Lecture 4: Recruitment Flashcards
Internal recruitment
Only opening the application in your own company
- Less costs
- Motivation for employees
- You know the peoples strengths and weaknesses
-BUT you don’t get fresh insights and you are opening another position for recruitment
External recruitment
Going outside the organisation, sending out job descriptions
- New fresh insights
- BUT can be costly and you don’t really know them
Formal/Direct channels for recruitment
- Media advertisements
- Point of purchase
- Direct mail
- Employee agencies
- College recruiters
- Computer databases
- Special events
- Employee referral programs
Informal/Indirect channels for recruitment
- Situation-wanted ads
- Direct applications
- Employee referrals
Writing recruitment ads
- Realistic –> increased attraction
- Detailed –> better fit assessment
- Explained process –> motivation to apply
Structured interviews
- Based on job analysis –> content validity and face validity
- Low adverse impact –> less biased, same for everyone
- Candidates don’t always like this –> boring
Unstructured interviews
- More fun
- Unreliable and not valid
- Legally problematic
- Lack of job relatedness
Primacy effect
You remember things better in the beginning than in the end
Contrast effect
After a good candidate, other candidates will be less good
Negative-information bias
After hearing one negative thing you may assume they have more negative traits and your going to ask more questions about these things
Interviewer-interviewee similarity
More positive questions to people you like and are similar to you
Steps for creating a structured interview
1) Determine KSAO’s to tap
2) Create interview questions
3) Create a scoring key
4) Conduct the interview
Clarifiers
Questions that ask people to give more information about something
Disqualifiers
Questions to discriminate people
Past-focused questions –> STAR
Situation –> introduce situation
Task –> describe task you had to do
Action –> Explain what you did and how
Result –> End with the results
