Professional Documents
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Meneses, Nico A. (Quiz 3)
Meneses, Nico A. (Quiz 3)
1. Explain briefly the advantages and disadvantages of various ways of eliminating a labor
overall operating costs which can be achieved either on a voluntary or involuntary basis. It is the
act of reducing the overall size of human labor of a company with the goal of retaining a smaller
number of workers and streamlining the company. Many firms feel that they would have to
maintain only a limited number of workers by doing this, and this has the result of lower payroll
costs as well as lower wages. It is even possible for an organization to turn to the use of
computers and to get much greater performance from machines in certain parts of the industry
than could be realized where humans were used. However, several workers will be impacted by
this implementation and the company will have to cope with the payment for continued benefits,
which is very expensive. Downsizing can also reduce the organization's morale and can
potentially face a possible complaint if any of the workers feel like they were unfairly treated
2. Discuss the various recruitment policies that organizations adopt to make job vacancies
more attractive.
Jobs at will means that without any excuse, justification, or notice, an employee will be
dismissed at any moment. That also means that, for any cause or no cause at all, an employee
will leave at any moment. Employees will, if they wish, move positions without warning. But,
regardless of legal criteria, it is normally better to have two weeks' notice to preserve your
integrity with prospective employers. Due process procedures mean that workers ought to
recognize the requirements of the company and the implications of failure to meet their level of
success. If a write-up simply documents a performance issue without referring to the implications
of failure to change, the write-up would lack the "teeth" needed to conform with the requirements
Internal sources of recruitment compose of staff who are currently on a company's payroll.
It also includes retired workers who have moved to the organization to operate. Recruitment from
internal channels is achieved by promotion, re-hiring and relocation of staff within the company to
fill up vacancies. External recruiting methods which is advertising role used. Whether managers
prefer internal or external recruitment strategies depends on the degree to which promotions
and changes from within the company are promoted by the policy of the organization. Current
employee who might meet someone who would be eligible and interested in an available
vacancy are an outstanding source of intelligence. Some businesses offer a referral incentive to
enable staff to make work recommendations. People want to connect with people like
themselves, if the employee suits the company, the odds are that his or her referrals would be
successful. Employees whose referrals are recruited are also able to act as advisors to ensure
that their referrals are effective throughout the business. While they're old school, print job
advertisements still play a role in the recruitment scene, especially given the online nature of the
papers. Depending on the job and the business, more of the applicants you are looking for will
focus on print job advertising when searching for vacancies. More so, though, is the prospect of
attracting a broader audience by posting advertisements in the print edition and posting them on
the newspaper's website. Getting a business appearance at job fairs places you in the middle of
a pool of applicants. If you are searching for applicants with a particular skill set, such as web
development or graphic design, this works well, as industry-specific job fairs aim to create more
prospective candidates. Consider job fairs at colleges and universities as well, which have a
accommodate. Assuming that each recruiter has strong talent pools, from the client side, the
simplest concept of a recruiter is someone who serves as a filter to find appropriate candidates
for a job based on a collection of qualifications provided to them by a client in the candidate
sourcing phase of a process. A recruiter can also help a corporation take the appropriate action
to ensure that both the employer and the employee make the best possible hiring decision. Work
administration is like a referee in a football match in this respect. No one will care about it if it is
done well, but if it is done badly, it will be the only subject people will talk about.
5. Identify the 17 most relevant recruitment metrics, their usage and importance to effective
Time to efficiency, or period to the Optimum Productivity Level, tests how long it takes
for individuals to be up to speed and efficient. It is the time between the first day of recruiting
and the stage when the worker completely contributes to the business. It refers to the time it
takes for a potential employee to be identified and recruited, often determined by the amount of
days between posting a job vacancy and recruiting the applicant. Time to completion is affected
by the balances of supply and demand for individual positions as well as the pace at which the
Candidate job satisfaction is an excellent way to track whether the expectations set
during the recruiting procedure match reality. A low candidate job satisfaction highlights
negative aspects of the job to potential candidates, thus creating a more realistic view.
Applicants per job opening or applicants per hire gauges the job‘s popularity. A large
number of applicants could indicate a high demand for jobs in that particular area or a job
The selection ratio is very similar to the number of applicants per opening. When there‘s
a high number of candidates, the ratio approaches 0. The selection ratio provides information
such as the value of different assessment and recruitment tools and can be used to estimate the
Cost-per-hire is one of the most important and most commonly used hiring and recruiting
metric. It is linked to recruiting talent and refers to the total cost of bringing the new employee to
the company, including the expense of recruitment process, equipment, travel costs,
based on the interaction during the complete recruitment process. This includes all points of
contact during recruitment – job search, the application process, interview process and
onboarding. In other words, any candidate experience improvement strategy involves evaluating
every single touchpoint through which a candidate comes into contact with a prospective
employer during the recruitment process and their feelings about the same. This may include
something as simple as a phone call with the recruiter to more complex concepts like the user-
The offer acceptance rate compares the number of candidates who successfully
accepted a job offer with the number of candidates who received an offer. A low rate is indicative
of potential compensation problems. When these problems occur often for certain functions, the
pay can be one of the factors needed to be considered in the recruiting process to minimize the
impact of a refused job offer. An example is by listing pay in the job opening or by asking for the
The % of open positions compared to the total number of positions can be applied to
specific departments or to the entire organization even. A high percentage can be indicative of
high demand (for example due to fast growth) or low labor market supply.
processes, used in conjunction with your career site analytics (for example Page Views, Bounce
Rate etc.). Finding the right talent is a difficult task, therefore they need to make sure there are
no unnecessary drop-offs. Employers need to pay attention to the overall user experience in
their online application. Things such as limiting the number of irrelevant data fields and ensuring
that the application is mobile accessible are just a few ways to increase yield in the application
process.
The recruiting funnel has changed a lot over the last few years due to advances in HR
tech. The first few steps are often atomized: software helps to automatically screen CVs and
select the best fits. Some companies opt to go for video interviews to change submittals and
In order to calculate the cost efficiency of the different sourcing channels recruiters
include ad spend, the amount of money spent on advertisement. The sourcing channel cost per
hire is measured by dividing the ad spend with the number of visitors who successfully applied
The cost of getting to optimum productivity level (OPL) is the total cost involved in getting
someone up to speed. This includes things like onboarding cost, training cost, the cost of
supervisors and co-workers involved in on-the-job training, and more. Usually, a percentage of
the employee ‘s salary is also included in this calculation, until they hit 100% OPL.
Time to productivity, or time to Optimum Productivity Level, measures how long it takes to get
people up to speed and productive. It is the time between the first day of hiring and the point where the