Lecture 3 & 4 Flashcards
What is recruitment?
The process of attracting the interest of capable people who will apply for jobs within an organisation
What is selection?
The process which managers use specific instruments to choose if applicants are likely to succeed in the job given the requirements.
Stage of recruitment: what are features of external context analysis?
- Anticipated market activity
- Business Strategy
- Technological change
- social and demographic context
- labour supply and demand
- political and economic context
- legal framework.
Stages of Recruitment: what are features of internal context analysis?
Performance management, Training and development, work organisation, technology, workforce competencies, job design, Hr strategy, policy and practice
Stages of Recruitment: How can employers use branding to attract employees?
Good employer branding can attract better applicants, increase employee engagement and retention
Stages of Recruitment: How do labour market conditions affect recruitment?
Different labour market conditions change the power in the recruitment between the employee and employer
Stages of recruitment: what is person-organisational fit?
Finding the person that best fits the orgs goals, culture and aims
Stages of recruitment: how does person-org fit differ between internal and external recruitment?
In internal recruitment the org already knows who is best in their talent pool, in external job analysis techniques are required to determine who the best candidates are
Stages of recruitment: What are examples of job analysis techniques?
- Interviews
- Questionnaires
- Observations
Recruitment and attraction: What are some examples of recruitment channels?
- Walk-ins
- Employee referrals
- Advertising
- Websites
- Recruitment agencies
- Professional associations
- Educational associations
Recruitment and attraction: How can online recruitment be beneficial?
Can be a way of cost saving, allowing for a faster response and turnaround, particularly relevant when there are many applicants
Recruitment and attraction: How can employers use internships and placements?
Used by students for work-based research in their programmes, provide opportunity for students to gain experience and marketability
Org can use it as selection for potential future employees.
Recruitment and attraction: What are the features of a Job description?
- Job Title
- Department
- Responsible to …
- Relationships
- Purpose of job/overall objectives
- Specific Duties and Responsibilities
- Physical and economic conditions
Recruitment and attraction: What are the features of a personnel specification?
- Physical characteristics
- Attainment
- General intelligence
- Specific aptitudes
- Interests
- Disposition
- Circumstances
Selection: What is selection?
Assessing individual differences and distinguish individuals based on intelligence, attitudes, social skills, experience (predict how well they will perform)
Selection: What are the costs related to selection?
- The process itself including selection techniques
- Future costs of induction and training
- Cost of labour turnover if selected staff are not retained
Selection: why are applicant reactions to selection methods important?
- Invasive selection can lead to reduced attraction to org
- candidates with negative experiences can dissuade others
- Negative selection experience can impact job acceptance
- Selection methods covered by discrimination legislation
- Bad marketing for org
Selection: What is reliability?
The extent to which a selection technique achieves consistency in what it is measuring over repeated use
Selection: What is validity?
The extent to which a selection technique actually measures what it sets out to measure
Selection: What is the purpose of a CV (Curriculum Vitae)?
Describes an applicant’s experience, skills, achievements and used to screen applicants before moving to selection.
Selection: What is biodata?
Objective, weighted scoring of verifiable biographical data (e.g. sex, age, work experience) to use past data to predict future behaviour
Selection: What information do recruiters retrieve during interviews?
- Facts
- Subjective information
- Underlying attitudes
Selection: What are some different practices during interviews?
- Structured vs unstructured
- Serial vs panel interview
Selection: What is discrimination?
Employees not being selected on the basis of age, gender, social class, disability, motherhood, ethnicity, race (protected characteristics)
Selection: How can discrimination be avoided?
- Recognising own biases
- Promoting diversity in the workplace
Psychometric testing: What are two categories of psychometric tests?
- Ability tests: Focus on mental abilities e.g. verbal, numerical reasoning
- Inventories: Usually self reported questionnaires about personality, indicating traits, values, interests, attitudes, preferences
Psychometric testing: what are common personality tests?
- The Big 5 model of personality
- Meyers-briggs Type Indicator
- Emotional intelligence
- 16PF Questionnaire
- Belbin Team Role
- Occupational Personality Questionnaire
Selection: What potential traits could recruiters be looking for within candidates?
- Motivation
- Curiosity
- Insight
- Engagement
- Determination
Outsourcing: Why do orgs outsource recruitment and selection?
- Desire to source candidates from a specific talent pool
- Reduce the time and in-house resources dedicated to recruitment
- Draw on a range of specialist skills
- Gain flexibility to meet market demand
Outsourcing: What are the three different types of agency activity?
- Contingency: ad hoc recruitment of temporary or casual staff
- Search: ‘Head hunting’
- Advertised Selection: agency run campaigns on firm’s behalf
Selection: How can A.I. be used in selection?
- Sourcing and screening candidates
- Analysing resumes and job applications
- Conducting pre-employment assessments
- Predicting candidate success and cultural fit
