Chapter 6

• What is the primary purpose of recruitment in a company?

  To find potential employees after conducting human resource planning and job analysis.
• What factors influence a company's recruitment decisions?

  The company's culture and recruitment objectives.
• What are the outside resources for locating and attracting candidates?

  • Advertising
  • Walk-Ins
  • Internet Recruiting
  • Employee Referral Program
  • Head Hunters
  • Campus Recruiting
  • Employment Agencies
• What are some common methods of advertising for recruitment?

  Television, radio, direct mail, and print ads.
• Why is the World Wide Web becoming a trend in recruitment advertising?

  It is an effective advertising option.
• Who are walk-ins in the context of recruitment?

  People who submit applications and CVs without responding to advertisements.
• What is a potential benefit of hiring walk-ins according to some employers?

  They tend to be more effective and dedicated employees.
• What is the significance of internet recruiting?

  It is a popular way of locating and attracting job applicants.
• How does internet recruiting save money for companies?

  It reduces expenses for filed records and eliminates printing and mailing costs for resumes.
• What is an employee referral program?

  A recruitment approach that finds applicants through existing employees.
• What are some ways to increase the effectiveness of employee referral programs?

  • "Up the Ante" with high commissions and incentives.
  • Pay for Performances by holding part of the referral bonus.
  • Tailor the Program by guiding employees on candidate types.
  • Increase Visibility by recognizing employees who refer candidates.
  • Keep the Data for future openings.
  • Widen the boundary of strategy using mailing lists/"corporate friends"
  • Measure Outcomes by evaluating referral success.
• What are head hunters in the context of recruitment?

  Search firms that help companies fill executive positions.
• Why is campus recruiting becoming widespread?

  It helps firms hire students who fit their competency requirements.
• What is the role of employment agencies?

  To assist companies with their staffing needs.
• What is a common policy regarding recruitment from within an organization?

  Filling job openings via job promotions and transfers.
• What are some indicators of poor internal filling of positions?

  1. Key jobs are not filled immediately.
  2. Key roles can only be filled by external candidate.
  3. Not every current employee turns out to be the right one for the job.
  4. Preferential treatment is the basis of advancement.
• What are the advantages of recruiting from within?

  Potential candidates are already part of the team and their performance is known.
• What are the limitations of recruitment from within?

  Limited skilled workers and potential frustration from unchosen candidates.
• What methods can be used to identify qualified internal candidates?

  • Inventorying Management Talent to capture employee qualifications.
  • Job Posting and Job Bidding to communicate job openings.
• What are the steps in the recruitment process?

  1. Determine Job Vacancy.
  2. Plan how to fill an Open Position.
  3. Identify the Target Segment.
  4. Reaching Out to Target Segment.
  5. Meet-up with job Candidates.
• What might cause a job vacancy within a company?

  Retirement, resignation, job abandonment, and termination.
• What should managers decide after establishing a job vacancy?

  Whether to advertise internally or externally and whether to take in core personnel or temporary workers.
• Why is it important to identify the target segment in recruitment?

  To create a comprehensive plan for hiring the right candidates.
• What are some common recruitment techniques to reach out to the target segment?

  Posting jobs online, job fairs, and campus recruitment.
• What is the role of recruiters during the meet-up with job candidates?

  To ensure candidates understand the purpose of the meeting and conduct initial screenings.
• Methods for Identifying Qualified Internal Candidates

  The proper use of internal recruitment demands an effective internal process for tracing the most qualified job seekers and motivating those who see themselves qualified to apply for the job opening.