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o To identify career opportunities and requirements, managers have to continually analyze the:

o Competencies required for jobs o Progression among related jobs o Supply of ready (and potential) talent available to fill those jobs

(types of test) drug test

o Different states have different laws regarding drug testing. o A candidate can refuse to take a drug test, but that is tantamount to turning down the job. o There are mixed results regarding the effectiveness of drug testing.

(external) Public Employment Agencies

o Each of the 50 U.S. states maintains an employment agency that works with employers to post their job openings in online job banks and matches unemployed qualified workers to the jobs so they can apply for them.

research findings(external)

o Employee referrals are the best source of applicants. o Referred employees have higher retention rates than those who are not referred and are hired in less than half the time as other candidates.

(types of test)Physyical ability test

o For some jobs, such as firefighters and police officers, employers need to assess a person's physical abilities.

(external) Educational Institutions

o High schools and community colleges o Work-study programs o Internships

(external) Executive Search Firms

o In contrast to public and private employment agencies, which help jobseekers find the right job, executive search firms (often called "headhunters") help employers find the right person for a job.

(external) Professional Associations and Labor Unions

o Placement centers are usually included at the national meetings of professional associations. o Labor unions have been a principal source of applicants for blue-collar and some professional jobs.

(types of test) medical exmainations

o The law prohibits a medical examination being administered to an applicant before he or she has been made a conditional employment offer and agreed to undergo it.

(external) Social Media

Firms are utilizing social media websites (e.g., Facebook, LinkedIn) to recruit employees.

(types of test) o Job Knowledge Tests

Job knowledge tests are achievement tests designed to measure people's level of understanding, or knowledge, about a particular job.

§ E-learning -

Learning that takes place via electronic media

(external)§ Staffing Agencies

o Staffing agencies (e.g., Adecco, Kelly Services) are firms that hire and place workers in temporary positions.

Employee referral (external)

o Word-of-mouth recommendations are the way most job positions are filled.

Virtual job fair (external)

Job fairs conducted online

(internal)§ Internal Job Postings

o Bulletin boards o Intranets

(recruiting metrics) Acceptance rate

The percentage of applicants who accept a firm's jobs after being offered them

(internal) Replacement charts

Used for succession planning

(types of interviews)o Sequential interview

- A format in which a candidate is interviewed by multiple people, one right after another

o Error of central tendency

- A performance rating error in which all employees are rated about average

o Leniency or strictness error

- A performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings

o Recency error

- A performance rating error in which the evaluation is based largely on the employee's most recent behavior rather than on behavior throughout the evaluation period

Cooperative training

- A training program that combines practical on-the-job experience with formal educational classes

(types of interviews) o Structured interview

- An interview in which a set of standardized questions having an established set of answers is used

(types of interviews) Nondirective interview

- An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks

Reliability

- The degree to which an interview, test, or other selection procedures result in consistent information about a candidate refers to the extent to which two or more methods (e.g., interviews and tests) yield similar results or are consistent with one another.

o Performance review methods can be broadly classified as measuring traits, behaviors, or results.

-Trait approaches are based on people's characteristics. -Behavioral approaches provide more action-oriented information to employees and may be best for development. -The results-oriented approach focuses on the measurable contributions that employees make to the organization.

Promotion -

A change of assignment to a job at a higher level in the organization

(internal) Nine-box grid

A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance.

Demotion -

A downward transfer that moves an individual into a lower-level job that can provide developmental opportunities

§ Behavior modeling -

A learning approach in which work behaviors are modeled, or demonstrated, and trainees are asked to mimic them

On-the-job training (OJT

A method by which employees are given hands-on experience with instructions from their supervisor or other trainer

o Similar-to-me error

A performance rating error in which an appraiser inflates the review of an employee because of a mutual personal connection

o Contrast error -

A performance rating error in which an employee's review is biased either upward or downward because of comparison with another employee just previously evaluated

(types of test) Assessment center test

A process by which managerial candidates are evaluated at an assessment center as they participate in a series of situations that resemble what they might need to handle on the job

Apprenticeship training

A system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

(Recruiting metrics ) Applicant tracking system (ATS)

A system recruiters use to post job openings, screen résumés and uploaded profiles, contact via email potential candidates for interviews, and track the time, costs, and other metrics related to hiring people

(types of interviews) Panel interview -

An interview in which a board of interviewers questions and observes a single candidate

(types of interviews) of Behavioral description, interview (BDI)-

An interview in which an applicant is asked questions about what he or she actually did in a given situation

(types of interviews)o Situational interview -

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

§ MOOC -

An online course anyone can take

§ Just-in-time training -

Electronic training delivered to trainees when and where they need it to do their jobs

(External)Corporate "inbreeding"

Occurs when firms hire employees similar to those who provided the referrals and thereby discriminate against protected classes

§ Learning management system (LMS) -

Online system that provides a variety of assessment, communication, teaching, and learning opportunities

(external)Passive jobseekers

People who are not looking for jobs but could be persuaded to take new ones given the right opportunity

(external) Private Employment Agencies

Private employment agencies are companies that, for a fee, match people with full-time jobs

external and internal recruiting methods definition

Recruiting Metrics The two primary locations in which to find candidates are those external to the firm (external candidates) and those internal to the firm (internal candidates), each of which are recruited somewhat differently.

Validity

The degree to which a test or selection procedure actually measures or predicts a person's ability to do a job

Job progressions

The hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledge and/or skill

(recruiting metrics) Yield ratio

The percentage of applicants from a particular source that make it to the next stage in the selection process

Transfer

The placement of an employee in another job for which the duties, responsibilities, status, and pay and benefits are approximately equal to those of the previous job the person held

(external) Employee Leasing

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees

(external)Mobile recruting

The process of recruiting candidates via their mobile devices

o Blended Learning

The use of both in-person classroom learning and online learning

(internal) Skills inventories

Track an employee's education, past work experience, vocational interests, specific abilities and skills, compensation history, and job tenure to see how they can best be used

Miceolearning

Training sessions that take place in a very short timeframe, usually 5 minutes or less

(types of test) Work Sample Test

Work sample tests, or job sample tests, require the applicant to perform tasks that are part of the work required on the job.

(external) Independent Contractors

Workers who are self-employed and do project work on a contract basis for different organizations

The federal government

and various state governments work together with private employers to sponsor training programs for new and current employees at career centers nationwide that take place at American Job Centers.

§ Seminars and conferences

are good for raising points of debate and discussing issues that have no set answers or resolutions. · For this reason, seminars and conferences are often used when change is an organization's goal.

Internship programs

are jointly sponsored by colleges, universities, and a variety of organizations, and offer students the chance to get real-world experience while finding out how they will perform in work organizations.

Simulations

are used when it is either impractical or unwise to train employees on the actual equipment used on the job.

(types of test) § Biological data tests (biodata tests)

collect biographical information about candidates who have shown to correlate with on-the-job success.

(external) job fairs

companies and their recruiters set up booths, meet with prospective applicants, and exchange employment information.

§ Coaching

consists of a continuing flow of instructions, comments, and suggestions from the manager to a subordinate.

Games

have a competitive component and are fun, trainers have found people are more likely to want to engage with them as well as remember what they learned from them.

(types of test) Personality tests

have been found to be good predictors of applicants' motivation, such as their leadership efforts and propensity to adhere to rules.

§ Special job assignments

involve assigning trainees, who are often but not always on managerial tracks, to different jobs in different areas of a firm, often in different regions and countries.

(types of test) Cognitive Ability Tests

measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning ability.

(recruiting metrics) Quality-of-fill - A

metric that measures how well new hires have gotten "up to speed," are performing, and their retention levels

o Distributional Errors

o A distributional rating error occurs when a single rating is skewed toward an entire group of employees.

o Distributional Errors (cont'd)

o Ways to reduce distributional errors: o Explain to raters that when you are looking at large groups of employees, you should generally expect to find significant differences among them. o Use "anchors"—clearly defined characteristics or dimensions of performance and meaningful descriptions of behavior on the scale. o Require ratings to conform to a forced distribution—a performance ranking system whereby raters are required to place a certain percentage of employees into various performance categories. o Use peer rankings, whereby employees in a work group are ranked against one another from best to worst.

o Case Studies

particularly useful method used in classroom learning situations is the case study.

(recruiting metris) Time-to-fill - Metrics

that refer to the number of days from when a job opening is approved to the date a person accepts the job and begins it

(internal recruitment)

§ Most companies try initially to fill job vacancies above the entry-level position through promotions and transfers. § Promoting employees rewards them for their past performance and encourages them to continue their efforts, which in turn can improve morale within the organization and support a culture of employee engagement. § Research suggests that internal candidates are likely to outperform external candidates. § When qualified employees are passed over for external candidates, a firm's current employees can become disillusioned to the point where they begin looking elsewhere for jobs. § When experienced employees leave an organization, they take with them years of corporate knowhow that is hard to replace.

consists of playing the roles of others, often a supervisor and a subordinate who are facing a particular problem, such as a disagreement or a performance problem.

§ Role-playing

Nepotism (external)

· A preference for hiring the relatives of current employees

(external) Advertisements

· Advertising can reach a large audience of possible applicants. · Preparing recruiting advertisements not only is time consuming; it requires creativity in terms of developing their design and message content.

(external) Walk in and unsolicited applications and resume

· It is often believed that individuals who contact employers on their own initiative will be better employees than those recruited through ads.

(external) The Internet

· Looking on the Internet is the most commonly used search tactic by jobseekers and recruiters to connect with one another. · Both companies and applicants find the Internet cheaper, faster, and potentially more effective.