C234 Workforce Planning: Recruitment and Selection - Set 1 - Part 2

Correct Answer: A qualified person not actively seeking a new job

Passive candidates are employed individuals not actively job hunting but potentially open to the right opportunity, often reached through networking and direct sourcing.

Correct Answer: Proactively identifying and engaging potential candidates

Sourcing proactively identifies and reaches out to potential candidates, including passive ones, building a pipeline before or during active recruitment.

Correct Answer: Software that manages job postings and applications through the hiring process

An ATS manages the recruitment workflow, storing applications, screening resumes, and tracking candidates through the stages of the hiring process.

Correct Answer: The proportion of candidates progressing from one stage to the next

Yield ratios measure the proportion of candidates advancing between recruitment stages, helping forecast how many applicants are needed to fill positions.

Correct Answer: The number of days from posting a role to accepting an offer

Time to fill measures how long it takes to fill a vacancy, indicating recruitment efficiency and the potential cost of prolonged openings.

Correct Answer: The total recruiting expense divided by the number of hires

Cost per hire sums recruitment expenses such as advertising, agency fees, and staff time, divided by the number of hires, indicating recruitment efficiency.

Correct Answer: A measure of the value new employees contribute over time

Quality of hire assesses how well new employees perform and how long they stay, indicating the effectiveness of sourcing and selection beyond mere speed or cost.

Correct Answer: Identifying which channels produce the best candidates

Tracking source of hire reveals which recruiting channels yield the most and best hires, guiding where to focus recruitment effort and budget.

Correct Answer: Examining the availability and cost of talent in relevant markets

Labor market analysis studies the supply, demand, skills, and cost of talent in relevant markets, informing sourcing strategy and realistic hiring expectations.

Correct Answer: The difference between skills the organization needs and those it currently has

A skills gap is the shortfall between the capabilities the organization requires and those its workforce currently possesses, guiding hiring and development priorities.

Correct Answer: Through targeted recruitment, training, or redeployment

Skills gaps can be closed by hiring people with the needed skills, developing existing employees, or redeploying talent, chosen based on cost, urgency, and feasibility.

Correct Answer: Predicting the number and types of employees the organization will need

Demand forecasting projects future staffing needs based on business plans, growth, and anticipated changes, forming the basis for proactive workforce planning.

Correct Answer: Assessing the internal and external talent available to meet demand

Supply analysis evaluates the available talent from internal sources such as current staff and external labor markets, comparing it against forecasted demand.

Correct Answer: Comparing forecasted talent demand against projected supply

Gap analysis compares projected demand for talent against expected supply, identifying surpluses or shortfalls that workforce strategies must address.

Correct Answer: The gradual reduction of staff through resignations and retirements

Attrition is the natural loss of employees over time through voluntary departures, retirements, and other exits, a key input to workforce supply forecasting.

Correct Answer: The percentage of employees who leave over a period

Turnover rate measures the percentage of the workforce that departs during a period, indicating retention health and influencing recruitment needs.

Correct Answer: Voluntary is employee-initiated; involuntary is employer-initiated

Voluntary turnover occurs when employees choose to leave, while involuntary turnover results from employer actions such as termination or layoff.

Correct Answer: It represents loss of valuable talent and institutional knowledge

Losing high performers means losing productivity, knowledge, and relationships, and replacing them is costly, making such turnover especially damaging.

Correct Answer: Deliberate efforts to keep valued employees engaged and committed

Retention strategies use engagement, development, recognition, and competitive rewards to keep valued employees, reducing costly turnover.

Correct Answer: The process of integrating and orienting new hires into the organization

Onboarding integrates new employees by providing orientation, training, and support, accelerating productivity and improving early retention.