Exam 2 Flashcards
What is recruitment
- finding a qualified applicant to apply for a job
- goal is to have the largest pool of qualified applicants
- an ongoing process due to seasonal and part-time positions
Why do we recruit
Increases possibility of hiring the best and most qualified person for the position
Hiring Within: Benefits
- strong performers can be rewarded with promotions
- organization knows its strengths and weaknesses in employees
- time with recruitment and orientation is reduced
- dollars are saved
- can allow for internal stability and connections with community
Hiring Within: Limitations
- limits developing a diverse workforce
- limits pool or amount of candidates
- may be time to change internal culture
E-Recruitment: Benefits
- saves time and money
- expand beyond local area, regional or national
- target a specific skill set
- promote image through a website connected to the online job posting
E-Recruitment: Limitations
- increases number of unqualified applicants
- data security concerns
- “technical difficulties” website crash
- EEO concerns: cannot reach individuals with no computer or internet
Job Announcement
- used with internal and external recruitment
- explains the position, qualifications, how and when to apply
- can be posted online, sent to agency/college
Job Applications
- standardized form collecting job-related experience and demographic data
- used to cross reference info from a resume
- look for inconsistencies and gaps in employment
- authorization statement, if you lie its grounds for dismissal
How do we screen applicants
References Internet Searches Tests Work Samples Telephone Pre-screening Interview Employment Eligibility Verification Background Check Interview
Interview Questions: Unacceptable
Arrests
Race
Birthplace
Photographs
Sample interview questions
- what is your work experience?
- why did you leave your job?
- do you meet any age requirement conditions of the job?
- ever worked for the company under another name?
Cover letter sections
Introduction
Connection
Personalization
Closing
Cover letter: Introduction
- explain why you are applying for the position which will engage the reader
- may allude to your career goals/objectives
Cover letter: Connection
- describe recent skills, work experience/education
- highlight aspects of your past work which would help fill duties of the position
Cover letter: Personalization
- continue tailoring yourself to the job description in the managers mind
- use duties and requirements to elaborate on what you would bring to the company
Cover letter: Closing
- request an interview and offer contact information
- state you look forward to hearing from the company
Resume content
Heading Career objective (optional) Education Work experience Related experience (volunteer work) Computer skills (optional) Memberships (if you hold an office) Certifications Awards and honors (optional) Interests and hobbies (optional) References
Characteristics of a Performance Appraisal system
- formal and structured
- focus on job-related performance
- conducted by supervisors and managers who have requisite knowledge and skill for evaluation practices
Criteria used my managers with PA
- Personality Traits- optimism, enthusiasm, cooperativeness, getting along with others
- Job Behaviors and Work Characteristics- job knowledge, skills, quality of work, quantity of work, attendance, etc
- Goals and Objectives- align employee performance with the overall goals of the organization
Individual Evaluation Method
- graphic rating scales
- critical incidents
- essay evaluation
- behaviorally anchored rating scale
Multi-person Comparative Method
- ranking- evaluate performance by comparing all employees in similar jobs to determine who is better, equal or worse
- paired comparison- ranking employees by comparing the performance of every employee in a work group against everyone else
Job Announcement components
- Job title
- Essential duties
- Requirements
- Closing date to apply
- Where how and whom to apply/contact
- Salary information
- Job benefits
- Equal opportunity statement
- Background check statement
Interview procedure
- Welcome
- Information about the job
- Asses candidates abilities
- Salary/benefit information
- Solicit candidate questions
- Selection process
- Terminate
Types of Interviews
Structured- provide uniformity and consistency across all the candidates and enhance the ability to assess; more professional
Appraisal Interview
supervisor discusses an individuals job performance and provides specific feedback to each employee under his or her direction
