Ch. 4 Employee Recruitment

Question 1

Why is it so costly to hire the wrong type of worker?

“more to do one thing than the other”

Answer 1

hiring cost are approximately 3x the person’s annual salary, few thousand dollars to several hundred of thousands of dollars

Question 2

What is HR planning and how it is carried out?

“what do we aiming for?”

Answer 2

the strategic goals of the organization

Question 3

What should HR professionals consider when conducting HR planning?
(Looking at the organization front & back)(gap analysis; gap between the HR capacities the company has & what it need)

Answer 3

of factors such as, What are their goals and strategic objectives? Needs of the staff so the organization can complete its goals? The current human resource capacities and the skills employees have? What positions need to be added to meet the current staff’s needs?

Question 4

What are the 4 interrelated processes of HR planning?

“what is the goal & mission for today?”

Answer 4

1. Talent inventory
2. Workforce forecast
3. Action plans
4. Control and evaluation

Question 5

What are the steps involved in employee recruitment?

what to consider when hiring an applicant

Answer 5

1. Understanding the job & what worker characteristics are required to perform the job,
2. Relying on the products of job analysis:
3. Job descriptions and job specifications

Question 6

Why are “walk-ins” typically good employee to recruit?

“99 overall’s”

Answer 6

yield higher-quality workers and workers who are more likely to remain w/ the company

Question 7

What is the downside to using the internet for employee recruitment?
(“you have to kiss a lot of frogs to find your princes”)

Answer 7

the large # of potential applicants who need to be sifted through

Question 8

What are job seekers influenced by when it comes to applying to jobs?
(“what does this job have to offer me?)

Answer 8

the type industry, the profitability of the company, the company’s rep., the opportunities for employee development and advancement, and the company’s organizational culture

Question 9

How do the characteristics of an organization’s recruitment program and its recruiters affect the recruitment process?
(“should I do it or not?”)

Answer 9

by influencing applicant’s decisions to accept or reject offers of employment

Question 10

What can happen if the job is presented to job seekers in a misleading or overly positive manner?
(“false advertising SUCKS!”)

Answer 10

newly applicants can see once they get there that they’ve been fooled and may look for work elsewhere or become dissatisfied or unmotivated

Question 11

What are the benefits of using a “realistic job preview” (RJP)?
(“I got what it takes”)

Answer 11

can help attract more qualified applicants

Question 12

How can employee recruiters make sure to minimize unintended discrimination when hiring new employees?
(looking at local area)

Answer 12

employers should take steps to attract applicants from underrepresented groups in proportion to their #’s in their population from which the company’s workforce in drawn

Question 13

What is employee screening?

“are they good?”

Answer 13

the process of reviewing info. about job applicants used to select workers

Question 14

What is employee selection?

“who are the lucky ones”

Answer 14

the actual process of choosing people for employment from a pool of applicants

Question 15

How are “criteria” and “predictors” used in the process of employee selection?
(measuring)(“will they succeed?”)

Answer 15

criteria; measure of success, “success on the job”
predictors; any piece of info. that we are able to measure about applicants that are related to the criteria, using the predictor variables to then select applicants for jobs

Question 16

What are false-positive and false-negative errors and how can they be minimized?
(rejecting based on different things)

Answer 16

false-positive; erroneously accepting applicants who would have been unsuccessful
false-negative; erroneously rejecting applicants who would have been successful
can be minimized by by using more subjective decision strategies

Question 17

How can a statistical decision-making model help with this?

“limits”

Answer 17

by being able to process all the information without human limitations

Question 18

How is multiple regression used to help in employee recruitment? What are some of the drawbacks to using this “compensatory” type of approach?
(“combination”)(“doing well on SAT even tho GPA is bad= Harvard)

Answer 18

by using the various types of screening info. in the combination
through high scores on one predictor can compensate for low scores on another

Question 19

How are multiple cut-off models used in employee recruitment? When are they most commonly used?

Answer 19

it ensure that all eligible applicants have some minimal amount of ability on all dimensions that are believed to be predictive of job success
in public -sector organizations that give employment tests to large #’s of applicants

Question 20

How can a multiple regression model and a multiple cut-off model be used together in employee recruitment?

Answer 20

by applicants being eligible for hire only if their regression scores are high and if they are above the cutoff score on each of the predictor dimensions

Question 21

How are multiple hurdle models used in employee recruitment? What is the advantage to using this type of model? What are the disadvantages?
(long process of becoming a police officer)

Answer 21

by requiring that an acceptance or rejection decision be made at each of the several stages in a screening process
Advantages; unqualified applicants do not have to go through the entire evaluation program before they are rejected, which in turn leaves the employer quite confident that those who pass will be successful on the job
Disadvantage; very expensive and time consuming used only for jobs that are central to the operation of the organization

Question 22

What is employee placement?

“where should I put them?”

Answer 22

the process of assigning workers to appropriate jobs

Question 23

How does Title VII of the Civil Rights Act and the Equal Employment Opportunity Commission help protect employees from discrimination? What are considered the “protected groups”?

Answer 23

through ensuring the employer’s employee selection and placement procedures complied w/ the antidiscrimination laws. making
includes… Women, African Americans, Native Americans, Asian Americans, And Latinos that have been previous targets of employment discrimination

Question 24

What is “adverse impact”?

“lawsuit incoming”

Answer 24

when members of the protected group are treated unfairly by an employer’s personnel action, either intentionally or unintentionally

Question 25

What is the “four-fifths rule” and how is it used to assess potential employee discrimination?
(certain amount of minorities)

Answer 25

Four-fifths rule; hiring procedure has adverse impact when the selection rate for any protected group is ⅘, or 80%, of the group w/ the highest hiring rate
by making the employer show that the hiring procedures are valid

Question 26

How does the Americans with Disabilities Act help protect disabled workers from discrimination?

Answer 26

by making reasonable accommodations for disabled workers to perform jobs

Question 27

What does it mean to make “reasonable accommodations” for disabled workers?

Answer 27

by making it so that an applicant’s disability does not interfere with test performance

Question 28

What protections are offered by the Age Discrimination in Employment Act (1967)?
(benefits)

Answer 28

discrimination in personnel decisions, including hiring, promotion, and layoffs, for workers aged 40yrs and older

Question 29

What is affirmative action and how is it carried out in the hiring process?
(“more diversity”)

Answer 29

Affirmative action; the voluntary development of organizational polices that attempt to ensure that jobs are made available to qualified persons regardless of sex, age, or ethnic background
by choosing the applicant from the protected group over that applicant of the majority if both are EQUALLY qualified for the job

Question 30

How can “bona fide occupational qualifications” override Title VII protections?
(“ fashion designer only hiring females for their women’s clothing line”)

Answer 30

through being real and valid occupational needs that are required for a particular job