Realistic Recruitment

Question 1

True or false: Obtaining a good fit between the needs of the individual and the needs of the organization is equally important to both parties.

Answer 1

True

Question 2

What is Recruitment?

Answer 2

The process of attracting potentially productive employees

Question 3

What is Selection?

Answer 3

The process of choosing employees from a pool of applicants

Question 4

How should you view the recruitment process?

Answer 4

Individuals and organizations attracting and selecting each other. Almost like dating. How would a critical theorist view this?

Question 5

What misrepresentation can occur in the hiring process?

Answer 5

Organizations may not give full or even accurate information about the job or organization (Traditional Recruitment)

Question 6

How do applicants misrepresent themselves?

Answer 6

By telling the organization what they think they want to hear (25-40 percent of applicants mislead) (95 percent of college students said they would lie)

Question 7

What problems occur when the applicant misrepresents?

Answer 7

• Organization has inflated expectations about the applicant’s abilities, values, and needs (saying you are proficient at microsoft excel, or say you like cooperation when you actually prefer to work by yourself)
• Unmet expectations (For organization) become dissatisfied, frustrated
• Become dissatisfied with coworker
• Involuntary turnover

Question 8

What problems occur when the applicant misrepresents?

Answer 8

• Applicant has inflated expectations about organizational life
• Unmet expectations
• Dissatisfaction leading to either: low performance and involuntary turnover or low commitment and voluntary turnover -might be stuck

Question 9

What is the cost of turnover?

Answer 9

• Human factor: relationships and families can be hurt, destroyed,
• Traditional recruitment practices may be unethical if: They intentionally deceive, communication is harmful, recruit is not treated justly (can’t pick based on reality)

Question 10

What is the financial cost of turnover?

Answer 10

550-20,000/ The average higher costs 7,213

Question 11

Who are the best applicants?

Answer 11

People who self initiated contact (even if there weren’t opportunities)
People who were recommended through insider contact

Question 12

Why are the best applicants so?

Answer 12

They have higher performance ratings and intention rates. Self preservations, know the fit

Question 13

What is realistic recruitment?

Answer 13

Presenting outsiders with all pertinent information without distortion

Question 14

What is a realistic job preview?

Answer 14

Attempt by the organization to provide and accurate (positive and negative) view of the relevant aspects of the job and organization.

Question 15

In theory what does an RJP do?

Answer 15

• Lower expectations
• Increase Met Expectations
• Raise satisfaction
• Increase performance
• Reduce Turnover

Question 16

Why do RJPs work?

Answer 16

Self Selection (Preferred): If given early enough in process. Allows potential candidates to drop out of process by themselves. Vaccination: individuals develop coping mechanisms (prepped psychologically)

Question 17

What are two issues of concern when using RJPS?

Answer 17

Medium: video, written, verbal

TIme of administration (look a table 7.1 on page 141 and be familiar with the descriptions that follow)

Question 18

When should organizations administer the RJP?

Answer 18

• First contact (website, job ad)
• After job offer but before the job is accepted
• After starting the job, given during training, mentoring, shadowing.

Question 19

What is a RJP after the job is started?

Answer 19

Realistic Socialization, we don’t stop taking in information, we take information that supports our decision

Question 20

What is the best time for an RJP

Answer 20

The earlier the process, the greater the relationship with related outcomes such as satisfaction.