Recruitment and Hiring Flashcards Flashcards

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Recruitment

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A process that provides an organization with a pool of qualified job candidates from which to choose. It includes sourcing, attracting, and screening applicants to meet organizational needs. Effective recruitment aligns candidate qualifications with job requirements and company culture.

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Forecasting HR Needs

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Estimating the number and types of employees an organization will require in the future. Forecasting considers internal factors like budgets and turnover and external factors like technology and population shifts. It helps plan recruitment, training, and succession efforts.

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Internal Factors

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Organizational conditions that affect staffing needs, such as budget constraints, anticipated employee separations, production levels, and expansion plans. These factors determine how many employees and what skills will be needed internally. They are used to adjust hiring and promotion strategies.

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External Factors

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Outside influences on workforce needs, including changes in technology, laws, unemployment rates, and demographic shifts. Competition and geographic population movement also shape recruitment priorities. External factors guide decisions about sourcing, skills development, and market targeting.

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Recruitment Strategy Steps

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A sequence of actions to attract and hire candidates, including referring to a staffing plan, confirming job analysis accuracy, writing job descriptions, reviewing internal candidates, choosing recruitment methods, and implementing the strategy. Each step ensures alignment between organizational needs and candidate selection. Timelines and protocols should be established up front.

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Internal Candidates

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Employees who apply for open positions within the same organization. Promoting internal candidates can improve morale and retain institutional knowledge. Internal hiring often uses bidding systems or formal review processes to ensure fairness.

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Bidding System

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An internal process where job openings are posted through a predetermined method so all employees can access them. It enables transparent consideration of current employees for promotions and transfers. Bidding systems support internal mobility and succession planning.

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Job Analysis

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A formal system to determine the tasks people actually perform and the requirements of a job. It provides the foundation for creating accurate job descriptions and job specifications. Job analysis may be conducted via research, questionnaires, observation, or interviews.

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Task-based Analysis

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A type of job analysis that focuses on the specific duties and responsibilities of a job. It documents what tasks must be performed and how frequently or critically they occur. This approach is useful for defining measurable job tasks and performance expectations.

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Skills-based Analysis

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A job analysis approach that emphasizes the knowledge, abilities, and competencies required to perform a job successfully. It identifies the qualifications and training needs rather than enumerating tasks. This method helps design training programs and competency-based hiring.

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Job Design

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The process of organizing tasks, duties, and responsibilities into a job to improve effectiveness and satisfaction. Job design may modify roles to increase efficiency, reduce waste, or enhance employee engagement. It considers ergonomics, workflow, and skill utilization.

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Job Description

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A document listing the tasks, duties, and responsibilities associated with a job. It communicates expectations to applicants and serves as a basis for performance management. Job descriptions should be clear, current, and aligned with organizational goals.

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Job Specifications

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The skills, abilities, education, and experience a person must have to perform a job. Specifications guide recruiting, screening, and selection decisions and inform training needs. They differ from job descriptions by focusing on candidate qualifications.

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IRCA

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The Immigration Reform and Control Act (1986) requires employers to verify employees' identity and employment eligibility. Its purpose is to ensure hired workers have legal authorization to work in the United States and can apply to subcontractors. Penalties can be assessed for hiring undocumented workers.

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Patriot Act

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Legislation passed after September 11, 2001, that expanded government investigative and surveillance powers. Employers had to adopt procedures balancing employee privacy with government information requests. The act also amended electronic communications and surveillance laws affecting workplace investigations.

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EEO

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Equal Employment Opportunity refers to laws and enforcement by the EEOC that prohibit employment discrimination. Covered employers must collect data, post EEO notices, and investigate discrimination claims when applicable. EEO ensures hiring and employment practices do not unlawfully disadvantage protected groups.

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BFOQ

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A bona fide occupational qualification that legally permits discrimination in hiring when a characteristic is essential to a job. BFOQs are narrow exceptions and must be justifiable based on job requirements. They are considered carefully to avoid unlawful discrimination.

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Disparate Impact

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A form of employment discrimination when a neutral practice disproportionately affects a protected group. It can occur without intentional bias and is evaluated by examining selection procedures and outcomes. Job descriptions and selection criteria should be reviewed to prevent disparate impact.

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Disparate Treatment

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Intentional discrimination where an individual is treated differently from others based on a protected characteristic. Unlike disparate impact, disparate treatment involves conscious unequal treatment of a person or small group. Such cases focus on the employer's motives and actions.

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Employee Referral Program

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A recruitment strategy that encourages current employees to refer candidates for openings through a formal program. Referred applicants often have higher quality and better cultural fit, and programs should be communicated, tracked, and measured. Successful ERPs include clear goals, administrative support, and metrics for hires.