3.4 Recruiting Part 2

Question 1

What are the recruitment theories?

Answer 1

Attraction-Selection Attrition, Signaling Theory, and Brand Equity Approach

Question 2

What is Attraction-Selection-Attrition?

Answer 2

Environment is the function of persons behaving in them (ex. Animal House). Founders select people like them. Problematic if left unchecked.

Question 3

What is signaling theory?

Answer 3

Recruiters are symbolic of larger organization characteristics.
 When applicants don’t have a lot of info, plays bigger role.
 Perception of fairness in recruiting predicts pursuit intentions, job attraction, acceptance intentions, and fairness in other org decisions.

Question 4

What is a RJP?

Answer 4

Realistic Job Preview - good for company to show good/bad and set realistic expectations

Question 5

What is Brand Equity Approach?

Answer 5

orgs build brand to affect individual’s attitudes / perceived attributes about job/org that affect job choice.

Question 6

What factors positively affect brand/ job perceptions?

Answer 6

 Publicity – significant relationship
 Advertising / word of mouth – positive relationship
 Sponsorship – no effect. Contingent on publicity level.

Question 7

(T/F) Applicant personality affects attraction to org/job type.

Answer 7

T

Question 8

What characteristics should recruiters have?

Answer 8

 Applicants like managers or someone in current job
 Applicants like warm/informative
 Demographics of recruiter don’t matter (findings small)

Question 9

What are types of impression management?

Answer 9

 Self-promotion – describe experience and accomplishments positively to elicit perception of competence.
 Ingratiation – statements intended to evoke interpersonal liking/attraction.

Question 10

What is honeymoon-hangover?

Answer 10

a spike in job satisfaction for people that change jobs but eventually flattens out.
 Not a lot of evidence this can go away.