4221167
Beschreibung
Karteikarten von J. Sonia Edwards, aktualisiert more than 1 year ago
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Erstellt von J. Sonia Edwards
vor fast 9 Jahre
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| Frage | Antworten |
| JOB POSTING (internal recruitment) | Gives current employees the chance to respond to announcements of positions. A posting should provide a brief description of the job, including significant job duties and minimum qualifications. education and experience |
| JOB BIDDING (internal recruiting) | Allows employees to indicate an interest in a position that they feel qualified for before one becomes available. An HR professional reviews the employee's employment history, training, and other work-related experience to determine if the individual is indeed qualified for the position. |
| SKILL BANKS AND SKILL TRACKING SYSTEMS (internal sources) | the HRIS can be used as a source for internal recruitment. computerized talent or skill inventories can furnish a list of people who have needed knowledge, skills and abilities. Utilizing this method enables organizations to scan records quickly and locate qualified candidates for vacant positions. |
| External Recruitment Sources | Former employees Previous applicants Labor Unions Trade and Professional Associations The Internet |
| Traditional vs Internet Based Recruiting | Costs about one-twentieth as much as hiring through print; It saves time by using on-line process )15-20 days cut from a hiring cycle of 45 days) Downside - question whether a broad enough cross section is being reached, potential for violating anti-discrimination laws |
| Internet Recruiting- potential for discrimination | internet screening may reject disproportionate numbers of women, minorities, people with disabilities and/or workers over 40 The need (by sate law) to retain application information from Internet candidates as employment records for a specific period of time |
| OFCCP Office of federal contract compliance programs(in 2005) - proposed specific requirement for internet application record retention (Applies to federal govt contractors and subcontractors only) SHRM Study Section 2 - 7 | Must keep any and all expressions of interest received through the Internet or related technologies for those individuals considered for a particular position. Also of all individuals contacted regarding their interest in a particular position. Maintain a record of each resume entered into the database with date added. A record of searches within the database, date of search and search criteria |
| Recruitment Effectiveness (Measuring) Short Term considerations | Average time to recruit applicants Selection and acceptance rates of applicants Cost per hire Quantity of applicants Quality of Applicants EEO Implications |
| Long Term Condiserations | Performance of hires Tenure/turnover of hires Absenteeism per hire Training costs |
| Evaluating Recruitment Strategies (using yield ratios) | Mathematical System to calculate yield ratio SHRM Study 2-7 (2-149) |
| EEOC Implications for Recruiting | Consistency of recruiting procedures provides a strong defense. Adhere to the system you set up |
| Targeted Recruiting | Employers are advised to supplement their regular recruiting with some targeted recruiting focusing on women and or minority ( just as a supplement) |
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