Chapter 5 - Expanding the Talent Pool: Recruitment and Careers Flashcards Preview

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Flashcards in Chapter 5 - Expanding the Talent Pool: Recruitment and Careers Deck (26)
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1
Q

A software application recruiters use to post job openings, screen resumes, and contact via e-mail potential candidates for interviews, and track the time and costs related to hiring people

A

Applicant Tracking System

2
Q

A company’s efforts to help existing and prospective workers understand why it is a desirable place work

A

Branding

3
Q

The process of discussing with employees their current job activities and performance personal and career interests and goals, personal skills and suitable career development objectives

A

Career Counseling

4
Q

The process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers

A

Career Networking

5
Q

Lines of advancement in an occupational field within an organization

A

Career Paths

6
Q

A situation in which for either organizational or personal reasons the probability of moving up the career ladder is low

A

Career Plateau

7
Q

Couples in which both members follow their own careers and actively support each other’s career development

A

Dual Career Partnerships

8
Q

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

A

Employee Leasing

9
Q

Employee Profile

A

A profile of a worker developed by studying an organization’s top performers in order to recruit similar types o f people

10
Q

Fast-Track Program

A

Accelerated development or promotion of individuals to positions with more responsibility

11
Q

The business practice of searching for and utilizing goods sources from around the world

A

Global Sourcing

12
Q

Labor markets in which workers are hired into entry level jobs and higher levels are filled from within

A

Internal Labor Market

13
Q

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

A

Job Progressions

14
Q

Individuals who coach, advise, and encourage individuals of lesser rank.

A

Mentors

15
Q

Nepotism

A

A preference for hiring relatives of current employees

16
Q

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

A

9-Box Grid

17
Q

Services provided by organization to help terminated employees find a new job

A

Outplacement Services

18
Q

Passive Job Seekers

A

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

19
Q

Promotion

A

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

20
Q

Recruiting Process Outsourcing (RPO)

A

The practice of outsourcing and organization’s recruiting function to an outside firm

21
Q

Informing applicants about all aspects of the job, including both its desirable and undesirable facets

(RACHEL)

A

Realistic Job Preview (RJP)

22
Q

Services provided to an employee who is transferred to a new location, which might include moving, selling a home, orienting to a new culture, and/r learning a new language

A

Relocation Services

23
Q

Recruiting

A

enroll or take on somebody: to enroll somebody as a worker or member, or to take on people as workers or members

24
Q

Sabbatical

A

An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job (paid/unpaid)

25
Q

Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job

A

Transfer

26
Q

The % of applicants from a recruitment source that make it to the next stage of the selection process

A

Yield Ratio