Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
53 Cards in this Set
- Front
- Back
|
Good employees tend to refer... |
Similar applicants/friends (birds of a feather flock together)
Side note: 28% found their recent job via "word of mouth" |
|
|
The referral reflects upon whom? |
The employee, so he/she MUST be careful! |
|
|
The employee normally has far more ___ than could be obtained from a(n) ___ ___ ___ |
Knowledge --- one hour interview |
|
|
The one-year survival rate of employees from this source is the highest of the external sources because why? Two reasons |
a.) Applicants have a more realistic feel for the good and bad points of the job
b.) Referrals treated differently due to their inside contacts/friends |
|
|
What may be offered to encourage referrals? (May be only if that referral stays for a year) |
Bonuses and bounties |
|
|
If you have few ___ and/or members of ___ ___, this may be a problem |
Women --- minority groups |
|
|
When a referral is not hired, the internal contact may become ___ |
Disgruntled (Dissatisfied) |
|
|
Rehires (___ ___) - These candidates will have a ___ ___, but their ___ is often in doubt |
Former employees --- realistic view --- loyalty |
|
|
What is the most powerful motivator to employees? Three things |
Pay, status, and promotions from within |
|
|
Promotions from within foster greater ___ and enhance ___, but can also result in a lack of ___ ___ |
Commitment --- continuity/progression/longevity --- new ideas (stagnation, groupthink, inbreeding) |
|
|
What are the two basic systems of recruitment? |
a.) Managerial nominations (don't call us, we will call you, or "pre-selection")
b.) Job posting - found on the intranet |
|
|
Job postings are open to whom? What should be enhanced because of this? Three things |
Everyone --- Motivation, competition, and quality selections/candidates |
|
|
Which is faster, managerial nominations or job postings? |
Managerial nominations |
|
|
Job postings take longer why? People often get their hopes up only to become ___ |
Numerous interviews (costly process) --- Disappointed |
|
|
Those who are unhappy with their boss will have an ___ ___ short of leaving the firm, which is a plus or minus? |
Internal outlet --- plus |
|
|
Transfers can be carried out for a variety of reasons. A person might be moved to get a ___ ___ with a new ___. Some people suspect transfers are ___ workers who are being moved instead of ___ or ___ |
Fresh start --- superior --- poor --- disciplined or fired |
|
|
Mid and late career lateral transfers can also be used to get employees out of what? |
The blahs of being in the same position over a long period of time |
|
|
Some organizations have what programs? The employees involved might be called "___ ___" or "___ ___" This normally involves moving ___ people around the company to expose them to what that will prepare them for a high position at a relatively young age? |
Star --- "high potential" or "mission critical" --- young --- numerous sites and functions |
|
|
The Hawthorne studies found that ___ ___ normally ensued after ___. The loss of ___ often resulted in people having a what (negative) attitude? |
Permanent damage --- demotions --- status --- "chip-on-their-shoulder" |
|
|
What is another type of demotion that may not pose the same problems as ___ ___? |
Voluntary --- Involuntary demotions |
|
|
What principle refers to organizations promoting people based on how they performed in their last position? Performance in the prior position often proves to be a ___ predictor of performance at the ___ ___ |
Peter principle --- poor --- next level |
|
|
Employers consider the ___ of the school and the ___ of those who have been previously hired from this source |
Reputation --- Performance |
|
|
Candidates from college referrals are often highly ___. The candidates may have up to date ___ with regard to computers and accounting yet they often have ___ expectations |
Motivated --- Knowledge --- naive |
|
|
The first year turnover can be as high as what percent? The applicants are probably as ___ as they ever will be. Some, however, move and later want to go back where since they miss family and friends? |
50% --- mobile --- home |
|
|
What must be set well in advance? There is a limited ___ in the ___ of candidates |
Schedules --- flexibility --- availability |
|
|
Posting "for hire" sign can produce applications, another name for this is what? Applicants from this source are ___ and ___, but their ___ and ___ are open to question |
Walk-ins --- cheap and plentiful --- motivation and quality |
|
|
Which is the fastest growing recruiting source? |
Internet |
|
|
Whereas a ___ ad might cost ___ to several ___ dollars, and might last ___ days, an ___ ad might cost ___ and last ___ days |
Newspaper --- $50 --- thousand --- 10 --- internet --- $10 --- 30 |
|
|
Ease of access can result in what? |
A large number of poorly qualified applicants |
|
|
Applicants can be ___-___ with what kind of tests and programs to sort out candidates from remote locations? |
Pre-screened --- computerized |
|
|
Company websites produce about what percentage of overall applicants? Job boards? What percentage of interns eventually received job offers? |
20% --- 12% --- 60% |
|
|
A company gets far more ___ exposure to a candidate through ___ than one could ever obtain through a ___ ___ |
Tangible --- internships --- job interview |
|
|
The intern obtains ___ ___ even if he/she is not ultimately offered a ___-___ job |
Valuable experience --- full-time |
|
|
Some firms have a number of interns working for relatively ___ ___ of ___ and ___, and thereby essentially save one or more ___-___ positions |
Low levels --- wages and benefits --- full-time |
|
|
What has the same good points as internships? Once a ___-___ is hired ___-___, some of those remaining ___-___ may become what? |
Hiring part-timers full time --- part-timer --- full-time --- part-timers --- resentful |
|
|
Temporary employees may feel what if they are misguided? |
Discouraged, insecure, worried about lack of benefits, chances of becoming full-time |
|
|
A group of organizations may combine to share the expenses of a ___ ___ at a ___ site. There is little if any ___, but you can contact a large number of people in a ___ ___ of time |
Job fair --- common --- prescreening --- short amount |
|
|
These are visits to the actual work site. There are some ___ of ___ in bulk processing applicants. The applicants also can actually see the ___, the ___ involved, and the ___ |
Open Houses --- economies of scale --- commute, work --- facilities |
|
|
A survey discovered what percentage of those responding to have found their most recent job via print ads? These ads are best for what kind of vacancies? |
7% --- Blue collar, clerical |
|
|
Ads in ___ outlets may entail a ___ or more delay prior to insertion. Just as with walk-ins, you must ___ the applications to ___ your pool |
Specialized --- month --- store --- document |
|
|
Employers should put in hurdles (qualifications), such as ___ of ___, ___, and ___ in the ad, so you can reduce the number of responses |
Years of experience, GPA, education |
|
|
Generally one uses secretarial, clerical, and bookkeeping positions for what recruiting source? |
Privately owned agencies |
|
|
The agency will ___ for the company, and send how many applicants for the manager to interview? These applicants may be given ___ to check for their ___ skills. Does the employee or company pay for all of these expenses? |
Prescreen --- two or three --- tests --- computer (typing) --- either one |
|
|
Executive recruiters or headhunters make up what recruitment source? Some executive recruiters are ___ and others are ___. How many CEOs are hired this way? |
Search firms --- contingent (80k - 160k)--- retained (160k+) --- One out of every four |
|
|
The fee is often ___% to ___% of the executive's first year ___ and ___. Organizations like ___ when having an agency do their contacts for them |
25% to 35% --- pay and benefits --- confidentiality |
|
|
What are managers worried about when they bring these headhunters in? The ___ of ___ recruiters has a code stating the talent of a ___ client should NOT be approached for ___ years |
If people are stolen somewhere down the line --- association of executive --- former --- two |
|
|
How can the effectiveness of the alternative recruiting sources be evaluated?
A survey of 279 companies found only what percentage of them had formal evaluation of recruiting efforts? |
The # of applicants, time, cost, retention rates (turnover), absenteeism/hire, promotability, diversity, first year performance --- 44% |
|
|
What are the two basic (bi-polar) approaches to recruiting? |
The flypaper approach and the realistic job preview |
|
|
The first approach refers to managers exaggerating the ___ of the job. The second approach gives better initial role ___ so although they might lose potential candidates they will reduce ___ |
Attractiveness --- clarity --- turnover |
|
|
Employees would like to know what the ___ are like, what the ___ are like and what the ___ is like |
Co-workers --- supervisors --- culture |
|
|
Attempts to evaluate recruiting practices
What is the yield estimate equation? One can compare the ___ of different sources, calculate the ___ needed more easily, and track ___ over time. |
Number hired/number of people contacted --- efficiency --- pool --- changes |
|
|
Effectiveness measures for recruiters
What are the possible manipulations of: Site visits accepted/site invitations Job offers extended/site visits
One way to ___ manipulations is to use ___ ___ that even out the problem areas |
Might oversell job opportunities Might be overcautious reduce --- multiple measures |
|
|
Can long-term measures be used?
Recruiters object that it is/is not fair? Many other factors beyond their control influence the long term measures such as ___ ___, and ___ ___
What are the four measures? |
Is NOT --- Supervisory relations and family problems
Year end performance, absenteeism, promo ability, and retention rates |
