Ch 7: Recruiting Flashcards
what is recruiting?
Activities that convert leads generated in sourcing into applicants, generate interest in a company and its jobs, and persuade candidates to accept extended job offers
Who recruits?
Can be recruiter, hiring manager, or employer
T.F- An important goals of recruitment is to generate positive feelings about the the organization in the applicant
True
Who should be involved for critical roles vs lesser roles?
Critical- Top management (possibly CEO), and lower management
Lesser- Lower management can take it on, and request to have this vacancy filled
What are the 3 types of fairness?
Distributive: Perceived fairness of an outcome
Procedural: Beliefs that policies and procedures that resulted in hiring decisions were fair- fair chance to perform, follow procedures, job–related assessments
Interactional: Fairness of the interpersonal treatment and amount of info received during the hiring process
Spillover Effects
Indirect or unintended consequences of an action
What is the candidate experience?
describes all the recruiting and hiring interactions the job applicant has with the employer.
What are some best practices re the candidate experience?
Keep application process simple
Keep applicants informed during the process
Minimize hiring decision times
What is an organizational image?
General impression based on both feelings and facts
Employer Image
Attitudes towards and perceptions of the organization as an employer
True or false- How an organization is reputed to treat applicants and employees is likely to have a strong effect on applicant attraction
True
Different types of recruiting messages attract different job seekers and induce them to apply. Therefore:
Message content should appeal to the goals and values of the targeted recruits
Non compensatory screening factors should be communicated to facilitate self-selection- job location, type of job, pay etc.
What are the 4 steps to developing an Employer Value Proposition?
- Analyse current perceptions of your target audience
- Align EVP with firm’s policies, practices, culture, and values- what you offer, should be a reflection of these policies, practices, culture, and values
- Communicate your story clearly and consistently
- Mesaure and improve your EVP by establishing appropriate metrics and periodically preparing step 1.
How to develop the recruiting message
- Appeal to the goals and values of targeted talent pool
- Communicate employer value proposition
- Include info on job location, requirements, and salary can filter out applicants and save time and processing costs
What are realistic job previews?
Provide both positive and potentially negative information to job candidates.
Goal is not to deter, but to aid self-assessment
Self-assessment tools
Should be anonymous and not used for selection
Can be done online
Bad fits self-select out
What skills/knowledge makes recruiters more effective? (4)
Good listening skills
Familiarity with job and organization
Good social skills
Good communication skills
Factors that influence Recruiter’s effectiveness/overall success (5)
Labour market- surplus can be easier/harder, shortage- recruiters have to “sell”
Org. characteristics- Popularity- easy to attract vs obscurity- harder
Characteristics of job- desirable/less based on location, hours, nature- repetitive, dangerous, menial
Hiring managers- If they don’t reinforce the organization’s desirability, then recruiter’s efforts will be wasted
Coworkers- likewise, current and past workers can dissuade potential hires (by reviews online)
What is signalling?
The tendency to use recruiter’s traits and behaviours as signals of aspects of both the company and the job opportunity.
Areas for recruiter training (4)
Recruiting Knowledge
Interpersonal Skills
Presentation Skills
Legal Issues
State 3 strategic recruiting metrics
New Hire job performance: On-the-job performance ratings for new employees 6-12 after hired
New Hire turnover: % of new hires who leave within first year/ average tenure of new hires
New Hire failure rate: % of New hires terminated/asked to leave
Recruiter Goals typically involve:
Employer branding
Candiate screening
Generating candidate’s interest
For the recruiter to pursue the organisation’s goals
The organization’s goasl must be known by the recruiter and be consistent with recruiter’s personal goals
Recruiter must receive feedback in relation to these goals
When rewarding recruiters:
Use rewards that can align staffing goals to personal goals
Balance long-term and short-term goals rewards to better motivate workers t achieve multiple goals
-Long term goal: best roi on hires against comp. But there could be a shortage in the market so you want to solve that effectively-short term goal. So you reward them for navigating through the temporary slump, as well as progressing with the markers of the long term goal
Balance team and individual goals- give rewards for behaviours that enhance team, and reward individual contribution
What is a recruiting guide?
Formal doc that details the process to be followed in recruiting for an open position.
Outline internal and external processes
Clarifies policies re legal issues, budgets etc.
Name 3 examples of recruiting technology
Mobile recruiting
Career sites
Applicant tracking systems
Recruiting ethics
Ethical behaviour starts with the employer clearly outlining expected behaviours
Benefits of ethical recruiting
Less lawsuits
Increased trust may appeal to high-quality passive candidates
Enhanced recruiting effectiveness
