Lecture 3 - Recruiting and job choice Flashcards
What are the general levels of a recruiting yield pyramid?
- Leads > Invites > Interviews > Offered > Hires
How can retention be increased?
- Necessarily don’t want to most talented people but the most consistent, good workers
- Reduce expectations by creating realistic job expectations
- People will only stay until they think their psychological contract is fulfilled (if broken, people will leave early)
Why is efficiency important when recruiting?
- The cost of filling jobs is very expensive
- Don’t want to take too long to fill jobs as this is also expensive
- Good candidates will be scooped up faster
- May use technology when recruiting
What’s Schneider’s Attraction Selection Attrition model (1987)?
- Claims that people are attracted to companies that are similar to them (attraction)
- Companies may select employees that are similar to ones already in their company, unconscious bias (selection)
- Consequences is that people will leave when they feel like they don’t belong, which doesn’t bode well for diversity (attrition)
Why is a lack of diversity not good for a company?
- Makes the company less adaptable
- Not very resilient
Why is recruiting a large number of applicants important?
- Easier to maintain the performance standards of the company when you have a large pool of applicants to select from
- Can also target specific populations (ex. recently graduated engineers for an engineering firm)
What are the three main stages of recruitment and their definitions?
1) Attraction stage - potential applicants
2) Maintenance stage - Applicant pool/available people you can select from
3) Influencing job choice stage - People you may end up making offers to
What are the stages of a recruitment funnel?
- Macro - Potential applicants
- Meso - Applicant pool
- Micro - Individual negotiations
What’s the major model of the recruitment process?
1) Come up with recruitment objectives (ex. retention rate? Cost?)
2) Strategy development (Message? Where?)
3) Recruitment activities (Recruiters?)
4) Intervening process variables (Applicant attention?)
5) Recruitment results
What are incumbents?
- Hiring managers
What should companies consider when hiring recruiters?
- The curvilinear effect: Don’t want to hire people too young or too old
- Mixed-gender effects or no effects on gender
Is recruiter behaviour important?
- Yes because recruiters influence acceptance intentions
- Behaviour (eg. warmth) tends to influence applicant impressions
- Applicants take cues from the selection process about the likely work environments
Is pay relevant in the recruiting process? What other factors are important?
- Compensation is important at the beginning of the recruiting process.
- The type of work, along with work culture, becomes more important as the job continues
What are different organizational characteristics?
- Work environment (very important)
- Organizational image (progressively weaker over time, plays a role in attraction)
- Location
- Size (not really important)
- Familiarity (being familiar with a company can make it more attractive)
What are some major benefits of referrals?
- They tend to have the lowest turnover rates
- They have also been found to have higher organizational commitment and job involvement
- This may be because they have more realistic expectations
- Don’t want to disappoint the people who you already know
