HR Chapter 6 MQC and Long

Question 1

Define Recruitments

Answer 1

• The process of acquiring applicants who are available and qualified to fill positions in organisations

Question 2

Four generations in the workplace

Answer 2

• Traditionalists: Born before 1945
• Baby Boomers: Born between 1946 – 1964
• Generation X: Born between 1965 – 1980
• Millennials(Generation Y): Born between 1981 – 1999

Question 3

Define Selection

Answer 3

The process of choosing from a group of applicants the individual best suited for a particular position

Question 4

• Labour market sources

Answer 4

o Part-time employees
o Underemployed individuals
o Pirating

Question 5

Steps in the selection process

Answer 5

1. Initial screening (step 1)
   • Removing obviously unqualified/undesired applicants
   • Critical job specifications or requirements of EEA
   o First-round interviews – use computer
   o Knockout questions: salary, work shift hours, etc.
   • CV “red flags” – table 6.5 page 131
   • CV tracking system – put CV’s into computer database
2. Application blank (step 2)
   • Formal record of individual’s application
   • Information obtained is compared to JS to determine if there is a potential match
   • Weighted application blank procedure – best method for evaluation
   • Valid predictor of both job performance and length of service
   • CV method – background information
   • Uses of application blank – develop background checks and interview questions
3. Interviews (step 3)
   • Purpose of the interview
   o (1) Does the applicant have the ability to perform the job?
   o (2) Will the applicant be motivated to be successful?
   o (3) Will the applicant match the needs of the organisation?
   • Reliability & validity of interviews
   o Problems with interview
   ♣ Personal biases
   ♣ Interviewees differ
   ♣ Setting of interview
   ♣ Pressure on interviewer

• Types of interviews
o One-on-one
o Panel
• Structured interview (directive/patterned)
o Predetermined
o Job-related questions
o 4 types – situation, job-knowledge, job simulation and worker requirement
• Realistic job preview
o Accurate picture of job and organisation

4. Pre-employment testing (step 4)
   • Reliability – of a test refers to consistency of measurement, usually across time but also across different raters
   • Validity – is the extent to which scores on a test or interview corresponds to actual job performance: how well technique relates to job performance in that job
   Employment Equity Act Section 8 of Chapter 2
   Psychological testing and other similar assessments are prohibited
   • Managerial selection devices
   o Assessment centres: organisations, planning, decision-making and leadership
   o Variety of tasks:
   ♣ In-basket techniques
   ♣ Leaderless group discussions
   ♣ Role playing
   ♣ Delivering speeches

5.	Reference checks (step 5)
•	Methods
o	Personal visits, telephonic, mail
•	Telephone – advantages:
o	Immediate clarification
o	More information
o	Relatively little expense
o	Additional areas
o	A structured form
•	Personal references
o	Verify data received on application blank
o	Evaluate the quality of the personal recommendation
o	Determine how well the person knows the applicant
•	Previous employers
o	Most important reference

6. Medical examination (step 6)
   • After job offer has been made
   • Contingent to passing the medical examination
   • EEA Section 7(1) and (2) & Section 50(4)
   o Can test if it can be justified