HRM FINALS (01)

AGGRESSIVE

However, there are some indicators that the firm should be more ____________ in developing internal talents.

JOB VACANCY

A _____________ within a company may exist for a variety of off reasons. It could be due to retirement, resignation, job abandonment, and termination. Furthermore, it could also be attributed to transfer and promotion, or there is just an entirely new position to fill.

MEET-UP WITH THE JOB CANDIDATES

A cardinal role of the recruitment and hiring team is to make sure that job candidates have sufficient knowledge of why they are meeting up with them. During this step, recruiters conduct an initial screening to ensure that job seekers meet the job specifications.

UNSTRUCTURED INTERVIEW

This is a form of interview in which the questions are not ascertained ahead of time. It has the tendency to be a bit unrestrained and free flowing, comparable to a regular chat. However, it can at times be viewed to be very investigative in nature because it allows for more questions to evolve during the interview, which are normally dependent on the answers of the interviewees.

EMPLOYEE REFERRAL PROGRAM

This is a type of recruitment approach used by organizations to find applicants through the help of their existing employees.

COMPUTER AND VIRTUAL INTERVIEWS

Virtual interviews, also known as digital or video interview allows people to conduct an interview in an automated manner by conducting online. The interviewers use virtual interview as a standard way of assessing the potential of the candidate.

RECRUITMENT

Before hiring an applicant for a position, a company goes through the following step- by-step _____________ process.

EMPLOYEE

Indicators that the firm should be more aggressive in developing internal talents. 3. Not every current ____________ turns out to be the right one for the job.

PREFERENTIAL TREATMENT

Indicators that the firm should be more aggressive in developing internal talents. 4. ____________ is the basis of advancement.

SELECTION

It is rather extensive and complicated because it comprises a set of steps prior to making a final hiring decision.

JOB INTERVIEW

It is a formal conversation between a job applicant and the employer's representative. It could be done either on a one-on-one style or with a panel of interviewers. The primary aim is to assess whether the applicant should be hired or not. Interviewing is one of the most widely used tools for selecting would-be employees. It is, in fact, a very necessary undertaking of the hiring team. It gives the employer a first hand opportunity to find out about a job candidate's work history, academic qualification, growth and advancement experiences, and other personal attributes that are seldom revealed in the resume or curriculum vitae.

JOB OPENING

It is a sign/indication that a replacement from outside must be found to replace a departing employee.

INTERNET RECRUITING

It is considered to be the most popular ways of locating and attracting job applicants. Companies find this recruitment less costly because it will reduce expenses incurred for file records.

BACKGROUND CHECKING

It is going beyond reference checks. It is a process whereby employers check the authenticity and accuracy of the information provided by the applicant in his or her resume, or during an interview.

FIRST INTERVIEW

Its purpose is to eliminate applicants who are clearly unqualified on the basis of their apparent characteristics such as age, height, physical condition, years of experience, educational attainment, etc.

INVENTORY MANAGEMENT TALENT

More firms are electronically capturing qualifications of each of their employees using some information to properly spot the skills and capabilities of their existing employees. This information system allows the organization to quickly review the workforce pool to find the most qualified internal candidate to fill the vacant position.

EMPLOYMENT AGENCIES

These are either public or private business. However, when it comes to providing employment, both have the same aim - to assist companies with their staffing need requirements. In the most developed countries, there is publicly-funded employment agency and multiple or private government agencies.

HEAD HUNTERS

These are search firms that help companies fill executive positions.

MANAGERS

Thet should decide whether to advertise internally or externally, and whether to take in core personnel or temporary workers. In both cases, managers are expected to prepare a list of worker requirements that job candidates must possess.

CAMPUS RECRUITING

This form of eternal recruitment is becoming widespread especially in highly developed firms.

1. OUTSIDE SOURCES 2. RECRUITMENT FROM WITHIN

Two sources of locating and attracting candidates.

3-5

Typical number of interviewers during a panel interview.

ONGOING

For most organizations, choosing someone for the job is an _____________ task.

MAXIMIZE HIRING EFFECTIVENESS

A major explanation why a company should develop a well-organized selection policy is to ______________.

REACHING OUT TO TARGET SEGMENT

After identifying the segment, companies must set a preferred way to reach out to their target talents. Some common recruitment techniques include posting jobs online, job fairs, campus recruitment etc.

STEP 5 - SUPERVISOR/TEAM INTERVIEW

After preliminary screening has been conducted, the job candidate is deemed to be most qualified is endorsed to the unit or department that sent notice about the vacancy and ultimately undergo a final interview with the unit or department manager. A final decision is made and communicated to the Human Resource Department.

JOB OFFER

After the final decision, this comes next. It can be verbal (acceptable) but it is smarter to have a written one on hand.

VIRTUAL INTERVIEWS

Also known as digital or video interview.

PRE EMPLOYMENT TESTS

Are necessary to predict the quality of the job candidate under certain circumstances.

IDENTIFY THE TARGET SEGMENT

At this point, firms should be able to pinpoint who they want to hire.

EXTERNAL

Indicators that the firm should be more aggressive in developing internal talents. 2. Key roles can only be easily filled by an ____________ candidate.

CULTURE AND RECRUITMENT OBJECTIVES

Decisions whether to recruit from within or externally depends on the company's __________.

BULLETIN BOARDS

In job posting and job bidding, jobs are normally published on a firm's data base or on company _____________ easily visible to the employees.

KEY JOBS

Indicators that the firm should be more aggressive in developing internal talents. 1. ____________ are not filled immediately.

STEP 8 - JOB OFFER

Now that a final decision has been made and the right match found, it is time to make a job offer. Although verbal job offers are acceptable, it is smarter to have a written one on hand complete with the provisions such as working conditions, compensation package, relationships, and even culture. Have it signed by the candidate and a deal is closed

STEP 7 - HIRING DECISION

Once all the above steps have been executed, it's time to make the final hiring decision. Even though the candidate seems to meet the hiring requirements, the hiring team should understand that the decision should be based on the selection criteria and not who has emerged as a frontrunner because of a certain positive trait; otherwise, this could cause problems later on.

STEP 4 - REFERENCE/BACKGROUND CHECK

Organizations check the references of employees in a number of ways. The most common way is making a phone call. Background checking is going beyond reference checks. It is a process whereby employers check the authenticity and accuracy of the information provided by the applicant in his or her resume, or during an interview. Some commonly used background checks include: visiting the academic institution form which the applicant claimed he or she graduated, verifying past employment that includes length of service and work performance or doing an online search to establish the truth about his or her credentials and job experiences.

JOB POSTING AND JOB BIDDING

Organizations communicate information about the job openings through a process referred to as _______________.

WALK-INS

People who do not apply in response to any type of advertisement, but rather come into a company, submit an application and a curriculum vitae, then aspire to get the job.

APPLICATION FORM

Plays a primary role in the hiring decisions because it introduces a jobseeker to the company while giving the employer preliminary facts about the job applicant.

POTENTIAL CANDIDATE

Promoting from within could make could make perfect sense due to the fact that the ____________ is already a member of the work team, and managers already know their performance level as well as their good and bad qualities.

RECRUITMENT

Refers to an HRM practice of tracing and enticing probable hires from a pool of job seekers.

EMPLOYEE SELECTION

Refers to the particular HRM process of selecting the right person for the right job based certain specified criteria, such as competencies, experience, and abilities. That is to say, employee selection is ruling out unqualified job seekers and choosing only those possessing the relevant qualifications inventory.

1. DETERMINE JOB VACANCY 2. PLANS HOW TO FILL AN OPEN POSITION 3. IDENTIFY THE TARGET SEGMENT 4. REACHING OUT TO TARGET SEGMENT 5. MEET-UP WITH THE JOB CANDIDATES

Steps in recruitment (in order).

COMPANY

The _________ starts by notifying job seekers about the qualifications needed to match the particular job and the personal and professional advancements they can offer.

STEP 1 - COMPLETION OF APPLICATION

The application form plays a primary role in the hiring decisions because it introduces a jobseeker to the company while giving the employer preliminary facts about the job applicant. When writing the application form, include information that are job-related such as work history, academic background and other specifications. These pieces of information are the bases for asking questions during the job interview. Take not that falsifying information and data in the application form could put the applicant in hot water.

STEP 2 - INITIAL INTERVIEW IN THE HR DEPARTMENT

The first interview is preliminary and its purpose is to eliminate applicants who are clearly unqualified on the basis of their apparent characteristics such as age, height, physical condition, years of experience, educational attainment, etc.

PHONE CALL

The most common way of background checking.

WORLD WIDE WEB

The most widely used advertising option and is said to be the most convenient and most aggressive way of advertising.

STEP 6 - MEDICAL EXAM/DRUG TEST

The pre-employment medical tests are administered to ensure the company that the potential hire is physically able, with an overall excellent health condition, and fit to perform any designated task. In other words, employers want assurance that the applicant does not have any serious medical condition that will put him or her, and other employees at risk. This is normally one of the final steps in the selection process and done prior to a job offer.

METHODS FOR IDENTIFYING QUALIFIED INTERNAL CANDIDATES

The proper use of internal recruitment demands an effective internal process for tracing the most qualified job seekers and motivating those who see themselves qualified to apply for the job opening.

COMPREHENSIVE PLAN

This is essential to help companies and managers form perceptions about their target segment.

ADVERTISING

This is the usual manner of locating potential hires is.

STRUCTURED INTERVIEW

This is when all questions are prepared beforehand. Structured interviews have uniformity, which means each person being interviewed is asked the same set of questions in precisely the same order and in precisely the same way.

UNIFORMITY

This means each person being interviewed is asked the same set of questions in precisely the same order and in precisely the same way.

PANEL INTERVIEW

This type of interview involves a group of interviewers who alternately pose questions to a certain job applicant. Typically, there are three to five interviewers during the panel interview.

STEP 3 - PRE EMPLOYMENT TESTING

This will enable an objective evaluation of applicants. Pre employment tests are necessary to predict the quality of the job candidate under certain circumstances. The number and kinds of employment tests differ among companies. A careful study should be made to determine what tests are suitable for measuring the aptitudes and abilities required by various jobs in the firm.

CORE EMPLOYEES

Those who were recruited and hired, and ultimately became permanent employees.

RECRUITMENT FROM WITHIN

While employers normally think that recruiting focuses on attracting potential employees from outside the organization, several middle-level managers try to abide by the policy of filling job openings via job promotions and job transfers.