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62 Cards in this Set
- Front
- Back
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Sourcing |
Identifying qualified individuals and labor markets from which to recruit
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Recruiting |
Activities that effect either the number or type of people willing to apply for and accept job offers
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Active Job Seeker |
Someone actively looking for information about job opportunities
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Semi-Passive Job Seeker |
Someone at least somewhat interested in finding a new job, but who inconsistently looks for one.
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Passive Job Seeker |
Someone not actively looking for a new job but who could be tempted by the right opportunity.
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Internal Recruiting Source |
Locates talent currently working for the company that would be a hood fit with another position.
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External Recruiting Source |
Targets people outside the organization.
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Succession Management |
Ongoing process of preparing employees to assumer other positions in the organization.
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Talent Inventory |
Manual or computerized records of employees’ relevant characteristics, experiences, and competencies.
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Internal Job Positioning Systems |
Communicate information about internal job openings to employees.
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Careers Site |
The area of an organization’s website devoted to jobs and careers with the company.
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Internet Data Mining |
Proactively searching the internet to locate semi-passive and passive job seekers with the characteristics and qualifications needed for a position.
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Job Fair |
A place where multiple employers and recruits meet to discuss employment opportunities.
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Offshoring |
Opening a location in another country or outsourcing work to an existing company abroad.
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Observation |
Watching people working in similar jobs for other companies to evaluate their potential fit with your organization
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Online Job Board |
An internet site that helps job seekers and employers find one another.
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Resume Database |
A searchable database pf prescreened resumes.
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Search Firm |
An independent company that specializes in the recruitment of particular types pf talent.
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Walk-Ins |
People who apply for a job based on a sign on company property.
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Recruiting |
The set of practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers.
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Recruitment Spillover Effects |
The positive and negative unintended consequences of recruiting activities.
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Applicant Tracking System |
Software that helps manage the recruiting process.
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Efficiency-Oriented Recruitment Metrics |
Track how efficiently a firm is hiring.
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Strategic Recruitment Metrics |
Recruit metric that track recruiting processes and outcomes that influence the organization’s performance, competitive advantage, or strategic execution.
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Realistic Job Preview |
Presenting both positive and negative information about a job in a objective way.
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Organizational Image |
People’s general impression of an organization based on both feelings and facts.
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Employer Image |
An organization’s reputation as an employer.
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Brand |
A symbolic picture of all the information connected to a company or a product, including an image.
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Employer Brand |
Summary of what an employer offers to employees.
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Selection |
The process of gathering and evaluating the information used for deciding which applicants will be hired.
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Person-Job Fit |
The fit between a person’s abilities and the job’s demands and the fit between a person’s desires and motivations and the job’s attributes and rewards.
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Person-Group Fit |
Match between an individual and his or her workgroup and supervisor.
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Person-Organizational Fit |
Fit between an individual’s values, attitudes, and personality and the organization’s values, norms and culture.
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Screening Assessment Methods |
Reduce the pool of job applicants to a group of job candidates
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Evaluative Assessment Methods |
Evaluate job candidates to identify whom to hire.
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Contingent Assessment Methods |
A job offer is made contingent on passing the assessment.
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Job Applications |
Written information about skills and education, job experiences, and other job relevant information.
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Cognitive Ability Tests |
Assess general mental abilities including reasoning, logic, and perceptual abilities.
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Integrity Tests |
Assess attitudes and experiences related to reliability, trustworthiness, honesty and moral character.
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Job Knowledge Test |
Measure the knowledge required by a job.
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Unstructured Interview |
Varying questions are asked across interviews and there are usually no standards for evaluating answers.
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Structured Interview |
Uses consistent, job-related questions with predetermined scoring keys.
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Behavioral Interview |
Uses information about what the applicant has done in the past to predict future behaviors.
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Situational Interview |
Asks how the candidate might react to hypothetical situations.
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Case Interview |
The candidate is given a business situation, challenge, or problem and asked to present a well thought out solution.
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Work Samples |
Evaluate the performance of actual or simulated work tasks.
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Simulation |
A type of work sample that gives candidates am actual job task to perform or simulates critical events that might occur to assess how well a candidate handles them.
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Assessment Center |
Puts candidates through a variety of simulations and assessments to evaluate their potential fit with and ability to do the job.
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Background Check |
Assess factors including personal credit characteristics, character, lifestyle, criminal history and reputation.
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Multiple Hurdles |
Candidates must receive a passing score on an assessment before being allowed to continue in the selection process.
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Compensatory Approach |
High scores on some assessments can compensate for low scores on other assessments.
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Cut Score |
A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer.
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Distributive Fairness |
The perceived fairness of the outcomes received.
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Procedural Fairness |
The perceived fairness of the policies and procedures used to determine the outcome.
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Interactional Fairness |
The degree of respect and the quality of the interpersonal treatment received during the decision-making process.
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Explicit Employment Contract |
A written or verbal employment contract.
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Implicit Employment Contract |
An Understanding that is not part of a written or verbal contract.
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Extraversion |
characterized by excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness.
People who are high in extroversion are outgoing and tend to gain energy in social situations. People who are low in extroversion (or introverted) tend to be more reserved and have to expend energy in social settings. |
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Agreeableness |
This personality dimension includes attributes such as trust, kindness, affection and other prosocial behaviors.
People who are high in agreeableness tend to be more cooperative while those low in this trait tend to be more competitive and even manipulative. |
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Conscientiousness |
Standard features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors. Those high on conscientiousness tend to be organized and mindful of details.
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Neuroticism |
is a trait characterized by sadness, moodiness, and emotional instability. Individuals who are high in this trait tend to experience mood swings, anxiety, moodiness, irritability and sadness. Those low in this trait tend to be more stable and emotionally resilient.
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Openness |
This trait features characteristics such as imagination and insight, and those high in this trait also tend to have a broad range of interests. People who are high in this trait tend to be more adventurous and creative. People low in this trait are often much more traditional and may struggle with abstract thinking.
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