Lesson 3 Flashcards
The process of attracting employees to an organization.
RECRUITEMENT
Recruiting employees from outside the organization.
EXTERNAL RECRUITMENT
Recruiting employees already employed by the organization.
INTERNAL RECRUITMENT
Recruitment Methods:
- ADS/ADVERTISEMENT
- NEWSPAPER ADS
- ELECTRONIC MEDIA
- POINT-OF-PURCHASE METHOD
- CAMPUS RECRUITERS
- VIRTUAL JOB FAIRS
- EXECUTIVE SEARCH FIRMS
- EMPLOYMENT AGENCIES
- PUBLIC EMPLOYMENT AGENCIES
- EMPLOYEE REFERRAL
- DIRECT MAIL
- JOB FAIRS
- INTERNET
Contained description with an idea of how well they would fit.
ADS/ADVERTISEMENT
attracts the greatest number of applicants.
ADS WITH EMBLEM
attracts the highest quality of applicants.
ADS WITH SALARY RANGE AND COMPANY PHONE/EMAIL CONTACT:
hides the identity of the company.
BLIND ADS
NEWSPAPER ADS
- RESPOND BY CALLING
- APPLY IN PERSON ADS
- SEND RESUME ADS
- BLIND BOX
A recruitment method in which help-wanted signs are placed so that they can be viewed by people who visit the organization.
POINT-OF-PURCHASE METHOD
A job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send resumes.
VIRTUAL JOB FAIRS
Employment agencies, often also called “headhunters”, that specialize in placing applicants in high paying jobs.
EXECUTIVE SEARCH FIRMS
Charges either the company or the applicant when the applicants takes the job.
EMPLOYMENT AGENCIES
Charges either the company or the applicant when the applicants takes the job.
PUBLIC EMPLOYMENT AGENCIES
A method of recruitment in which a current employee refers a friend or family member for a job.
EMPLOYEE REFERRAL
A method of recruitment in which an organization send out mass mailing of information about a job openings to potential applicants.
DIRECT MAIL
Recruitment Methods: INTERNET
• EMPLOYER BASED WEBSITE
• JOB BOARDS
• SOCIAL MEDIA
• JOB MARKETPLACE
A recruitment method in which several employers are available at one location so that many applicants can
obtain information at one time.
JOB FAIRS
A method of recruitment in which job applicants are told both the positive and negative aspects of a job.
REALISTIC JOB PREVIEWS
A form of RJP that lowers an applicant’s expectations about the various aspects of the job.
EXPECTATION-LOWERING PROCEDURE
A method of selecting employees in which an interviewer ask questions of an applicant and then makes an employment decision based on the answers to the questions as well as the way in which the questions were
answered.
EMPLOYMENT INTERVIEW
Interviews in which questions are based on a job analysis, every applicant is asked the same questions, and there is a standardized
scoring system so that identical answers are given identical scores.
STRUCTURED INTERVIEW
An interviews in which applicants are not asked the same questions and in which there is no standard scoring system to score applicant
answer.
UNSTRUCTURED INTERVIEW
Types of Interviews:
STYLE
• ONE-ON-ONE INTERVIEW
• SERIAL INTERVIEW
• RETURN INTERVIEWS
• PANEL INTERVIEW
• GROUP INTERVIEWS
• SERIAL-PANEL-GROUP INTERVIEW
Types of Interviews:
MEDIUM
• FACE-TO-FACE INTERVIEW
• TELEPHONE INTERVIEW
• VIDEO-CONFERENCE INTERVIEWS
• WRITTEN INTERVIEWS
The fact that information presented early in an interview carries more weight than information presented later.
PRIMACY EFFECT
When the performance of one applicant affects the perception of the performance of the next applicant,.
CONTRAST EFFECT
The fact that negative-information receives more weight in an employment decision than does positive information
NEGATIVE-INFORMATION BIAS
Factors such as eye contact and posture that are not associated with actual words spoken
NONVERBAL COMMUNCATION
Creating a Structured Interview
I. Determining the KSAO’s to Tap
Il. Creating Interview Questions
III. Creating a Scoring Key for Interview Questions
A type of structured interview questions that clarifies information on the
resume or application.
CLARIFIER
A type of structured interview questions that disqualifies information on the resume or application.
DISQUALIFIER
A type of structured-interview question designed to tap an applicants
knowledge or skill.
SKILL-LEVEL DETERMINER
A type of structured interview question in which applicants are given a
situation and asked how they would handle it.
FUTURE-FOCUSED QUESTION
A structured-interview technique in which applicants are presented with a series of situations and asked how they would handle each one.
SITUATIONAL QUESTION
A type of structured-interview question that taps an applicant’s experience.
PAST-FOCUSED QUESTIONS
A structured-interview in which the questions focus on behavior in previous
jobs.
PATTERNED-BEHAVIOR DESCRIPTION INTERVIEWS
(PBDIS)
A type of structured-interview question that taps how well an applicant’s
personality and values will fit with the organizational culture.
ORGANIZATIONAL-FIT QUESTIONS
A method of scoring interview questions in which the answer is either right
or wrong.
RIGHT /WRONG SCORING
A method of scoring interview answers that compares an applicants
answer with benchmark answers.
TYPICAL-ANSWER APPROACH
Standard answers to interview questions, the quality of which has been
agreed on by job experts.
BENCHMARK ANSWERS
A method of scoring interview answers that provides points for each part
of an answer that matches the scoring key.
KEY-ISSUES APPROACH
A letter that accompanies a
resume or job application.
COVER LETTER
A formal summary of an applicant’s professional and educational background.
RESUME
Problems with Unstructured Interviews:
• POOR INTUITIVE ABILITY
• LACK OF JOB RELATEDNESS
• PRIMACY EFFECT
• CONTRAST EFFECT
• NEGATIVE-INFORMATION BIAS
• INTERVIEWER-INTERVIEWEE SIMILARITY
• INTERVIEWEE APPEARANCE
• NONVERBAL CUES
