{"id":152,"date":"2019-07-10T16:13:21","date_gmt":"2019-07-10T16:13:21","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=152"},"modified":"2024-04-25T01:22:27","modified_gmt":"2024-04-25T01:22:27","slug":"candidate-sourcing","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/candidate-sourcing\/","title":{"raw":"Candidate Sourcing","rendered":"Candidate Sourcing"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss candidate sourcing<\/li>\r\n<\/ul>\r\n<\/div>\r\nSourcing is the process of identifying, pre-screening and cultivating qualified candidates in order to meet current and anticipated future job openings. As is true of the recruiting process in general, having a clear understanding of who your ideal candidate is\u2014a \u201cspecific person in mind\u201d\u2014will inform your choice of sourcing channels and improve sourcing effectiveness. That is, your choice of sourcing channels or methods will depend on who you want to reach.\r\n<div class=\"textbox key-takeaways\">\r\n<h3>External vs Internal Sourcing<\/h3>\r\nWhile this page focuses on finding external candidates, the best person for a job may already be working at your company. Too often companies ignore the talent pool already at their finger tips in pursuit of something new. Internal recruitment requires training and development (which we'll talk about in\u00a0<a href=\"..\/chapter\/why-it-matters-onboarding-training-and-developing-employees\/\" target=\"_blank\" rel=\"noopener\">Module 7: Onboarding, Training, and Development<\/a>), but allows you to pull known talent, as well as build loyalty among existing employees. To learn more about internal candidates, check out the following articles:\r\n<ul>\r\n \t<li>\"<a href=\"https:\/\/hbr.org\/2016\/10\/why-companies-overlook-great-internal-candidates\" target=\"_blank\" rel=\"noopener\">Why Companies Overlook Great Internal Candidates<\/a>,\" from\u00a0<em>Harvard Business Review<\/em>\u00a0by Wade Burgess<\/li>\r\n \t<li>\"Why the Best Internal Candidate Might Be from an Unlikely Part of the Company,\" from\u00a0<em>Harvard Business Review<\/em>\u00a0by Rebecca Zucker<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-587\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02165805\/CandidateSourcing-1024x640.jpg\" alt=\"Photograph of a person holding a paper representation of a globe. Another woman is standing next to the globe holding a location pin and pointing it at the globe.\" width=\"400\" height=\"250\" \/>Tapping into social media is essential, with Pew Research Center reporting that 72% of Americans are using social media for information, entertainment and to make and maintain connections.[footnote]\"<a href=\"https:\/\/www.pewinternet.org\/fact-sheet\/social-media\/\" target=\"_blank\" rel=\"noopener\">Social Media Fact Sheet<\/a>.\" Pew Research Center. June 12, 2019. Accessed July 25, 2019.[\/footnote] Pew\u2019s Social Media Fact Sheet also notes that social media use has become more representative of the broader population; however, the use of specific social media platforms varies by age, gender and educational attainment. For example, college graduates are power users of YouTube (80% vs 73% total), Facebook (74% vs. 69% total), LinkedIn (51% vs. 27% total) and Twitter (32% vs. 22%). To highlight a few gender differences, a higher percentage of men than women use YouTube (78% vs. 68%) and LinkedIn (29% vs. 24%), with percentages similar on Twitter (24% vs 21%) and women\u2019s use of Facebook higher (75% vs. 63%). One of the largest differences based on race is on LinkedIn, used by 28% of whites and 24% of blacks, but only 16% of Hispanics.\r\n\r\nEmployees should be an essential part of social recruiting.\u00a0In Fundamentals of Human Resource Management, the authors state that \u201cemployee referrals tend to be more acceptable applicants, who are more likely to accept an offer and, once employed, have a higher job survival rate.\u201d\r\n\r\nThree caveats to be aware of with regards to employee referrals:\r\n<ol>\r\n \t<li>an employee might mistakenly assume job performance competence based on friendship;<\/li>\r\n \t<li>employee referrals may lead to nepotism or hiring individuals who are related to persons already employed by the company<\/li>\r\n \t<li>employee referrals may reinforce the status quo rather than advance a diversification objective.<\/li>\r\n<\/ol>\r\nFor perspective on the social point, here are a few social recruiting statistics compiled by Todd Kunsman[footnote]Kunsman, Todd. \"<a href=\"https:\/\/everyonesocial.com\/blog\/social-recruiting-statistics\/\" target=\"_blank\" rel=\"noopener\">17 Social Recruiting Statistics and the Impact On Hiring Top Talent<\/a>.\" Everyone Social. February 19, 2019. Accessed July 26, 2019.[\/footnote]:\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">79% of job applicants use social media in their job search<\/li>\r\n \t<li style=\"font-weight: 400;\">Job seekers rank social media and professional networks as the most useful job search resource compared to job boards, job ads, recruiting agencies, and recruiting events<\/li>\r\n \t<li style=\"font-weight: 400;\">73% of millennials found their last position through a social media platform<\/li>\r\n \t<li style=\"font-weight: 400;\">80% of employers say social recruiting helps them find passive candidates<\/li>\r\n \t<li style=\"font-weight: 400;\">91% of employers are currently using social media to hire talent<\/li>\r\n \t<li style=\"font-weight: 400;\">Employers believe that social media marketing will be the most in-demand HR skills by 2020, followed by Data Analysis and Predictive Modeling<\/li>\r\n<\/ul>\r\nOld-school\u2014face-to-face methods\u2014work as well, serving to build the employer brand as well as a candidate pool. Participating in, partnering with or sponsoring college groups, community organizations and professional associations is an effective way to identify individuals with high-values skills or demographic profiles.\r\n\r\n<img class=\"alignright wp-image-588\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02170828\/markus-spiske-QsOEYVZvUiI-unsplash-1024x683.jpg\" alt=\"Photograph of a dark room with a blue lit wall. There are shadows of people walking in front of it.\" width=\"400\" height=\"267\" \/>You can also work the interest angle online, joining relevant LinkedIn groups or identifying and following thought leaders or groups on Twitter. This has the added benefit of serving as continuous learning for the organization. For example, to identify Human Resource thought leaders, use that as a search phrase and you\u2019ll see articles like HRDive\u2019s \u201c<a href=\"https:\/\/www.hrdive.com\/news\/10-must-follow-hr-twitter-accounts-and-chats\/409804\/\" target=\"_blank\" rel=\"noopener\">10 Must-Follow HR Twitter Accounts (and Chats)<\/a>.\u201d[footnote]Kathryn, Moody. \"<a href=\"https:\/\/www.hrdive.com\/news\/10-must-follow-hr-twitter-accounts-and-chats\/409804\/\" target=\"_blank\" rel=\"noopener\">10 Must-Follow HR Twitter Accounts (and Chats).<\/a>\" HR Dive. November 25, 2015. Accessed July 26, 2019.[\/footnote] Using the search engine of your choice, you can also find tutorials on how to use Twitter for sourcing, including Workable\u2019s \u201c<a href=\"https:\/\/resources.workable.com\/tutorial\/sourcing-on-twitter\" target=\"_blank\" rel=\"noopener\">Sourcing on Twitter: Advanced Search Strategies for Recruiting<\/a>.\u201d[footnote]Pavlou, Christina. \"<a href=\"https:\/\/resources.workable.com\/tutorial\/sourcing-on-twitter\" target=\"_blank\" rel=\"noopener\">Sourcing on Twitter: Advanced Search Strategies for Recruiting<\/a>.\" Workable. Accessed July 26, 2019.[\/footnote] Developing relationships with educators is another way to identify high-potential candidates; internships provide both the student and organization an opportunity to test fit.\r\n\r\nA final opportunity is to identify niche sites that specialize in a specific industry, area of expertise or speak to a specific demographic group. For a variation on that approach, consider TripAdvisor: the travel site pitched an SEO job from a source code page on their website that would only be viewed by SEO practitioners. To quote Google Hire\u2019s write-up on the campaign: \u201cHidden amid the strings of code was an invitation to \u2018run\u2014don't crawl\u2019 (a play on automated website crawling\u2014a common SEO technique) to join the company's SEO team, complete with contact email address and a link to a job posting.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/ac4596a4-3924-4607-8de5-ca2cdde2c1f1\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss candidate sourcing<\/li>\n<\/ul>\n<\/div>\n<p>Sourcing is the process of identifying, pre-screening and cultivating qualified candidates in order to meet current and anticipated future job openings. As is true of the recruiting process in general, having a clear understanding of who your ideal candidate is\u2014a \u201cspecific person in mind\u201d\u2014will inform your choice of sourcing channels and improve sourcing effectiveness. That is, your choice of sourcing channels or methods will depend on who you want to reach.<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>External vs Internal Sourcing<\/h3>\n<p>While this page focuses on finding external candidates, the best person for a job may already be working at your company. Too often companies ignore the talent pool already at their finger tips in pursuit of something new. Internal recruitment requires training and development (which we&#8217;ll talk about in\u00a0<a href=\"..\/chapter\/why-it-matters-onboarding-training-and-developing-employees\/\" target=\"_blank\" rel=\"noopener\">Module 7: Onboarding, Training, and Development<\/a>), but allows you to pull known talent, as well as build loyalty among existing employees. To learn more about internal candidates, check out the following articles:<\/p>\n<ul>\n<li>&#8220;<a href=\"https:\/\/hbr.org\/2016\/10\/why-companies-overlook-great-internal-candidates\" target=\"_blank\" rel=\"noopener\">Why Companies Overlook Great Internal Candidates<\/a>,&#8221; from\u00a0<em>Harvard Business Review<\/em>\u00a0by Wade Burgess<\/li>\n<li>&#8220;Why the Best Internal Candidate Might Be from an Unlikely Part of the Company,&#8221; from\u00a0<em>Harvard Business Review<\/em>\u00a0by Rebecca Zucker<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-587\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02165805\/CandidateSourcing-1024x640.jpg\" alt=\"Photograph of a person holding a paper representation of a globe. Another woman is standing next to the globe holding a location pin and pointing it at the globe.\" width=\"400\" height=\"250\" \/>Tapping into social media is essential, with Pew Research Center reporting that 72% of Americans are using social media for information, entertainment and to make and maintain connections.<a class=\"footnote\" title=\"&quot;Social Media Fact Sheet.&quot; Pew Research Center. June 12, 2019. Accessed July 25, 2019.\" id=\"return-footnote-152-1\" href=\"#footnote-152-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> Pew\u2019s Social Media Fact Sheet also notes that social media use has become more representative of the broader population; however, the use of specific social media platforms varies by age, gender and educational attainment. For example, college graduates are power users of YouTube (80% vs 73% total), Facebook (74% vs. 69% total), LinkedIn (51% vs. 27% total) and Twitter (32% vs. 22%). To highlight a few gender differences, a higher percentage of men than women use YouTube (78% vs. 68%) and LinkedIn (29% vs. 24%), with percentages similar on Twitter (24% vs 21%) and women\u2019s use of Facebook higher (75% vs. 63%). One of the largest differences based on race is on LinkedIn, used by 28% of whites and 24% of blacks, but only 16% of Hispanics.<\/p>\n<p>Employees should be an essential part of social recruiting.\u00a0In Fundamentals of Human Resource Management, the authors state that \u201cemployee referrals tend to be more acceptable applicants, who are more likely to accept an offer and, once employed, have a higher job survival rate.\u201d<\/p>\n<p>Three caveats to be aware of with regards to employee referrals:<\/p>\n<ol>\n<li>an employee might mistakenly assume job performance competence based on friendship;<\/li>\n<li>employee referrals may lead to nepotism or hiring individuals who are related to persons already employed by the company<\/li>\n<li>employee referrals may reinforce the status quo rather than advance a diversification objective.<\/li>\n<\/ol>\n<p>For perspective on the social point, here are a few social recruiting statistics compiled by Todd Kunsman<a class=\"footnote\" title=\"Kunsman, Todd. &quot;17 Social Recruiting Statistics and the Impact On Hiring Top Talent.&quot; Everyone Social. February 19, 2019. Accessed July 26, 2019.\" id=\"return-footnote-152-2\" href=\"#footnote-152-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a>:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">79% of job applicants use social media in their job search<\/li>\n<li style=\"font-weight: 400;\">Job seekers rank social media and professional networks as the most useful job search resource compared to job boards, job ads, recruiting agencies, and recruiting events<\/li>\n<li style=\"font-weight: 400;\">73% of millennials found their last position through a social media platform<\/li>\n<li style=\"font-weight: 400;\">80% of employers say social recruiting helps them find passive candidates<\/li>\n<li style=\"font-weight: 400;\">91% of employers are currently using social media to hire talent<\/li>\n<li style=\"font-weight: 400;\">Employers believe that social media marketing will be the most in-demand HR skills by 2020, followed by Data Analysis and Predictive Modeling<\/li>\n<\/ul>\n<p>Old-school\u2014face-to-face methods\u2014work as well, serving to build the employer brand as well as a candidate pool. Participating in, partnering with or sponsoring college groups, community organizations and professional associations is an effective way to identify individuals with high-values skills or demographic profiles.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-588\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02170828\/markus-spiske-QsOEYVZvUiI-unsplash-1024x683.jpg\" alt=\"Photograph of a dark room with a blue lit wall. There are shadows of people walking in front of it.\" width=\"400\" height=\"267\" \/>You can also work the interest angle online, joining relevant LinkedIn groups or identifying and following thought leaders or groups on Twitter. This has the added benefit of serving as continuous learning for the organization. For example, to identify Human Resource thought leaders, use that as a search phrase and you\u2019ll see articles like HRDive\u2019s \u201c<a href=\"https:\/\/www.hrdive.com\/news\/10-must-follow-hr-twitter-accounts-and-chats\/409804\/\" target=\"_blank\" rel=\"noopener\">10 Must-Follow HR Twitter Accounts (and Chats)<\/a>.\u201d<a class=\"footnote\" title=\"Kathryn, Moody. &quot;10 Must-Follow HR Twitter Accounts (and Chats).&quot; HR Dive. November 25, 2015. Accessed July 26, 2019.\" id=\"return-footnote-152-3\" href=\"#footnote-152-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a> Using the search engine of your choice, you can also find tutorials on how to use Twitter for sourcing, including Workable\u2019s \u201c<a href=\"https:\/\/resources.workable.com\/tutorial\/sourcing-on-twitter\" target=\"_blank\" rel=\"noopener\">Sourcing on Twitter: Advanced Search Strategies for Recruiting<\/a>.\u201d<a class=\"footnote\" title=\"Pavlou, Christina. &quot;Sourcing on Twitter: Advanced Search Strategies for Recruiting.&quot; Workable. Accessed July 26, 2019.\" id=\"return-footnote-152-4\" href=\"#footnote-152-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> Developing relationships with educators is another way to identify high-potential candidates; internships provide both the student and organization an opportunity to test fit.<\/p>\n<p>A final opportunity is to identify niche sites that specialize in a specific industry, area of expertise or speak to a specific demographic group. For a variation on that approach, consider TripAdvisor: the travel site pitched an SEO job from a source code page on their website that would only be viewed by SEO practitioners. To quote Google Hire\u2019s write-up on the campaign: \u201cHidden amid the strings of code was an invitation to \u2018run\u2014don&#8217;t crawl\u2019 (a play on automated website crawling\u2014a common SEO technique) to join the company&#8217;s SEO team, complete with contact email address and a link to a job posting.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_ac4596a4-3924-4607-8de5-ca2cdde2c1f1\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/ac4596a4-3924-4607-8de5-ca2cdde2c1f1?iframe_resize_id=assessment_practice_id_ac4596a4-3924-4607-8de5-ca2cdde2c1f1\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-152\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Candidate Sourcing. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Finding Qualified Job Applicants. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/finding-qualified-job-applicants\/\">https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/finding-qualified-job-applicants\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Untitled. <strong>Authored by<\/strong>: rawpixel. <strong>Provided by<\/strong>: Pexels. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/www.pexels.com\/photo\/woman-holding-plastic-arrow-while-smiling-1169951\/\">https:\/\/www.pexels.com\/photo\/woman-holding-plastic-arrow-while-smiling-1169951\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Silhouettes. <strong>Authored by<\/strong>: Markus Spiske. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/QsOEYVZvUiI\">https:\/\/unsplash.com\/photos\/QsOEYVZvUiI<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-152-1\">\"<a href=\"https:\/\/www.pewinternet.org\/fact-sheet\/social-media\/\" target=\"_blank\" rel=\"noopener\">Social Media Fact Sheet<\/a>.\" Pew Research Center. June 12, 2019. Accessed July 25, 2019. <a href=\"#return-footnote-152-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-152-2\">Kunsman, Todd. \"<a href=\"https:\/\/everyonesocial.com\/blog\/social-recruiting-statistics\/\" target=\"_blank\" rel=\"noopener\">17 Social Recruiting Statistics and the Impact On Hiring Top Talent<\/a>.\" Everyone Social. February 19, 2019. Accessed July 26, 2019. <a href=\"#return-footnote-152-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-152-3\">Kathryn, Moody. \"<a href=\"https:\/\/www.hrdive.com\/news\/10-must-follow-hr-twitter-accounts-and-chats\/409804\/\" target=\"_blank\" rel=\"noopener\">10 Must-Follow HR Twitter Accounts (and Chats).<\/a>\" HR Dive. November 25, 2015. Accessed July 26, 2019. <a href=\"#return-footnote-152-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-152-4\">Pavlou, Christina. \"<a href=\"https:\/\/resources.workable.com\/tutorial\/sourcing-on-twitter\" target=\"_blank\" rel=\"noopener\">Sourcing on Twitter: Advanced Search Strategies for Recruiting<\/a>.\" Workable. Accessed July 26, 2019. <a href=\"#return-footnote-152-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":7,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Candidate Sourcing\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Finding Qualified Job Applicants\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"https:\/\/courses.lumenlearning.com\/wmopen-businesscommunicationmgrs\/chapter\/finding-qualified-job-applicants\/\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Untitled\",\"author\":\"rawpixel\",\"organization\":\"Pexels\",\"url\":\"https:\/\/www.pexels.com\/photo\/woman-holding-plastic-arrow-while-smiling-1169951\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Silhouettes\",\"author\":\"Markus Spiske\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/QsOEYVZvUiI\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"}]","CANDELA_OUTCOMES_GUID":"b300e22c-cab5-4ebb-b79e-4a893a4c190a, 2f767e3a-0321-4cec-bfa4-1a290adb0ed9","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-152","chapter","type-chapter","status-publish","hentry"],"part":145,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/152","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":14,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/152\/revisions"}],"predecessor-version":[{"id":3343,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/152\/revisions\/3343"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/145"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/152\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=152"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=152"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=152"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=152"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}