09 Recruiting

Question 1

What is Workforce Planning?

Answer 1

Balances labor demand and supply

all other functional HR activities are derived from WFP

anticipates changes in HR requirements

aviods overstaffing and understaffing

Question 2

Workforce Demand - Definition

Answer 2

How many people of which qualifications do we need?

Question 3

Workforce Supply - Definition

Answer 3

Where are they coming from?

-Exisiting staff
-Labor market

Question 4

Elements of a Recruiting Strategy (6)

Answer 4

Decision - Who is responsible for the decision?

Brand - Why does someone want to work for us?

Focus - what positions and KSAOs are most important?

Location - Where do we need talent?

Method - What sources are best for finding them?

Timing - Is our need immediate or in the future?

Question 5

Overview Recruiting Methods

Answer 5

Internal - With and Without staff movement
and External - active and passive recruiting

Question 6

Internal Recruiting Methods

Answer 6

Without staff movement - overtime, longer work hours, vacation moratorium, re-training, acquisition of apprentices, employee referrals, dev. programs

With staff movement - transfer of employees, promotion offering
internal job market

Question 7

External recruiting Methods

Answer 7

Passive Recruiting
Unsolicited applications (applying w/o ads)
Candidate database
Employment agency

Active Recruiting
Jobs new media active sourcing
Recruitment fairs
headhunters
temporary workers

Question 8

Internal Recuiting Method

1.
2.

Answer 8

without change of exisitng working contracts (extra work, vacation shifts)

with change of existing working contracts (relocation, conversion of employment contract)

Question 9

External Recruiting Method

1.
2.
3.
4.
5.

Answer 9

job ads (post&pray)

commissioning of employment service firms

public employment agencies

headhunter

active search/ using social networks

Question 10

Recruiting Method - Referrals

1.
2.

Answer 10

• use contact of employees
  like friends, acquaintancies
• business partners KUKI
• former colleagues
• relatives MIKI
• internship retention programs (kundenbindungsprogramm)

Question 11

Functions of Strong Brands

1.
2.
3.

Answer 11

Information efficiency

Risk reduction

Intangible Values

Question 12

Strong Brand Function - Infomration Efficiency

Answer 12

Brands simplify information processing

• origin/ provenance (=Herkunft)
• orientation
• Recognition

Question 13

Strong Brand function - Risk Reduction

Answer 13

brands reduce the risk of making a wrong decision

• security
• consistency
• trust

Question 14

Strong Brand function - Intangible Values

Answer 14

Brands can have an intangible value

• self realization
• self expression
• identification / allegiance (= Treue/ Loyalität)

Question 15

Employer Branding - Definition

Answer 15

describes an employers reputation as a place to work and their employee value propostiion as opposed to the more genberal corporate brand reputation and value proposition to customers

Barrow and Mosley, the employer Brand

Question 16

What does Employer Brand consist of

Answer 16

Employer view and Employee view

Question 17

Aspects of Employer View

Answer 17

• preference creation
• cost reduction
• retention effect

Question 18

Aspects of Employee View

Answer 18

• information efficiency
• risk reduction
• identification

Question 19

Deriving an Employer Brand - Company and Product Brands

Answer 19

• coordination with general marketing activities
• leverage strength and product brand

Question 20

Deriving an employer brand - External perspective

Answer 20

• needs of the relevant target groups
• differentiated messages for different target segments

Question 21

Deriving an employer brand - Internal perspective

Answer 21

• consistency with the reality of employees
• ability to keep promises
• employees as brand amassadors (=Botschafter)

Question 22

Communicating the employer brand to the target group - Communication

Answer 22

• job advertisement, print or online
• E-Recruiting
• job offers on website
• articles or advertisement in scientific journals
• blogs or online games and podcats on the company website

Question 23

Communicating the employer brand to the target group - Interaction

Answer 23

• university events
• high-profile recruiting events
• career fairs
• coffee chats

Question 24

Communicating the employer brand to the target group - Talent pools

Answer 24

• internships and theses
• apprentice ships/ dual career + study programs
• building a candidate, database of interns, applicants and event contacts

Question 25

What is the Definition of Recruiting Metrics?

Answer 25

- helps understand which recruiting sources work best for different employees - allows recuiters to find better employees faster and at a lower cost

Question 26

Measurement of recuitment success 1. 2. 3. 4. 5. 6.

Answer 26

Time to fill Quality to fill Yield ratio Acceptance rate Cost of recruitment Diversity ratio

Question 27

Metrics - Time-to fill

Answer 27

refers to number of days when a job opening is approved to the date a person is chosen for the job

Question 28

Metrics - Quality to fill

Answer 28

metric that measures how well new hires have gotten up to speed are performing and their retention levels

Question 29

Yield ratio - Metric

Answer 29

Percentage of applicants from a particular source that make it to the next stage in the selection process, e.g. from applicartion to invitation

Question 30

Metrics - Acceptance rate

Answer 30

percentage of applicants who accept a firms job after being offered them

Question 31

MEtric- cost of recruitment

Answer 31

cost of recruiting channel per... - quality candidate, i.e. those invited to interviews - offer - hire

Question 32

Diverstity ratio - Metrics

Answer 32

percentage of applicants/ canditates / hires from certain diverse groups, e.g. gender, ethnicity, education etc.