Ch. 4 Employee Recruitment Flashcards
Why is it so costly to hire the wrong type of worker?
“more to do one thing than the other”
hiring cost are approximately 3x the person’s annual salary, few thousand dollars to several hundred of thousands of dollars
What is HR planning and how it is carried out?
“what do we aiming for?”
the strategic goals of the organization
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)
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?
What are the 4 interrelated processes of HR planning?
“what is the goal & mission for today?”
- Talent inventory
- Workforce forecast
- Action plans
- Control and evaluation
What are the steps involved in employee recruitment?
what to consider when hiring an applicant
- Understanding the job & what worker characteristics are required to perform the job,
- Relying on the products of job analysis:
- Job descriptions and job specifications
Why are “walk-ins” typically good employee to recruit?
“99 overall’s”
yield higher-quality workers and workers who are more likely to remain w/ the company
What is the downside to using the internet for employee recruitment?
(“you have to kiss a lot of frogs to find your princes”)
the large # of potential applicants who need to be sifted through
What are job seekers influenced by when it comes to applying to jobs?
(“what does this job have to offer me?)
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
How do the characteristics of an organization’s recruitment program and its recruiters affect the recruitment process?
(“should I do it or not?”)
by influencing applicant’s decisions to accept or reject offers of employment
What can happen if the job is presented to job seekers in a misleading or overly positive manner?
(“false advertising SUCKS!”)
newly applicants can see once they get there that they’ve been fooled and may look for work elsewhere or become dissatisfied or unmotivated
What are the benefits of using a “realistic job preview” (RJP)?
(“I got what it takes”)
can help attract more qualified applicants
How can employee recruiters make sure to minimize unintended discrimination when hiring new employees?
(looking at local area)
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
What is employee screening?
“are they good?”
the process of reviewing info. about job applicants used to select workers
What is employee selection?
“who are the lucky ones”
the actual process of choosing people for employment from a pool of applicants
How are “criteria” and “predictors” used in the process of employee selection?
(measuring)(“will they succeed?”)
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
What are false-positive and false-negative errors and how can they be minimized?
(rejecting based on different things)
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
How can a statistical decision-making model help with this?
“limits”
by being able to process all the information without human limitations
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)
by using the various types of screening info. in the combination
through high scores on one predictor can compensate for low scores on another
How are multiple cut-off models used in employee recruitment? When are they most commonly used?
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
How can a multiple regression model and a multiple cut-off model be used together in employee recruitment?
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
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)
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
What is employee placement?
“where should I put them?”
the process of assigning workers to appropriate jobs
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”?
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
What is “adverse impact”?
“lawsuit incoming”
when members of the protected group are treated unfairly by an employer’s personnel action, either intentionally or unintentionally
