C202 Managing Human Capital
QUESTIONS AND ANSWERS
active job seeker - ANSWER>>someone actively looking for information about
job opportunities
semi-passive job seeker - ANSWER>>someone at least somewhat interested in
finding a new job but inconsistently looks for one
passive job seeker - ANSWER>>someone not actively looking for a new job but
who could be tempted by the right opportunity
internal recruiting source - ANSWER>>locates talent currently working for the
company that would be a good fit with another position
external recruiting source - ANSWER>>targets people outside the organization
succession management - ANSWER>>the ongoing process of preparing
employees to assume other positions in the organization
talent inventory - ANSWER>>manual or computerized records of employee's
relevant characteristics, experiences and competencies
internal job posting systems - ANSWER>>communicate information about
internal job openings to employees
careers site - ANSWER>>the area of an organization's website devoted to jobs
and careers with the company
,internet data mining - ANSWER>>proactively search the internet to locate semi-
passive and passive job seekers with the characteristics and qualifications
needed fore a position
job fairs - ANSWER>>a place where multiple employers and recruits meet to
discuss employment opportunities
offshoring - ANSWER>>opening a location in another country or outsourcing
work to an existing company abroad
observation - ANSWER>>watching people working in similar jobs for other
companies to evaluate their ptoential fit with your organization
Online job boards - ANSWER>>an internet site that helps job seekers and
employers find one another
resume databases - ANSWER>>searchable database of prescreened resumes
search firms - ANSWER>>an independent company that specializes in the
recruitment of particular types of talent
recruiting - ANSWER>>the set of practices and decisions that affect either the
number or types of individuals willing to apply for and accept job offers
recruitment spillover effects - ANSWER>>the positive or negative unintended
consequences of recruiting activities
applicant tracking system - ANSWER>>software that helps manage the
recruiting process
efficiency oriented recruiting metrics - ANSWER>>track how efficiently a firm is
hiring
, strategic recruiting metrics - ANSWER>>recruiting metrics that track recruiting
processes and outcomes that influence the organization's performance,
competitive advantage or strategic execution
Realistic job previews - ANSWER>>presenting both positive and potentially
negative information about a job in an objective way
Organizational image - ANSWER>>people's general impression of an
organization based on both feelings and facts
employer image - ANSWER>>an organization's reputation as an employer
brand - ANSWER>>symbolic picture of all the information connected to a
company or a product including its image
employer brands - ANSWER>>summary of what an employer offers to
employees
selection - ANSWER>>the process of gathering and evaluating the information
used for deciding which applicants will be hired
person-job fit - ANSWER>>the fit between a person's abilities and the job's
demands and the fit between a person's desires and motivations and the job's
attributes and rewards
person-group fit - ANSWER>>match between an individual and his or her
workgroup and supervisor
person-organization fit - ANSWER>>fit between an individual's values, attitudes,
and personality and the organization's values, norms and culture.
screening assessment methods - ANSWER>>reduce the pool of job applicants to
a group of job candidates
QUESTIONS AND ANSWERS
active job seeker - ANSWER>>someone actively looking for information about
job opportunities
semi-passive job seeker - ANSWER>>someone at least somewhat interested in
finding a new job but inconsistently looks for one
passive job seeker - ANSWER>>someone not actively looking for a new job but
who could be tempted by the right opportunity
internal recruiting source - ANSWER>>locates talent currently working for the
company that would be a good fit with another position
external recruiting source - ANSWER>>targets people outside the organization
succession management - ANSWER>>the ongoing process of preparing
employees to assume other positions in the organization
talent inventory - ANSWER>>manual or computerized records of employee's
relevant characteristics, experiences and competencies
internal job posting systems - ANSWER>>communicate information about
internal job openings to employees
careers site - ANSWER>>the area of an organization's website devoted to jobs
and careers with the company
,internet data mining - ANSWER>>proactively search the internet to locate semi-
passive and passive job seekers with the characteristics and qualifications
needed fore a position
job fairs - ANSWER>>a place where multiple employers and recruits meet to
discuss employment opportunities
offshoring - ANSWER>>opening a location in another country or outsourcing
work to an existing company abroad
observation - ANSWER>>watching people working in similar jobs for other
companies to evaluate their ptoential fit with your organization
Online job boards - ANSWER>>an internet site that helps job seekers and
employers find one another
resume databases - ANSWER>>searchable database of prescreened resumes
search firms - ANSWER>>an independent company that specializes in the
recruitment of particular types of talent
recruiting - ANSWER>>the set of practices and decisions that affect either the
number or types of individuals willing to apply for and accept job offers
recruitment spillover effects - ANSWER>>the positive or negative unintended
consequences of recruiting activities
applicant tracking system - ANSWER>>software that helps manage the
recruiting process
efficiency oriented recruiting metrics - ANSWER>>track how efficiently a firm is
hiring
, strategic recruiting metrics - ANSWER>>recruiting metrics that track recruiting
processes and outcomes that influence the organization's performance,
competitive advantage or strategic execution
Realistic job previews - ANSWER>>presenting both positive and potentially
negative information about a job in an objective way
Organizational image - ANSWER>>people's general impression of an
organization based on both feelings and facts
employer image - ANSWER>>an organization's reputation as an employer
brand - ANSWER>>symbolic picture of all the information connected to a
company or a product including its image
employer brands - ANSWER>>summary of what an employer offers to
employees
selection - ANSWER>>the process of gathering and evaluating the information
used for deciding which applicants will be hired
person-job fit - ANSWER>>the fit between a person's abilities and the job's
demands and the fit between a person's desires and motivations and the job's
attributes and rewards
person-group fit - ANSWER>>match between an individual and his or her
workgroup and supervisor
person-organization fit - ANSWER>>fit between an individual's values, attitudes,
and personality and the organization's values, norms and culture.
screening assessment methods - ANSWER>>reduce the pool of job applicants to
a group of job candidates
