Chapter 7: Selective recruitment and selection Flashcards
Recruitment
The different activities of attracting applicants to an organization
Realistic job preview RJP
provides applicants with honest info about a vacancy
2 important elements of recruitment
signalling and branding
Signalling
The information sent by a candidate to the organization (e.g. education level) or by the
organization to the candidate (e.g. in terms of salary development)
Person-environment fit
alignments of person and the job and the org
person-job fit P-J
The degree of alignment between individual employees and their job
Person-org fit P-O
The degree of alignment between individual employees and their
organizations in terms of sharing the same norms and values.
Baron and Kreps 3 employee groups
- Stars - add value, experts
- Guardians - dont add value, but avoid major losses
- Foot soldiers - the more peripheral workers
Lepak and Snell HR architecture perspective
- Contract workers - low strategic value and uniqueness -> compliance based Hr, typically hired on a temporary basis
- Job-based employee - low on uniqueness, but high on strategic value - > productivity-based HR
- Alliance partners - high on uniqueness, low on SV -> collaborative HR
- Knowledge employees - high on both uniqueness and SV -> commitment -based HR
which employee groups are internalized
job-based & knowledge
employment branding
An activity where principles of marketing, in particular
the science of branding, are applied to HR activities in relation to current and potential employees
as targets.
2 important components of P-J fit
- Does the candidate possess the right qualities for desirable job performance?
- Is the job in line with the interests of the candidate?
Work sample test
focus on KSA through real-life job assignment
mainly used for testing skills
General mental ability GMA
reflects somebody’s relative speed and accuracy of processing complex information
-> focus on intelligence, mainly used for testing cognitive abilities
- P-J fit
structured interview
focus on knowledge and experiences
peer ratings
rating of peers for descision making with regard to selection or internal promotion
job tryout procedures
probation period to check if theres P-E fit
emphasis on ind knowledge
integrity test
measures the likehood of counter-productive behaviors of a potential employee
P-O fit
scores below 0.2 are considered
inadequate
0.2 -0.34 scores
adequate
0.35-0.44
reasonable
0.45-0.54
good
scores above 0.55
excellent
very poor selection criteria are
age and number of job experience
