Lecture 4 - Applicant Screening Flashcards
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
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
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
4
Q
How does targeted recruiting impact volume management?
A
- Usually involves internal hiring or union hiring.
- Hiring from a specific pool of applicants
5
Q
How can short advertising periods impact volume management?
A
- Only getting a short but possibly limited pool of applicants
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
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
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
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
10
Q
What are Behavioural Information Blanks (BIBs)?
A
- Cover much broader content than application forms
- Ex. Health, family background, SES, hobbies, interests, etc.
11
Q
What are common BIB dimensions?
A
- School achievement
- Drive/ambition
- Leadership and group participation
- Financial responsibility
- Situational stability
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
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