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In recent years, a number of organizations have worked to develop standardized
benchmarks for judging the effectiveness of staffing processes across organizations.
Cost should not be used to guide the choice of initial assessment methods.
Measures of engagement reflect specific skills sets that are readily measured through
job analysis.
An active diversity strategy might be pursued as a way of acquiring workers who can
help identify a products that might be received favorably by various segments of the
marketplace.
Advances in technology always result in net job destruction, which is one of the main
reasons unemployment rates have continued to increase over time.
It doesn't make a difference if recruiting information is seen as coming from the
employees personally or from the organization's recruiting offices.
The extent to which scores on a knowledge test truly reflect a job applicant's knowledge
is a measure of the test's validity.
One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in
which candidates should be offered jobs.
A major difference between internal and external recruitment is that external
recruitment not only fills vacancies but also creates them.
Outplacement firms offer employees who are losing their jobs assistance finding new
jobs in the form of counseling and training to help facilitate a good person/job match.
An idiosyncratic deal is premised on the idea that there are possibly uniquely beneficial
terms for a specific employee that also benefit the organization.
The Civil Rights Act specifically mentions employment practices that are permitted for
employers.
One major problem with Internet-based recruiting is that there are too few applications
for most jobs.
