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
TRUE OR FALSE: Performance tends to be higher in referrals
- FALSE
- Performance tends to be higher in direct applicants
- May feel an obligation to prove themselves since no one knows them
- Results are often confounded
- There’s often a trade-off between the highest performance and a lower turnover rate
Is there any relation between the cost of the application process and the quality of the applicants?
- There is no effect between the cost of the application process and the quality of the applicants
What are the problems with using more rigorous selection processes?
- Not very effective
- Very time-consuming
- Leaves the most desperate, lowest performers available
Which interview medium is preferred among applicants during the selective process? (old data)
- In-person medium
- Better than zoom
What’s Person-Organizational fit?
- The congruence between personal values and values of the organization?
- Higher P-O fit = greater attraction; less turnover’ higher job satisfaction
What’s perceived fit?
- Very important
- How well you personally think you fit in
- More subjective
- If you don’t fit objectively, you can still fit in subjectively
What are perceived organizational attributes?
- How the company is viewed/perceived by the public
- Recruiters and companies work to ensure that the perception of the company is good
What are referent comparisons?
- A recruiting tactic
- Referent comparisons - compare the company favourably to other companies
What is a perspective shift?
- A recruiting tactic
- Have applicants consider other variables that make the company/the position look good
What’s a level of fit shift?
- A recruiting tactic
- Changing people’s level of what they’re looking at/considering in the company
- Ex. The job isn’t great, but the organization is
What’s type of fit shift?
- A recruiting tactic
- The idea that there’s a spot specifically for you in the company and that you’re needed in the company
What’s time salience shift?
- A recruiting tactic
- Have applicants focus on the future, short-term or long-term
What’s the recruiting tactic of matching arguments?
- Can argue people with facts and emotion (most common/effective)
How is the order of info impactful in the recruitment process?
- Using very little negative info when describing the job position, or no negative info at all
- There’s a higher chance of people applying when there’s more positive info
- Students with higher GPAs will pay more attention to the negative info in the job ad
What are some things that have been discovered regarding the recruitment of females?
- More location-sensitive
- Historically less pay-sensitive but now more compensation-focused (for many reasons)
- Gender of recruiter is not important
Need supplies fit vs. Demands abilities fit?
- Need supplies - need you in the company to perform certain tasks (much more effective at attracting applicants)
- Demands abilities - must have a certain set of requirements
What’s some important history regarding e-recruiting?
- Started in 1992 by Monster.com
- Eventually overtaken by online aggregations by 2007 (ex. Indeed)
- Now most companies use social media
What’s passive recruiting?
- The best applicants are already employed
- You’re not actively looking for work but are open to being approached by other companies
- Most effective in online networking (LinkedIn)
- Less labour-intensive
- More acceptable to current employer
What’s gamification?
- Using games to recruit potential employees
- Structure-equation model shows that males may have an easier time navigating the games than females do.
