Job Recruitment Flashcards
Identify individuals to fill existing positions, find individuals to change/grow new positions, develop large applicant pool for future, distribute information about an org’s goals, values, & beliefs to individuals
Purposes of job recruitment
Match between an individual’s KSAOs with demands of job and characteristics of an organization
PE fit
Understanding the impact of organizational image and reputation on employee recruitment
Brand equity theory
Perception of characteristics, jobs, & people in an org. Personal evaluation of organizational attributes. Influences eval of PE fit
Image
Perception of how public evaluates org as an employer. Beliefs about other’s perceptions. Influences social identification w/ company
Reputation
Awareness & recognition of employer. Legitimacy of an org. Impacts image & reputation
Familiarity
Targeting current employees for open positions
Internal recruitment
Shorter socialization period, already know about current employees, low costs
Strengths of internal recruitment
Can “homogenize” organization
Disadvantages of internal recruitment
Targeting individuals outside of an organization
External recruitment
Can target specific groups (diversity), widens applicant pool
Strengths of external recruitment
More $, higher failure rate, relies on applicant’s self-evaluation of fit, have to sift through many candidates
Disadvantages of external recruitment
Using information from social media to assess suitability
Cybervetting
Process for choosing which individuals to hire
Personnel selection
Set of predictors or tests used to make hiring decisions
Selection battery
Use job analysis to define KSAOs & tasks, identify predictors & criteria critical to job success, determine how selection assessment will be administered
Step 1: Select predictors
How will predictors be used/combined to make predictions
Step 2: Construct selection battery
Applicants take & must pass ALL assessments
Multiple cutoff approach
Applicants take & must pass assessments one at a time to continue
Multiple hurdle approach
Doesn’t allow strengths in one area to make up for deficiencies in other area
Non-compensatory
Applicants take all assessments & scores are combined statistically to predict performance
Multiple regression
Assesses whether a selection system is useful & cost efficient
Utility analysis
Purposeful differential treatment towards individual or group
Disparate treatment
An individual’s sex, religion, or national origin that is determined to be necessary to effectively do job EX: Hooters
Bona fide occupational qualifications
