Chapter 4 Flashcards
The methods used to select employees
should tie in directly with the results of the job analysis.
Job Analysis
An important step in selecting employees is
______: attracting people with the right qualifications
to apply for the job.
recruitment
The first decision is whether to
promote someone from within the organization
internal
recruitment
to hire someone from outside the
organization
external recruitment)
can be a great source of motivation,
but if an organization always promotes employees from within,
it runs the risk of having a stale workforce that is devoid of the
many ideas that new employees bring with them from their
previous employment settings.
Internal promotions
respond by calling, apply in-person ads, send-résumé ads, or blind
box.
-In , recruiters
rated newspaper advertising as one of the most effective avenues of applicant recruitment
Newspaper Ads
television and radio to
advertise job openings
Electronic Media
placed by the applicant rather than by
organizations.
Situation-Wanted Ads
Many organizations send recruiters to college campuses to answer questions
about themselves and interview students for available positions.
Campus Recruiters
Due to cost considerations, many employers have cut back on the use of on-campus recruiting. As a result, an increasing number of colleges are organizing
______, in which their students and alumni can use the Web to “visit”
with recruiters from hundreds of organizations at one time. ________, applicants can talk to or instant-message a recruiter, learn more about the
company, and submit résumés.
virtual job fairs
More than 75% of organizations
use such outside recruiting sources as private
employment agencies, public employment agencies,
and executive search firms
Outside Recruiters
operate in one of two
ways. They charge either the company or the
applicant when the applicant takes the job.
Employment agencies
better known as “head
hunters”, the jobs they represent tend to be
higher-paying, non–entry-level positions. Always
charge their fees to organizations rather than to
applicants.
Executive search firms
are designed
primarily to help the unemployed find work, but
they often offer services such as career
advisement and résumé preparation.
Public employment agencies
. When unemployment rates are low, organizations have
to take extra measures to recruit employees. One of these measures
is to offer incentives for employees to accept jobs with an
organization.
Incentives
involve giving an applicant
an honest assessment of a job.
Realistic Job Previews
A ____ is a technique called an expectation-lowering
procedure (ELP). Unlike an RJP, which focuses on a particular job, an
ELP lowers an applicant’s expectations about work and expectations
in general
variation of the RJP
is job-related, asked to all
applicants, and standardized scoring.
Structured interview
interviewers ask
anything they want, no consistency required in
questions asked to each applicant, and may
assign numbers of points at their own discretion.
Unstructured interview
involve one interviewer
interviewing one applicant.
One-on-one interviews
involve a series of single
interviews.
Serial interviews
are similar to serial interviews
with the difference being a passing of time
between the first and subsequent interview.
Return interviews
have multiple interviewers
asking questions and evaluating answers of the
same applicant at the same time.
Panel interviews
have multiple applicants
answering questions during the same interview.
Group interviews
both the interviewer
and the applicant are in the same room.
Faces-to-face interview
are often used to screen
applicants but do not allow the use of visual
cues (not always a bad thing).
Telephone interviews
interviews are conducted at
remote sites.
Videoconference
involve the applicant
answering a series of written questions and then
sending the answers back through regular mail
or through email.
Written interviews
Some interview questions,
especially skill-level determiners can be scored simply
on the basis of whether the answer given was correct
or incorrect.
Right/Wrong Approach
The idea behind this is to
create a list of all possible answers to each question,
have subject-matter experts (SMEs) rate the
favorableness of each answer, and then use these
ratings to serve as benchmarks for each point on a
five-point scale
Typical-Answer Approach
A problem with the typicalanswer approach is that there are many possible
answers to a question, and applicants often provide
answers that could fit parts of several different
benchmarks.
Key-Issues Approach
What will affect the score,
however, is when applicants arrive for the interview.
Scheduling the Interview
Learn about the company, one
of the most commonly asked unstructured interview
questions (“What do you know about our company?”) is
used to determine the applicant’s knowledge of the
organization.
Before the Interview
Nonverbal behaviors should
include a firm handshake, eye contact, smiling, and headnodding. Desired verbal behaviors include asking
questions, subtly pointing out how you are similar to the
interviewer, not asking about the salary, not speaking
slowly, and not hesitating before answering questions.
During the Interview
Immediately following the
interview, write a brief letter thanking the interviewer for
her time.
After the Interview
