Chapter 4: Recruitment & Selection Flashcards
The process of attracting employees to an organization.
Recruitment.
Recruiting employees from outside the organization.
External recruitment.
Recruiting employees already employed by the organization (promotion or transfer).
Internal recruitment.
Usually involve “career progression” positions.
Noncompetitive promotions.
Several internal applicants compete with one another (and sometimes with external applicants) for a limited number of higher positions.
Competitive promotions.
Eight (8) steps in selecting employees.
- Job analysis
- Selection of testing methods
- Test validation
- Recruitment
- Screening
- Testing
- Selecting
- Hiring/Rejecting
A type of newspaper ad in which applicants are instructed to call rather than to apply in person or send résumés.
Respond by calling.
A type of newspaper ad where applicants are instructed to apply in person rather than to call or send résumés.
Apply in person ads.
A type of newspaper ad where applicants are instructed to send their résumé to the company rather than call or apply in person.
Send-résumé ads.
A type of newspaper ad that instructs applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
Blind box.
Three (3) tips in writing recruitment ads.
- Ads containing realistic information about the job increase applicant information to the organization.
- Ads containing detailed descriptions of the job and organization provide applicants with an idea of how well they would fit into an organization and result in positive thoughts about it.
- Ads containing information about the selection process affect the probability that applicants will apply for a job.
Methods in which job vacancy notices are posted in places where customers or current employees are likely to see them such as store windows, bulletin boards, restaurant placemats, and the sides of trucks.
Point-of-Purchase Methods.
Advantages and disadvantages of Point-of-Purchase Methods.
Advantages: Inexpensive and targeted toward people who frequent the business.
Disadvantage: Only a limited number of people are exposed to the sign.
A job fair held on campus where students can “tour” a company online, ask questions of recruiters, and electronically send résumés.
Virtual job fair.
(Campus Recruiters)
Employment agencies, often also called headhunters, that specialize in placing applicants in high-paying jobs.
Executive search firms.
(Outside Recruiters)
An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.
Employment agency.
Employment agencies charge what percent of the applicant’s first-year salary when the applicant takes the job?
10-30%.
An entity that looks for higher-paying, non entry-level positions such as executives, engineers, and computer programmers.
Executive search firms.
(Also known as “headhunters”)
TRUE OR FALSE: Reputable executive search firms always charge their fees to organizations rather than applicants.
True.
Fees charged by executive search firms tend to be what percent of the applicant’s first-year salary?
30%.
An employment service operated by a state or local government, designed to match applicants with job openings.
Public Employment Agencies.
(Example: DOLE)
A method of recruitment in which a current employee refers a friend or family member for a job.
Employee Referrals.
