Develop responses to the following learning objectives:
Define person-organizational (P-O) fit.
Explain the difference between sourcing and recruiting.
Identify types and benefits of internal and external recruiting sources.
Posting jobs internally helps qualified employees locate other positions they might be interested in. Qualifications inventories helps the company reach out to qualified employees to let them know of other opportunities in the company.
Efficiency-oriented recruiting metrics
track how efficiently a firm is hiring
Efficiency metrics can decrease costs but don’t necessarily improve the organization’s performance.
Strategic recruiting metrics
recruiting metrics that track recruiting processes and outcomes that influence the organization’s performance, competitive advantage, or strategic execution
The following is a list of strategic recruiting metrics one HR expert recommends tracking:
Manager satisfaction: Are the managers of employees in key jobs satisfied with the hiring process and the candidates sent to them?
New hire satisfaction: Are applicants and new hires in key jobs satisfied with the hiring process?
Training success: How well do new hires perform in training?
Time to productivity: How long does it take for new hires to meet the firm’s minimum output standards?
Job performance: How well do new hires perform the job six to twelve months after hire?
Failure rate: How many new hires in key jobs are terminated or asked to leave?
Voluntary turnover: How many employees voluntarily quit within their first year?
Strategic recruitment metrics help organizations improve their staffing results by identifying and helping them leverage their most effective sources, messages, and recruiters.
Realistic job previews (RJPs)
presenting both positive and potentially negative information about a job in an objective way
Realistic job previews are not...