Chapter 9

Question 1

First Stage:
Applicants looking for a Job, and Companies looking for applicants.

Answer 1

RECRUITMENT

Question 2

Second Stage:
Screening applicants for another set of
interview and training.

Answer 2

SELECTION

Question 3

Third Stage:
Concerned with putting the applicant to where he/she is fitted to be or best at.

Answer 3

PLACEMENT

Question 4

It consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees

Answer 4

RECRUITMENT

Question 5

Goal To attract applicants with the right qualifications

Answer 5

RECRUITMENT

Question 6

2 TYPES OF RECRUITMENT

Answer 6

Internal and External Recruitment

Question 7

An organization hire someone from within the organization (note: can be outside the unit/department).

Answer 7

INTERNAL RECRUITMENT

Question 8

Succession Plan

Answer 8

INTERNAL RECRUITMENT

Question 9

refers to hiring someone from outside the organization.

Answer 9

EXTERNAL RECRUITMENT

Question 10

How do we source internal applicants?

Answer 10

• JOB POSTING
• Transfer or Promotion

Question 11

Advantages of Internal Recruitment:

Answer 11

• It is generally cheaper and faster
• It generates applicants who are well-known to the organization
• Applicants are relatively knowledgeable about the organization’s policies
• Applicants will have a more realistic expectations about the job position

Question 12

Why is there a need for External Recruitment?

Answer 12

• There are no available employees that could take on the job
• External recruitment can be more advantageous to the organization as it brings new perspectives and new ideas for improvement.

Question 13

What are the External Sources for Recruitment?

Answer 13

Direct Applicants
Referrals
Electronic Hiring
Advertisements in Newspapers &
Magazines
Situation wanted Ads
Point-of-purchase Methods
Employment Agencies
College & Universities
Job Fairs

Question 14

Walk in applicants

Answer 14

direct applicants

Question 15

Someone in the organization
prompted them to apply.

Answer 15

referrals

Question 16

More commonly known as Online
Posting.

Answer 16

3. Electronic Hiring

Question 17

Placed by the applicants themselves

Answer 17

situation wanted ads

Question 18

Job advertisements are placed in location where applicants are most likely to come from.

Answer 18

. Point-of-purchase Methods

Question 19

When to use external or internal recruitment?

Answer 19

• Skilled or semi skilled workers can be recruited within organization
• Highly specialized managerial personnel external sources could be preferred

Question 20

CONDITIONS NECESSARY FOR A GOOD RECRUITMENT POLICY

Answer 20

• It should be in conformity with the organization’s objectives.
• It should be flexible enough to meet the changing needs of organization.
• It should ensure career growth for its employees on a long termbasis.
• It should provide Realistic Job Preview-complete job-related information, both positive and negative.
• The more likely the worker will stay on the job longer and be effective.

Question 21

Deliberate effort Deliberate effort of organizations to select a fixed number of personnel from a large number of applicants.

Answer 21

selection

Question 22

The primary aim is to choose those persons who are most likely to perform their jobs with maximum effectiveness and remains with the company

Answer 22

selection

Question 23

2 Categories of Variables which serves as Model for Employee Selection

Answer 23

PERFORMANCE CRITERIA
PREDICTORS

Question 24

measures of success

Answer 24

PERFORMANCE CRITERIA

Question 25

Examples:
* Salesman- amount of sales
* Professor- peer reviewed publications, Individual Ratings, Student Evaluation

Answer 25

PERFORMANCE CRITERIA

Question 26

• any piece of information that we are able to measure about job applicants that are related to (predictive) of the criterion.

Answer 26

PREDICTORS

Question 27

Examples:
* Salesman: trainings and experience
* Professor: Degree

Answer 27

PREDICTORS

Question 28

STAGES OF SELECTION

Answer 28

1. Resume or Curriculum Vitae
2. Initial Interview
3. Employment Testing
4. Work Samples
5. Final Interview
6. Physical or Medical Examinations
7. Induction

Question 29

• Stage when the applicant is already given the formal acceptance letter.

Answer 29

7. Induction

Question 30

It introduces the employee to the organizational culture and company policies.

Answer 30

7. Induction

Question 31

• New employee is formally introduced to his/her coworkers.

Answer 31

7. Induction

Question 32

Measures potential ability and ability to
learn a new skill (Math, Language)

Answer 32

APTITUDE TEST

Question 33

Ex: Edward Preference Test

Answer 33

. INTEREST TEST

Question 34

measures the emotional stability and the ability to work in a team.

Answer 34

PERSONALITY TEST

Question 35

SELECTION DECISIONS: 2 BASIC MODELS

Answer 35

MULTIPLE HURDLE MODEL
COMPENSATORY MODEL

Question 36

• It lists down all qualifications of position and it is a way of narrowing down the candidates.

Answer 36

MULTIPLE HURDLE MODEL

Question 37

• takes qualification one at a time, an applicant will not proceed if one qualification is missing.

Answer 37

MULTIPLE HURDLE MODEL

Question 38

-It gives weights to the qualifications

Answer 38

COMPENSATORY MODEL

Question 39

-High assessment on one can make up with a low score on one.

Answer 39

COMPENSATORY MODEL

Question 40

It ensures that the employee is put to the position where he/she is best fitted to be

Answer 40

PLACEMENT

Question 41

PROBLEMS ENCOUNTERED DURING PLACEMENT

Answer 41

• Expectations of the applicant may not match the reality.
• Technological changes may result in wrong placement
• Changing Organizational Structure