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HR Final > Recruitment > Flashcards

Recruitment Flashcards

1
Q

Recruiting

A

Locating individuals with appropriate qualifications in sufficient numbers and encouraging them to apply to the organization

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2
Q

Two questions before recruiting outside the company

A

Is there a qualified internal candidate?

Is there an alternative to recruiting?

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3
Q

Three alternatives to recruiting

A

Overtime Pay
Contract/Temporary Workers
Part-Time Workers

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4
Q

Advantages of Overtime Pay

A

Employees appreciate the opportunity for extra pay

Employers have flexibility and don’t need the expense of hiring

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5
Q

Overtime Regulation

A

Fair Labor Standards Act mandates “time and a half”

Can vary with union contracts

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6
Q

Fair Labor Standards Act of 1938

A

Established minimum wage
Established standard 40 hour work week
Workers divided into exempt and nonexempt

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7
Q

Nonexempt workers and overtime

A

Must earn “time and a half” their normal wage in overtime

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8
Q

Exempt workers and overtime

A

They are salaried and do not have overtime “time and a half” requirement

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9
Q

Disadvantages of Overtime

A

Productivity can drop when too many hours are worked
Employees may cut regular production to encourage overtime
Employees may habituate to overtime and become resentful when it is removed

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10
Q

Four types of contingent workers

A

Temporary Employees
Part-time Employees
Contract Workers
College Interns

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11
Q

Temporary Employees

A

Contract for a particular amount of time, usually short with clear end date

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12
Q

Part-time Employees

A

Work for fewer than 35 hours per week, but can be long-term

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13
Q

Contract Workers

A

Hired for particular piece of work

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14
Q

College Interns

A

Full or part time for limited time period

Reduced salary

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15
Q

Advantages of Contingent Workers

A

Increased staffing flexibility
Save cost of benefits and some taxes
Allow for special expertise

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16
Q

Disadvantages of Contingent Workers

A

Risk commitment to organization

Can undermine culture and morale

17
Q

Economic conditions and part time work

A

Inversely related

Poor economy -> more part time work

18
Q

Advantages of Part Time workers

A

Save cost of benefits and some taxes
Allows “retention” of employees until economy improves
Can invest less in a “pre-test”
Many workers prefer part time

19
Q

Disadvantages of Part Time workers

A

Potential for higher turnover
Workers have fewer benefits and may need additional income
Difficulty managing work teams

20
Q

Important factors that impact acceptance intentions

A

Amount of pay
Type of work
Organization image
Location

21
Q

Four Recruitment Activities

A

Recruitment Methods
Recruiter Attributes
Recruitment Message
Recruitment Process

22
Q

Two types of Recruitment Methods

A

Formal

Informal

23
Q

Formal Recruitment Methods

A

Typically involve third-party intermediary

24
Q

Informal Recruitment Methods

A

Typically involve direct contact between the potential employee and the employer

25
Q

Why informal sources tend to be better

A

Referrals/Direct applications yield better quality candidates than placement offices, job fairs, or newspaper ads
Re-hires tend to have lower turnover than other sources

26
Q

Internet Recruiting - Company Websites

A

Generates lots of applicants
Best when firm is visible and has good reputation
However, tend to encourage any applicants from people who are poor fits

27
Q

Internet Recruiting - Employment Websites/Job Boards

A

These sites offer advice and employer reviews
Job board applicants tend to be better educated with more skills, but with less experience
Still lots of applicants that are poor fits

28
Q

Two types of Recruiter Attributes

A

Stable and General Characteristics

Specific Behaviors

29
Q

Recruiter Characteristics that matter

A

Diverse recruiters signal commitment to equal opportunity

Meetings with prospective coworkers/supervisors can be more informative than other members

30
Q

Recruiter Characteristics that don’t matter

A

Gender

Functional Area

31
Q

Recruiter Behaviors that matter

A

Personableness
Competence
Trustworthiness
Informativeness

32
Q

Recruitment Message

A

Realistic Job Preview (RJP)
Breadth
Specificity
Timing

33
Q

Realistic Job Preview (RJP)

A

Procedure for presenting honest positive and negative information about the firm

34
Q

5 Elements of Good RJP

A 
Accurate
Specific
Broad in Scope 
Credible 
Important Information
35
Q

Benefits of RJP

A

Applicants were more likely to withdraw during recruitment, but less likely to leave after three months if selected

36
Q

Breadth

A

Applicants want to learn about a number of different topics

37
Q

Specificity

A

Specific information tends to be more useful than general information

38
Q

Timing

A

Applicants sometimes interpret delays as a lack of interest or disorganization

HR Final (8 decks)

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