HRPO Chapter 5 Review

Employee Referrals

An employee of the company recommends a friend or associate as a possible member of the company; this continues to be the way that top performers are identified.

Recruitment Process

An employee requisition is a document that specifies job title, department, date the employee is needed for work, and other details. The next step is to determine whether qualified employees are available within the firm or if they must be recruited from external sources. Recruitment sources are places where qualified candidates can be found. Recruitment methods are specific means used to attract potential employees to the firm.

Promotion Policies

Organization can stress a policy of promotion from within its own ranks or a policy of filling positions from outside the organization. Promotion from within is the policy of filling vacancies above entry-level positions with current employees.

Recruitment

Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.

Competitors in the Labor Market

When recent experience is required, competitors and other firms in the same industry or geographic area may be the most important source of recruits.

Offshoring

is the migration of all or a significant part of the development, maintenance and delivery of services to a vendor located in another country

Outsourcing

is the process of hiring an external provider to do the work that was previously done internally

External Recruitment Sources

• HIGH SCHOOLS AND VOCATIONAL SCHOOLS—Organizations concerned with recruiting clerical and entry-level employees often depend on high schools and vocational schools. • COMMUNITY COLLEGES—Number of community colleges are sensitive to the specific employment needs in their local labor market and graduate highly sought-after students with marketable skills. • COLLEGES AND UNIVERSITIES—Potential professional, technical, and management employees are typically found in these institutions. • COMPETITORS IN THE LABOR MARKET—When recent experience is required, competitors and other firms in the same industry or geographic area may be the most important source of recruits. • FORMER EMPLOYEES—Smart employers try to get their best ex-employees to come back. • UNEMPLOYED—Individuals who are unemployed, regardless of the reason, often provide a valuable source of recruitment. • MILITARY PERSONNEL—Typically have a proven work history, are flexible, motivated, and drug free. • SELF-EMPLOYED WORKERS—May provide a source of applicants to fill any number of jobs requiring technical, professional, administrative, or entrepreneurial expertise. • EX-OFFENDERS—Some organizations have discovered it beneficial to hire ex-offenders.

Alternatives to Recruitment

• PROMOTION POLICIES—Organization can stress a policy of promotion from within its own ranks or a policy of filling positions from outside the organization. Promotion from within is the policy of filling vacancies above entry-level positions with current employees. • OVERTIME—Most commonly used method of meeting short-term fluctuations in work volume. • ONSHORING—Onshoring involves moving jobs not to another country but to lower cost American cities.