Mgt 4610-Chapter 5

Front 1

Recruitment

Back 1

The process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs with an organization.

Front 2

Contingent workers

Back 2

Described as the “disposable American workforce” by a former Secretary of Labor, work as part-timers, temporaries, or independent contractors.

Front 3

Professional employer organization (PEO)

Back 3

Off-site human resources department that puts a client firm’s employees on its payroll, then leases the employees back to the company.

Front 4

Promotion from within (PFW)

Back 4

The policy of filling vacancies above entry-level positions with employees presently employed by a company.

Front 5

Employee requisition

Back 5

A document that specifies a particular job title, the appropriate department, and the date by which an open job should be filled.

Front 6

Recruitment sources

Back 6

Various locations in which qualified individuals are sought as potential employees.

Front 7

Recruitment methods

Back 7

The specific means by which potential employees are attracted to an organization.

Front 8

Job posting

Back 8

A procedure for communicating to company employees the fact that a job opening exists.

Front 9

Job bidding

Back 9

A technique that permits individuals in an organization who believe that they possess the required qualifications to apply for a posted job.

Front 10

Advertising

Back 10

A way of communicating the firm’s employment needs to the public through media such as radio, newspaper, or industry publications.

Front 11

Employment agency

Back 11

An organization that assists firms in recruiting employees and also aids individuals in their attempts to locate jobs.

Front 12

Job fair

Back 12

A recruiting method engaged in by a single employer or group of employers to attract a large number of applicants for interviews.

Front 13

Internship

Back 13

A special form of recruitment that involves placing students in temporary jobs with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduation.

Front 14

Executive search firms

Back 14

Organizations retained by a company to search for the most qualified executive available for a specific position.

Front 15

Contingency search firms

Back 15

A search firm that receive fees only upon successful placement of a candidate in a job opening.

Front 16

Retained search firms

Back 16

Search firms that are considered as consultants to their client organization and serve on an exclusive contract basis.

Front 17

Applicant tracking system (ATS)

Back 17

A system that automates online recruiting and selection processes.

Front 18

OUTSOURCING

Back 18

The process of transferring responsibility for an area of service and its objectives to an external provider.

Front 19

CONTINGENT WORKERS Also known as part-timers, temporaries, and independent contractors

Back 19

What type of worker comprises the fastest growing segment of our economy

Front 20

PROFESSIONAL EMPLOYER ORGANIZATION (EMPLOYEE LEASING)

Back 20

Using this approach, a firm terminates some or most of its employees

Front 21

PROFESSIONAL EMPLOYER ORGANIZATION (EMPLOYEE LEASING)

Back 21

PEO

Front 22

Offering OVERTIME

Back 22

What is the most commonly used method of meeting short-term fluctuations in work volume.

Front 23

Job posting

Back 23

A procedure for informing employees that job openings exist.

Front 24

Job bidding

Back 24

A technique that permits individuals in the organization who believe that they possess the required qualifications to apply for the posted job.

Front 25

employee requisition

Back 25

a document that specifies various details including job title, department, and the date the employee is needed for work

Front 26

Employee requisition, determining internal vs. external recruitment, use of appropriate recruitment method

Back 26

What are the basic components of the recruitment process?

Front 27

EMPLOYEE REFERRALS

Back 27

actively soliciting applications from their friends and associates.

Front 28

(1) to fill entry-level jobs (2) to acquire skills not possessed by current employees and (3) to obtain employees with different backgrounds to provide a diversity of ideas

Back 28

Name 3 needs that will require external recruitment?

Front 29

Re-recruiting

Back 29

When employers try to get their best ex-employees to come back.

Front 30

EMPLOYMENT AGENCIES

Back 30

An organization that helps firms recruit employees and, at the same time, aid individuals in their attempt to locate jobs.

Front 31

Private employment agencies

Back 31

An organization known for recruiting white-collar employees by offering an important service in bringing qualified applicants and open positions together.

Front 32

Public employment agencies

Back 32

An organization operated by each state that receives overall policy direction from the U.S. Employment Service.

Front 33

Technical and vocational schools, community colleges, colleges, and universities

Back 33

The most common use of recruiters is with what type of schools?

Front 34

JOB FAIRS

Back 34

a recruiting method engaged in by a single employer or group of employers to attract a large number of applicants for interviews.

Front 35

VIRTUAL JOB FAIRS

Back 35

A job fair that is an online event

Front 36

VIRTUAL JOB FAIRS

Back 36

A job fair that takes place online

Front 37

INTERNSHIPS

Back 37

A special form of recruiting which involve placing a student in a temporary job.

Front 38

EXECUTIVE SEARCH FIRMS

Back 38

Organizations that seek the most qualified executive available for a specific position and are generally retained by the company needing a specific type of individual.

Front 39

Contingency search firms

Back 39

These types of firms receive fees only upon successful placement of a candidate in a job opening.

Front 40

Retained search firms

Back 40

These types of firms are considered consultants to their client organization and serve on an exclusive contract basis.

Front 41

WALK-IN APPLICANT

Back 41

An unsolicited applicant

Front 42

OPEN HOUSES

Back 42

This is when firms pair potential hires and managers in a warm, casual environment that encourages on-the-spot job offers.

Front 43

EVENT RECRUITING

Back 43

Attending events that the people you are seeking go to.

Front 44

SIGN-ON BONUSES

Back 44

Financial incentive offered to prospective employees upon hire as an incentive to join an organization.

Front 45

APPLICANT TRACKING SYSTEM

Back 45

This system automates the online recruiting and selection processes.

Front 46

Internet

Back 46

The large system of many connected computers around the world that individuals and businesses use to communicate with each other.

Front 47

Web (World Wide Web)

Back 47

The system of connected documents on the Internet, which often contains color pictures, video, and sound and can be searched for information about a particular subject.

Front 48

Intranet

Back 48

A system of computers that enables people within an organization to communicate with each other.

Front 49

DirectEmployers.com

Back 49

A search engine that was developed by a group of corporations that enables job candidates to search member companies jobs listings and be taken directly to a member company Web site once a desired position is identified.

Front 50

Niche sites

Back 50

Web sites that cater to a specific profession.

Front 51

Passive job seekers

Back 51

Individuals who are willing to change jobs if the right opportunity comes along.

Front 52

Talent auction

Back 52

The act of a person or persons placing their qualifications on a site and having organizations bid on their services.

Front 53

Resume management systems

Back 53

Systems that scan resumes into databases, search the databases on command, and rank the resumes according to the number of resulting hits they receive.

Front 54

Keywords

Back 54

Those words or phrases that are used to search databases for resumes that match.

Front 55

Keyword resume

Back 55

A resume that contains an adequate description of the jobseeker’s characteristics and industry-specific experience presented in keyword terms in order to accommodate the electronic/computer search process.

Front 56

Internet recruiter aka cyber recruiter

Back 56

is a person whose primary responsibility is to use the Internet in the recruitment process.