Recruitment Flashcards
What does Pilbeam say about selection?
Not just about replacing leavers
Aims to recruit people who can perform at high level and demonstrate commitment
Why do those in charge of recruitment play a gatekeeper role?
Only those selected can be led, managed and developed
What did a CIPD survey find about selection?
Increased focus on cost and reducing budget
Majority of organisations have difficulty filling vacancies
More focused on retaining in developing in house talent
What’s wrong with interviews?
Can be unreliable in predicting performance in reality
Why is effective recruitment important?
More companies see employees as a source of competitive advantage
To avoid undesirable costs such as high turnover
What do Pilbeam & Corbridge say about inappropriate decisions in recruitment?
Reduced organisational effectiveness
Invalidate the reward and development Unfair on individual
Distressing to manager
What is perception?
Huczynski
The process by which humans receive, organise and make sense of information received by the outside world
What mistakes can be made in perception?
Selective perception - select characteristics and attribute positive or negative thoughts
Self-centred bias - evaluating candidates by reference to self
Early info bias - making early assumptions and spending rest of time confirming
Stereotyping
What is the resourcing cycle?
Identify vacancy-think strategically does it have to be filled
Device specifications-what do you want and how will you measure it
Attracting candidates
Selection
Two-way process
Candidate also forming an opinion
What are the benefits of recruitment in the virtual world?
Speed Less admin No geographical limits Facilitate branding Whitford-easy and fast for applicants
Describe recruitment in the virtual world
Provide more candidates but no evidence of better candidates
Crail - easy to find the right candidate
Give examples of use of competencies in recruitment
Popular in graduate recruitment
PwC - use 10 competencies to market organisation
What is the competency model?
Seeks to identify abilities needed rather than personal characteristics
CIPD-behaviours employees must have or acquire to achieve high levels of performance
What is the traditional approach to recruitment and how is this moved on?
Job description and a checklist of characteristics of an ideal person
Changed to search for workers who are flexible and are able to contribute to change roles
What are implicit costs associated with poor recruitment decisions?
Reduce productivity
Low quality product/service
Dissatisfied stakeholders
Low morale
Why is induction important?
Employees not always immediately capable
What did Thompson and McHugh say about personality testing?
Clutching at straws
Describe the reliability and validity of recruitment methods
Reliability-Temporal stability - effectiveness assessed over time
Consistency - can test measure what set out to do?
Validity - face validity - acceptability of measure to candidate
Content validity - nature of measure
Predictive validity - link between results and future outcome
What is selection?
Reducing the shortlisted group
Only visible stage of the cycle
Inherently negative
Decision should be based on a range of tools
What do Pilbeam and Corbridge say about attracting candidates?
No ideal number of applicants
No value in attracting high-volume
Using recruitment agency might be effective
