E-lecture 2: Recruitment and Selection Flashcards
What is recruitment?
attracting potentially new employees
What is selection?
Which applicants most closely fulfill the job requirements of a vacant position.
Name the four stages in a strategic approach to recruitment and selection?
- Business strategy (how can we recruit people that are most likely to help us achieve our organization’s goals and objectives?)
- HR forecasting (creating a plan to ensure the right number of people with the necessary skills in the right place and right time)
- Recruitment: attracting people; what qualities do new employees need to have?
- Selection: Picking the right candidate who meets the job criteria best and is most likely to do well in position and organization
Name three ways in which the workforce can provide a unique competitive advantage?
- Add considerable value (human capital)
- Be unique (or at least rare)
- Be difficult to replicate
What is HR forecasting?
process of identifying the estimated supply and demand for different types of human resources in the organization over a future period based on trends in the past and present. HR
What are the four steps in HR forecasting?
- Forecasts of labor (quantitative and qualitative)
- Goal setting and strategic planning
- Implementation
- Evaluation: enforce accountability
What are quantitative and qualititave forecasts of labor?
- Quantitative forecasting: trend analysis (historical data), ratio analysis (proportions) or regression analysis (statistical relationship between variables)
- Qualitative analysis: expert knowledge
What are the most important parts in goal setting and strategic planning in HR forecasting?
- Main considerations: speed and impact
- Labor surplus: reduce number of employees through hiring freeze, early retirements or downsizing
- Labor shortage: increase the number of employees: overtime, outsourcing, hiring new employees
What factors attracts people to a certain job?
Factors that attract people can be divided into two distinct categories: organization and the job itself.
- Factors for the organization include culture, stability, type of work of organization.
- Factors for the job include variety, autonomy, is work important etc.
What is a fit?
the candidate’s experiences, values, competencies and interests need to align with the job and the organization as a whole.
This needs to be present to select optimally
Name two factors brand perception is based on?
- Degree of familiarity with the organization and external ratings of its reputation
- More so by diffused than explicit cues – explicit communication has a limited effect.
Spending money on making explicit statements is pointless if diffuse cues about brand say something else.
What is employer brand?
extent to which an organization is recognized as a desirable place to work by the internal and external labor market. It is based on a set of attributes and qualities that make an organization distinctive. Needs to help potential applicants determine fit.
Name two required types of congruency between employer brand and?
- Corporate and organization identity (internal)
- Current brand image (external)
What is low involvement recruitment?
only reaches people already actively looking for a job. Organization has a good reputation
What is high-involvement recruitment strategy?
organization is not already well-known and provide more information about the organization and its value.
Why does who is responsible for recruitment matter?
who is the first person the applicant is in contact with and who is the first person they meet. Applicants need to get a positive opinion about the people they meet and will work with.
What three questions should you ask yourself to diversify and expand your applicant pool?
- Who does your current strategy not reach?
- How can you reach them?
- What will attract those people to the organization?
What is external recruitment?
Look for applicants outside organization (newspaper ads, online postings, employment agencies). Most likely to only be seen by people actively looking for a job.
What is internal recruitment?
- Internal: Look for applicants within current workforce. (Email listserv/intranet, employee referral program, hiring former employees). Internal recruitment gives current employees the first opportunity to apply for new jobs, which they will probably appreciate, increasing their job satisfaction.
Current employees will only apply for jobs internally if they know they are well-qualified for the open position
Name four criteria to evaluate recruitment methods on?
- Cost per hire
- Time-to-fill-rate
- Diversity
- Yield ratio
How do you calculate cost to hire?
total recruiting costs / number of new hires
What is the time-to-fill rate?
length of time it takes from the announcement of a job opening until someone gets a job
What is the diversity criteria for evaluating recruitment methods about?
extent to which your applicants are similar or different from your current workforce
How do you calculate the yield ratio of recruitment methods?
number of realistically viable applicants / number of total applicants
Why should you give applicants a realistic job preview?
helps with establishing realistic job expectations and reducing job turnover.
Name the three criteria selection methods must fulfill?
- Validity
- Reliability
- Legality / Adverse impact
What is the criteria validity for selection methods about?
Extent to which a selection method measures what it purports to measure and how well it does this. Inferences based on these selection measures are adequate and appropriate.
What is the criterion Reliability for selection methods about?
Extent to which the measure consistently measures what it sets out to measure
What is the criterion Legality for selection methods about?
Legality means that the recruitment practices aren’t illegal. They vary widely among countries
What is adverse impact?
when employment practices that appear neutral disproportionally impact members of a protected group without business necessity.
Name three things to consider when selecting applicants and how can you evaluate those?
- Can applicant do this job?
- Cognitive ability tests; job knowledge test - Will this applicant do the job?
- Personality tests; interest tests - Has this applicant experience doing the job?
- CV; Interviews
What are the best selection instruments for job specific tasks etc?
employment interviews, job knowledge tests, biographical data, work sample tests and assessment centers
What selection instruments are best for measuring general things?
Cognitive ability test, integrity tests, personality-based emotional intelligence, conscientiousness, and interests. Benefit is that they can be used for a wide range of jobs.
Why should you avoid personality assessments?
Avoid personality assessments as openness to experience, agreeableness and neuroticism have little predictive ability
Name five criteria for effective structured interviews?
- Each applicant is asked same questions in same format and order.
- Base interview guideline on insights from job analysis
- Use mix of situational, behavioral and job-related questions.
- Evaluate candidate answers on anchored-rating scales made ahead of time
- Document your decisions and conversations.
