Module 4 Flashcards
Recruitment and Selection
Recruitment:
Finding and attracting suitable candidates to apply for employment.
Rule of thumb for recruitment:
The more specialised the required skill set, the longer it takes and the more expensive it gets to hire the right candidate.
Qualities of Internal Recruitment:
- Faster and less costly
- Employee knows & is known to the organisation
- Little culture adjustment required
- Increased morale & dedication
- Difficulties with team dynamics
- Reinforces existing structures & biases
Qualities of External Recruitment:
- Brings in new perspective
- Can improve diversity & inclusion
- Takes time & can be expensive
- Training costs
- Need to build internal network
- Takes longer to be up to speed
What makes the role of a recruiter hard?
- Unrealistic requirements by hiring managers
- Internal compensation policies
- External constraints
- Budget and other internal constraints
Traditional Recruitment Methods:
- Walk-ins & write-ins
- Employee referrals
- Job fairs
- Advertising
Explain the walk-in/write-in recruitment method:
Applicants drop off their cv without applying for a specific job.
Explain the employee referrals recruitment method:
Potentially better fit between employee and organisation, some companies pay referral bonus, and may not attract diverse candidates.
Explain the job fair recruitment method:
Effective method for recruiters to identify numerous candidates for different roles.
Explain the advertising recruitment method:
Typically includes ads in newspaper, TV, radio, transit, etc.
Explain the recruitment via internet and social media:
Makes available positions known to a wide audience including talent abroad. Number of applicants can be unmanagable.
List other recruitment methods:
- Employment and Social Development Canada (ESDC)
- Employment Agencies
- Headhunters
- Professional Associations
- Temporary Help Agencies
What does the recruitment method used depend on?
- Time available
- Skills required
- Number of positions to be filled
- Internal constraints
- Budget available
- Previously successful methods
List the most common measures of of the success of a recruitment function from least to most effective:
- Cost per hire (least effective)
- Quality of hire
- Time per hire
- Offers accepted (most effective)
Selection:
Reducing the pool of applicants identified through recruitment methods to the new hires.
List some selection method:
- interviews
- tests
- reference checks
- realistic job preview
- medical and drug testing
What kinds of tests can be used in the selection method?
- personality tests
- ability tests
- knowledge tests
- performance tests
- integrity tests
Why is test reliability and validity important:
Invalid tests are useless, eliminating candidates based on invalidate can create legal exposures, standardized test, usually have reliability and validity tested.
Explain reference checks:
- might be helpful to detect more blatant fraud by applicants
- should be used with a lot of caution
- can be written or via phone
- be mindful of one in the selection process to ask for references
- too many restrictions on references may eliminate otherwise suitable candidates
- no reference most recent current employer is not always a red flag
Realistic Job Previews as a Selection Method:
Helps candidates get a realistic understanding of the job prior to hiring.
Medical & Drug Testing as a Selection Method:
Can be legally messy as drug dependency is considered a disability, only do it if absolutely required for the job.
Interviews as a Selection Method:
The most common selection method which allows for meaningful two-way communication with applicants.
What are some difficulties when it comes to panel interviews?
They can be stressful for the applicant and they require the coordination of the panel.
Outline the interview process:
- Preparation
- Rapport
- Information Exchange
- Termination
- Evaluation
What does the Preparation stage of the interview process entail?
- Prepare interview questions
- Prepare scoring guide
- Prepare for potential candidate questions
- Sort out technology (if online)
- Coordinate between panel members
What is the Rapport stage of the interview process entail?
- Greeting the candidate friendly
- Start off with non-threatening questions
- Be aware of your body language
- Offer water/coffee if in person
- If remote check for technical issues
What is the Information Exchange stage of the interview process entail?
- Ask open ended questions
- Ask follow up questions where necessary
- Allow meaningful two-way communication
- Let the candidates ask questions
What is the Termination stage of the interview process entail?
- Stick to the agreed upon duration, or ask permission to run over
- Inform candidate about next steps including their timeline
- Ask whether the candidate has final questions
What is the Evaluation satge of the interview process entail?
- Do immediately after the interview
- Stick to scoring guide
- Discuss with fellow panel members
- Make sure to get back to the candidate if they had any unanswered questions
What are the main types of common interview questions?
- Behavioural questions
- Work environment
- Leadership/management style
- Problem Solving/Decision Making
What are some common interview mistakes by the interviewer?
- Halo effect
- Domination
- First impression error
- Stereotyping
What are some common interview mistakes by the interviewee?
- Bragging
- Not listening to the questions
- Reading a script
- Talking too much
What are some common interview mistakes by both parties?
- Not being properly prepared
- Talking about topics other than the role
- Checking phone
- Fidgeting
What can create difficulties when it comes to the final hiring decision?
Deciding against the hiring manager can backfire, the more the hiring manager is involved the more they will likely support the new hire.
How can the final hiring decision making be made?
- Subjective approach
- Multiple cut-off approach
- Compensatory approach
What is the subjective hiring/decision making approach?
Decision maker determines the successful candidate based on results of all selection methods.
What is the multiple cut-off hiring/decision making approach?
Candidates have to have minimum score in each selection method, otherwise get disregarded.
What is the compensatory hiring/decision making approach?
The candidate with the highest score across all methods gets selected.
How should unsuccessful candidates be handled?
- Let them know
- If they may be a good fit for the organisation, retain their application for future roles
- Some organisations survey their declined applicants about their experience
- Be mindful of your reputation
- Never offend a candidate
