Lecture 4 - Applicant Screening Flashcards

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1
Q

What does the term volume management refer to?

A
  • A company’s job to manage the sheer amount of job applications they receive
  • A relatively new problem due to the prevalence of online applications
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2
Q

What are structural access limitations?

A
  • A volume management strategy
  • Reduced access to the application process, making it harder for people to fins
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3
Q

What are quotas?

A
  • A volume management strategy
  • Only allowing a certain number of people to apply for the position
  • Usually on a first come first serve basis
    The downside is that people who are unemployed will usually access the application first
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4
Q

How does targeted recruiting impact volume management?

A
  • Usually involves internal hiring or union hiring.
  • Hiring from a specific pool of applicants
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5
Q

How can short advertising periods impact volume management?

A
  • Only getting a short but possibly limited pool of applicants
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6
Q

How can RJP’s (realistic job previews) help with volume management?

A
  • Won’t be so overrun with applicants, still may not get the best applicants though
  • Emphasis on P-O fit
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7
Q

What are the benefits of screening applicants?

A
  • Save costs
  • Improve efficiency
  • Ensure applicants are adequate and reach a certain standard
  • Usually minimum requirements only
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8
Q

What are the advantages and disadvantages of application forms?

A
  • Advantages: Simplest form; most common; can concentrate on specific skills
  • Disadvantages: A lot of people misrepresent and distort their previous experience cause they’re self-reporting; also doesn’t correlate to how long they are employed for; people may inflate what their previous salary was
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9
Q

What are Weighted Application Blanks (WAB)?

A
  • A technique for scoring applicants
  • Decisions on how to weigh responses (not all the same)
  • A total score is then calculated on how well the applicant filled out the application and determines how well they fit the job
  • Valuable when: there’s a large number of employees, adequate personnel records; turnover is high; low selection ratio; costly training
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10
Q

What are Behavioural Information Blanks (BIBs)?

A
  • Cover much broader content than application forms
  • Ex. Health, family background, SES, hobbies, interests, etc.
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11
Q

What are common BIB dimensions?

A
  • School achievement
  • Drive/ambition
  • Leadership and group participation
  • Financial responsibility
  • Situational stability
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12
Q

What are the advantages/disadvantages of using BIBs?

A
  • Advantages: One of the most valid predictors; inexpensive
  • Disadvantages: Can be offensive; can be illegal; can be faked
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13
Q

Are reference checks useful?

A
  • Personal references are not good
  • Often poor reliability and validity
  • Better to call references and ask for behavioural evidence of target behaviours
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