Chapter 5 - Recruitment

Front 1

Ads Advertisements

Back 1

in a newspaper, magazine, etc. that solicit job applicants for a position.

Front 2

Alumni associations

Back 2

Associations of alumni of schools, colleges, or other training facilities.

Front 3

Applicant tracking systems (ATS)

Back 3

Databases of potential candidates that enable a good match between job requirements and applicant characteristics and also enlarge the recruitment pool.

Front 4

Blind ads

Back 4

Want ads that do not identify the employer.

Front 5

Buy-back

Back 5

A method of convincing an employee who is about to resign to stay in the employ of the organization, typically by offering an increased wage or salary.

Front 6

Competitive advantage

Back 6

Creating an environment in which people are open to new ideas, responsive to change, and eager to develop new skills and capabilities.

Front 7

Costs

Back 7

Expenses related to attracting recruits.

Front 8

Direct mail recruiting

Back 8

Recruitment targeted at specified population segments or regions using a variety of means.

Front 9

Diversity management

Back 9

Recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable.

Front 10

Educational institutions

Back 10

High schools, technical schools, community colleges, and universities where applicants for job positions are sought.

Front 11

Employee leasing

Back 11

The practice of outsourcing job functions, such as payroll, to organizations specializing in the field.

Front 12

Employee referrals

Back 12

Recommendations by present employees to the recruiter about possible job applications for a position.

Front 13

Human resource plan

Back 13

A firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or by recruiting from outside.

Front 14

Human Resources and Skills Development Canada (HRSDC)

Back 14

Federal agency that provides programs and services for employers and present and potential employees.

Front 15

Inducements

Back 15

Monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits.

Front 16

Internet recruiting

Back 16

Job recruitment using the Internet.

Front 17

Job application form

Back 17

A company's form completed by a job applicant indicating their contact information, education, prior employment, references, special skills and other questions pertaining to the position.

Front 18

Organizational policies

Back 18

Internal policies that affect recruitment, such as 'promote-from-within' policies.

Front 19

Professional search firms

Back 19

Agencies that, for a fee, recruit specialized personnel by telephone and, at times, recruit from a computer.

Front 20

Recruiter habits

Back 20

The propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success.

Front 21

Recruitment

Back 21

The process of finding and attracting capable applicants to apply for employment.

Front 22

Résumé

Back 22

A brief listing of an applicant's work experience, education, personal data, and other information relevant for the job.

Front 23

Selection

Back 23

The identification of candidates from a pool of recruits who best meet job requirements using tools such as application blanks, test, and interviews.

Front 24

Temporary-help agencies

Back 24

Agencies that provide supplemental workers for temporary vacancies caused by employee leave, sickness, etc.

Front 25

Walk-ins/write-ins

Back 25

Job seekers who arrive at or write to the human resource department in search of a job without prior referrals and not in response to a specific ad.