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BUS2000 > Lecture 6 Selection > Flashcards

Lecture 6 Selection Flashcards

1
Q

What do Bratton and Gold say recruitment is?

A

‘the process of attracting the interest pool of capable people who will apply for jobs within an organisation’ (Bratton and Gold 2012:215)

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2
Q

What do Armstrong and Taylor say selection is?

A

‘to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully’ (Armstrong and Taylor, 2014:296)

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3
Q

What is the aim of recruitment and selection?

A

To ensure productive, effective employees who can deliver organisational vision and mission.

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4
Q

What do variations in recruitment processes often reflect according to Bratton and Gold?

A

Often reflect the organisation’s strategy and method of people management (Bratton and Gold, 2012)

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5
Q

What two things does selection relate to?

A

Individual differences

Prediction

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6
Q

What is important about individual differences?

A
  • need to be able to tell people apart
  • use of criteria appropriate to the role
  • issues with potentially discriminatory criteria
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7
Q

Why is prediction important in selection?

A

Need to be able to predict performance in role

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8
Q

What are the two parts of the selection criteria?

A

Essential and desirable

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9
Q

What 3 things are looked at when deciding on the selection method?

A

Validity
Reliability
Popularity

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10
Q

What is meant by validity?

A

Measuring the success rate of appointment

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11
Q

What is meant by reliability?

A

Ensuring consistency of process

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12
Q

What do Bratton and

Gold say about selection and performance management?

A

Establishment of mutual expectations during selection forms part of the psychological contract (Bratton and Gold, 2012)

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13
Q

What might happen if the selection process is negative?

A

People find out and this affects the organisation’s reputation
Might not accept the job
Impact from consumer choices- might not use the business anymore
Legal issues

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14
Q

What is the manager trying to do in the selection process?

A

Learn as much about the candidate as possible to inform their decision making and allowing the candidate to learn about the organisation

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15
Q

What are the costs of the recruitment and selection process?

A

Advertising budget
Management time
Cost of inducting staff
Turnover costs if the employees don’t stay

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16
Q

What is the average cost of recruitment and selection according to CIPD?

A

£2500 or £7500 for management roles (CIPD)

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17
Q

What are two issues of having a high staff turnover?

A

Operational problems

Impact on organisational image

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18
Q

What is a key focus of selection?

A

Finding the right person/ best fit

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19
Q

Why is it important to focus on consistency?

A

To ensure all candidates are treated the same

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20
Q

What are the different selection methods?

A
  • CVs or application forms
  • interviews
  • psychometric testing
  • assessment centres
  • pre-employment activities
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21
Q

What are the two types of psychometric testing?

A

Ability- verbal or mental skills

Inventory- personality or values assessment

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22
Q

What are two important aspects of ethical behaviour in managing recruitment and selection?

A

Impression management

Legal regulation

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23
Q

Why is training about recruitment and selection particularly important?

A

Lots of prejudice in these areas and subjective influence that could be illegal

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24
Q

What is Cook’s trio (1994)?

A

Cook’s classic trio is that for selection in the UK, application forms, interviews and references have almost universal popularity despite evidence of low predictive validity and lack of reliability in practice

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25
Q

What does Newell say in Leopold and Harris, 2009?

A

Despite efforts to make selection ‘objective’ and ‘scientific’, decision processes are inevitably affected by human subjectivities (Newell in Leopold and Harris, 2009)

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26
Q

What do Shackleton and Newell say about unstructured interviews?

A

The predictive power of unstructured interviews is extremely low (Shackleton and Newell, 1994)

27
Q

According to Shackleton and Newell, what is the most successful predictor of selection?

A

Assessment centre for development-0.7

Shackleton and Newell, 1994

28
Q

How predictable are references according to Shackleton and Newell?

A

0.1 (Shackleton and Newell, 1994)

29
Q

What is the purpose of an application form or CV?

A

Generating information on the candidate

30
Q

What 3 things help to determine suitability for a role?

A

Qualifications/ skills/ experience
Behavioural competence questions
Development in values based selection

31
Q

How can the validity of interviews be improved?

A

By increasing their structure and the level of job related questions

32
Q

What is an advantage of assessment centres?

A

Positive validity

33
Q

What are two disadvantages of assessment centres?

A

Expensive and time consuming

34
Q

What does Newell say in Leopold and Harris 2009 about the advantages of unstructured interviews?

A

Cheapest and easiest method (Newell in Leopold and Harris, 2009)

35
Q

What does Newell say in Leopold and Harris (2009) about the disadvantages of unstructured interviews?

A

Can lead to discrimination and recruitment of employees that have unrealistic expectations that do not fit into the broader organisational context (Newell in Leopold and Harris, 2009)

36
Q

What 3 things happen following selection?

A

Formal establishment of the employment relationship
Formal offer with contractual details, often subject to conditions
Pre-engagement process

37
Q

Why is the pre-engagement process important?

A

It provides information and establishes a sense of belonging

38
Q

What does the CIPD report say about online recruitment (2013)?

A

62% of employers report that their corporate website is the most effective method of attraction
35% use social media but don’t understand how to maximise it
Over 75% of organisations have made an effort to improve their employer brand over the last year

39
Q

What are the 3 advantages that Parry and Wilson (2009) give about E-recruitment?

A

Reach
Candidate targeting
Image

40
Q

What are 3 disadvantages that Parry and Wilson (2009) give about E-recruitment?

A

Possible high number of applicants which is unsuitable
Line managers resistance (IT capabilities)
Loss of personal touch

41
Q

Why is E-recruitment good for reach?

A

Can attract more diverse candidates such as international candidates and passive job seekers

42
Q

Why is E-recruitment good for candidate targeting?

A

Able to provide more information to assist ‘selection’
Assume candidates are computer literate
Easier to sift responses
Build up a talent data base

43
Q

Why is E-recruitment good for image?

A

Able to project company image, build employer brand

44
Q

What are 3 more advantages of E-recruitment?

A

Relative costs, speed to hire, allows trialability

45
Q

What should be considered when using E-recruitment?

A

Is it right for all jobs?

Consider organisational context

46
Q

What organisational contexts should be considered before choosing E-recruitment?

A 
High or low volume of recruitment activity
What is the job role?
Who are the potential candidates?
What are competitor organisations doing?
IT capabilities required?
47
Q

What is predictive validity?

A

How far can we predict the success of a candidate in a job role?

48
Q

What is essential criteria the basis of?

A

Moving forward- candidates won’t get the job if they don’t meet the essential criteria

49
Q

What can unfair discriminatory employment lead to?

A

Employment tribunals

50
Q

What does an application form do?

A

It asks to demonstrate skills linking to the assessment criteria

51
Q

What does a CV do?

A

Give the information a candidate wants you to know

52
Q

Which company started using blind CVs in October 2015?

A

Deloitte

53
Q

What did Amec construction do that caused problems?

A

Discriminated against an Asian man who didn’t get an interview because of his name

54
Q

How can criteria be measured?

A

Could get the candidate to carry out a function

55
Q

How can we see if a selection process is valid?

A

Look at what was done in the past and see if it was successful

56
Q

Why is the psychological contract important?

A

Needs to be positive so the candidate stays and doesn’t go to the competition

57
Q

Why are efficient recruitment and selection processes important?

A

To create a positive psychological contract

58
Q

Why must information be found out about the candidate?

A

To make an informed decision

59
Q

What is an issue with psychometric testing?

A

HR has to be trained to do it and this can cost £5000-£10,000 therefore it is only used for some jobs

60
Q

What happened in the Curry’s scandal?

A

Candidates were asked to perform a dance which was embarrassing and demeaning

61
Q

How should candidates be treated?

A

With dignity and respect

62
Q

Why must HR train managers about unconscious bias?

A

It highlights the potential for discrimination and prejudice to feed into the selection process.

63
Q

What should all candidates be asked?

A

The same questions

64
Q

What should female candidates not be asked?

A

About whether they will be starting a family

BUS2000 (9 decks)

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