of recruiting practices• Common measures• # of inquiries generated• # of job applicants• # of job acceptances
quantity measures
The extent to which recruiting activities locate and gain the interest of the capable ones • Common measures:- # of qualified applicants-turnover of the new hires-and performance of the new hires
quality measuers
dividing the total cost of a particular search by the number of hires it provides.
cost per hire
dividing the cost of a recruiting method (e.g., a newspaper advertisement) by the number of people who respond
cost per applicant
The most frequently used measures of recruiting combines assessments of cost and quantity.
cost per hire and cost per applicant
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