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C202: chapt 5

Sourcing & Recruiting

sourcing the process of identifying qualified individuals and labor markets from which to recruit
recruiting refers to activities that affect either the number or type of people willing to apply for and accept job offers
active job seeker actively on the job market and seeking information about job opportunities
semi passive job seeker at least somewhat interested in finding a new job, but is not constantly looking for one.
passive job seeker not actively seeking another job, but he or she could be tempted by the right opportunity
internal recruiting services locates current employees who would be a good fit with another position
external recruiting services targets people outside the organization
succession management the ongoing process of preparing employees to assume other positions in the organization
talent inventory a manual or computerized record of employees’ relevant characteristics, experiences, and competencies
internal job posting systems communicate information about internal job openings to employees, often via a bulletin board or the company’s intranet
careers site the area of an organization’s website devoted to jobs and careers with the company
creative sourcing including “speed hiring” sessions modeled after speed dating, reading chat room postings and blogs to locate talented people, and holding talent competitions with job offers awarded to the winners
employee referrals Asking employees, particularly top performers, to recommend people they feel would be good performers can generate high-quality leads
internet data mining proactively searching the internet to locate semi-passive and passive job seekers with the characteristics and qualifications needed for a position
job fairs multiple employers and recruits meet to discuss employment opportunities
military transition services such as the Army Career and Alumni Program, help to place separating professional and semiprofessional military members, veterans, and their family members
non-US citizens recruiting globally can dramatically increase the talent available to a company, hiring foreign workers to work in the United States requires sponsoring an immigration visa for them
offshoring opening a location in another country or outsourcing work to an existing company abroad
observation watching people working in similar jobs for other companies to evaluate their potential fit with your organization
online job boards websites that allow job seekers to post résumés and employers to post jobs and use a search engine to find one another
previous employee employee who voluntarily leaves may find that the new job is not what he or she expected, the new venture may not work out, or the person may decide that they miss working at your company
resume databases searchable databases of prescreened résumés
schools common recruiting source for both internships and full-time positions
search firms independent companies that specialize in recruiting particular types of talent
walk-ins are people who apply for a job based on a “help wanted” sign in a window or on company property
written advertisements One of the oldest methods of recruiting external applicants
recruiting the set of practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers
recruitment spillover effects the positive or negative unintended consequences of recruiting activities
applicant tracking system software that helps manage the recruiting process
Efficiency-oriented recruiting metrics track how efficiently a firm is hiring
strategic recruiting metrics those that track recruiting processes and outcomes that influence the organization’s performance, competitive advantage, or strategic execution
realistic job previews both positive and potentially negative information about a job
organizational image people’s general impression of an organization based on both feelings and facts.
employer image an organization’s reputation as an employer
brand a symbolic picture of all the information connected to a company or a product, including its image
employer brand summarizes what an employer offers to employees and answers the question, “Why should I work here?”
Created by: nashanta
Popular Management sets




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