Human Resource Managment CH. 5 and 6
Tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability.
Cognitive aptitude tests:
Test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job.
Construct validity:
Test validation method whereby a person performs certain tasks that are actual samples of the kind of work a job requires or completes a paper-and-pencil test that measures relevant job knowledge.
Content validity:
Job sites accessible from a company homepage that list available company positions and provide a way for applicants to apply for specific jobs.
Corporate career Websites
: Test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal.
Criterion-related validity
Employees can serve an important role in the recruitment process by actively soliciting applications from their friends and associates.
EMPLOYEE REFERRALS
Document that specifies job title, department, date the employee is needed for work, and other details.
EMPLOYEE REQUISITION
Recruiters going to events being attended by individuals the company is seeking.
EVENT RECRUITING—
—Some organizations have discovered it beneficial to hire ex-offenders.
EX-OFFENDERS
Organizations used by some firms to locate experienced professionals and executives when other sources prove inadequate. The typical placement fee for an executive search is 33 percent of the executive's first-year pay.
EXECUTIVE SEARCH FIRMS—
Document that specifies job title, department, the date the employee is needed for work, and other details.
Employee requisition
Goal-oriented conversation in which the interviewer and applicant exchange information.
Employment interview:
Recruiters going to events being attended by individuals the company is seeking.
Event recruiting
Smart employers try to get their best ex-employees to come back.
FORMER EMPLOYEES—
Firms utilize employment Websites by typing in key job criteria, skills, and experience and indicating their geographic location.
GENERAL-PURPOSE JOB BOARDS—monster.com careerbuilder.com
Tests given to identify predisposition to inherited diseases, including cancer, heart disease, neurological disorders, and congenital diseases.
Genetic testing:
: Use of handwriting analysis as a selection factor.
Graphoanalysis
Organizations concerned with recruiting clerical and entry-level employees often depend on high schools and vocational schools.
HIGH SCHOOLS AND VOCATIONAL SCHOOLS—
After years of focusing primarily on professionals and their prospective employers, the big general employment job sites are trying to attract blue-collar and service workers.
HOURLY WORKERS' JOB SITES—
Management should be able to identify current employees who are capable of filling positions as they become available.
INTERNAL RECRUITMENT METHODS
Person whose primary responsibility is to use the Internet in the recruitment process (also called cyber recruiter).
INTERNET RECRUITER—
Special form of recruitment that involves placing students in temporary jobs with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduation.
INTERNSHIPS—
recruiting method engaged in by a single employer or group of employers to attract a large number of applicants for interviews.
JOB FAIRS—
Job posting: Procedure for informing employees that job openings exist.
JOB POSTING AND JOB BIDDING
The depressed high unemployment economy has brought out job scammers in mass. In searching for a job online, one should be alert to the fact that there are those out there who will attempt to steal personal information you and set up fraudulent credit-card accounts.
JOB SEARCH SCAMS
Procedure that permits employees who believe that they possess the required qualifications to apply for a posted position.
Job bidding
Recruiting method engaged in by a single employer or group of employers to attract a large number of applicants for interviews.
Job fair
Procedure for informing employees that job openings exist.
Job posting
: Tests designed to measure a candidate's knowledge of the duties of the job for which he or she is applying.
Job-knowledge tests
Résumé that contains an adequate description of the job seeker's characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process.
Keyword résumé:
Words or phrases that are used to search databases for résumés that match.
Keywords:
Of particular importance is the demand for and supply of specific skills in the labor market.
LABOR MARKET CONDITIONS
Nondiscriminatory practices in recruitment are absolutely essential
LEGAL CONSIDERATIONS
Way of communicating the employment needs within the firm to the public through media such as newspaper, radio, television, trade journals, and billboards.
MEDIA ADVERTISING—
Typically has a proven work history, are flexible, motivated, and drug free.
MILITARY PERSONNEL—
Frame of reference for comparing an applicant's performance with that of others.
Norm:
Online recruiting revolutionized the way companies recruit employees and job seekers search and apply for jobs.
ONLINE RECRUITMENT METHODS
Firms pair potential hires and managers in a warm, causal environment that encourages on-the-spot job offers.
OPEN HOUSES—
The job of the HR professional when the company headquarters has been offshored is certainly challenging. There are numerous examples of offshoring headquarters. Doosan, based in Seoul, South Korea, bought the Bobcat unit from Ingersoll Rand Co. in 2007.
OUR COMPANY HEADQUARTERS HAS BEEN OUTSOURCED!
Process of hiring an external provider to do the work that was previously done internally.
OUTSOURCING
Most commonly used method of meeting short-term fluctuations in work volume
OVERTIME
Condition that is achieved when everyone scoring a given test obtains the same results.
Objectivity
Weblogs, or blogs, have changed the ways in which individuals access information. Google or a blog search engine such as Technorati.com can be used.
WEBLOGS (BLOGS FOR SHORT
Associations in many business professions such as finance, marketing, information technology, and human resources provide recruitment and placement services for their members
PROFESSIONAL ASSOCIATIONS—.
Company that leases employees to other businesses.
PROFESSIONAL EMPLOYER ORGANIZATION (EMPLOYEE LEASING
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.
PROMOTION POLICIES
Operated by each state, receive overall policy direction from the U.S. Employment Service.
PUBLIC EMPLOYMENT AGENCIES—
Most common use of recruiters is with technical and vocational schools, community colleges, colleges, and universities.
RECRUITERS—
Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.
RECRUITMENT DEFINED
Specific means used to attract potential employees to the firm.
Recruitment methods
Places where qualified candidates can be found
Recruitment sources
Where qualified candidates are located.
Recruitment sources
Extent to which a selection test provides consistent results.
Reliability:
Goal-directed summary of a person's experience, education, and training developed for use in the selection process.
Résumé:
Typically has a proven work history, are flexible, motivated, and drug free.
SELF-EMPLOYED WORKERS—
Some firms are offering sign-on bonuses to high-demand prospects.
SIGN-ON BONUSES—
—"Social networking" is the business buzzword in recruiting these days. As previously mentioned, it is well known that networking is one of the best recruiting tools and numerous websites have been developed to utilize social network recruiting. Sites such as Twitter, Craigslist, Facebook and LinkedIn are used.
SOCIAL NETWORK RECRUITING
Number of people hired for a particular job compared to the total number of individuals in the applicant pool.
Selection ratio:
Process of choosing from a group of applicants the individual best suited for a particular position and the organization.
Selection:
Tests that require an applicant to perform a task or set of tasks representative of the job.
Work-sample tests:
Army recruiters have another means of enticing young men and women to enlist in the Army. Partnership for Youth Success (PaYS) represents one such program. PaYS is an enlistment option that enables a young man or woman to select a post-Army partner for an employment interview when joining the Army, Army Reserve or advanced ROTC. PaYS is designed to connect soldiers with post-Army opportunities before they even join.
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This chapter begins by discussing how soldiers can interview a company, join the army, and perhaps later on join the company he or she initially selected. Next, recruitment is defined and alternatives to recruitment are explained which includes a discussion of contingent workers of the future. This is followed by a discussion of the external environment of recruitment and promotion policies. A description of the recruitment process precedes a discussion of internal recruitment methods. Then, external sources of recruitment, online recruitment methods, and job search scams are examined. Traditional external recruiting methods are presented next. Then the importance of tailoring recruitment methods and sources is discussed. The chapter concludes with a global perspective entitled "Our Company Headquarters Has Been Outsourced!"
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Active job seekers, whether presently employed or not, are committed to finding another job. Passive candidates are typically employed, satisfied with their employer, and content in their current role. However, if the right opportunity came along, they might like to learn more.
ACTIVE OR PASSIVE JOB SEEKERS
—Certain large companies have begun pooling job candidates through a consortium known as AllianceQ. Those passed over by one company are invited to submit their résumés to the AllianceQ database.
ALLIANCEQ
Firm should consider its alternatives before engaging in recruitment.
ALTERNATIVES TO RECRUITMENT
Contingent workers, described as the "disposable American workforce" by a former secretary of labor, have a nontraditional relationship with the worksite employer and work as part-timers, temporaries, or independent contractors. Contingent workers are the human equivalents of just-in-time inventory. These disposable workers permit distinct advantages: maximum flexibility for the employer and lower labor costs. Historically, contingent workers have been called the bookends of recessions. They are the first to go when a recession begins and the last to be recalled when the economy gets better.
ARE CONTINGENT WORKERS THE WORKFORCE OF THE FUTURE?
Number of qualified applicants recruited for a particular job.
Applicant pool:
Software application designed to help an enterprise select employees more efficiently.
Applicant tracking system (ATS):
selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.
Assessment center:
This chapter begins with a discussion of E-Verify and biometrics, followed by a discussion of the significance of employee selection and identification of environmental factors that affect the selection process. Next, the general selection process and applicant tracking systems is described. The next two sections involve preliminary screening and review of applications and résumés. A section on sending résumés via the Internet follows, and the advantages and potential problems and characteristics of properly designed selection tests are then explained. Test validation approaches, and types of employment tests are next discussed, and topics related to genetic testing, graphoanalysis, and polygraph tests are described. Aspects of online assessment and the use of assessment centers are then presented, and the importance of the employment interview and the general types of interviewing is discussed. Then we examine the various methods of interviewing, interviewing through crowd sourcing, potential interviewing problems, and concluding the interview. Next, the use of pre-employment screening, including background investigations and reference checks is presented, followed by a discussion of negligent hiring. Topics related to the selection decision, the medical examination, notification of candidates, candidate relationship management, and automated reference checking is discussed. Metrics for evaluating recruitment/selection effectiveness are then explained. The chapter concludes with a global perspective entitled "Leadership Effectiveness in the Global Environment."
CHAPTER 6
—Potential professional, technical, and management employees are typically found in these institutions.
COLLEGES AND UNIVERSITIES
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.
COMMUNITY COLLEGES
Unique way to get individuals interested in applying for positions.
COMPETITIVE GAMES—
—When recent experience is required, competitors and other firms in the same industry or geographic area may be the most important source of recruits.
COMPETITORS IN THE LABOR MARKET
Sites are now available to assist this segment of the workforce. Professionals searching for freelance work are increasingly turning to Websites that let them market themselves globally.
CONTRACT WORKERS' SITES—
Job sites accessible from a company homepage that list available company positions and provide a way for applicants to apply for specific jobs.
CORPORATE CAREER WEBSITE—
Person whose primary responsibility is to use the Internet in the recruitment process (also called cyber recruiter).
Internet recruiter
Special form of recruitment that involves placing students in temporary jobs with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduation.
Internship
An alliance among the National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation; a national recruiting network and suite of web-based recruiting and career services automation tools serving the needs of colleges, employers and job candidates.
NACElink Network
—The alliance among the National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation is a national recruiting network and suite of web based recruiting and career services automation tools serving the needs of colleges, employers and job candidates.
NACElink Network
Websites that cater to a specific profession.
NICHE SITES—
Websites that cater to a specific profession.
Niche sites
Management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system.
Organizational fit:
Private employment agencies, often called "head hunters," are best known for recruiting white-collar employees and offer an important service in bringing qualified applicants and open positions together.
PRIVATE EMPLOYMENT AGENCIES—
Self-reported measures of traits, temperaments, or dispositions.
Personality tests:
Policy of filling vacancies above entry-level positions with current employees.
Promotion from within (PFW)
Tests that measure strength, coordination, and dexterity.
Psychomotor abilities tests:
Uniformity of the procedures and conditions related to administering tests.
Standardization:
For recruitment efforts to be successful, they must be tailored to meet the needs of each firm.
TAILORING RECRUITMENT METHODS TO SOURCES
Recruitment methods are the specific means through which potential employees are attracted to the firm.
TRADITIONAL EXTERNAL RECRUITMENT METHODS
Individuals who are unemployed, regardless of the reason, often provide a valuable source of recruitment.
UNEMPLOYED—
If an organization has the reputation of being a good place to work, it may be able to attract good prospective employees without extensive recruitment efforts.
UNSOLICITED APPLICANTS—
Online recruiting method engaged in by a single employer or group of employers to attract a large number of applicants to the company.
VIRTUAL JOB FAIRS—
Extent to which a test measures what it claims to measure.
Validity:
Online recruiting method engaged in by a single employer or group of employers to attract a large number of applicants to the company.
Virtual job fair
: Tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction.
Vocational interest tests
Described as the "disposable American workforce" by a former secretary of labor, have a nontraditional relationship with the worksite employer and work as part-timers, temporaries, or independent contractors.
contingent workers
Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.
recruitment
