Recruitment Flashcards
Recruitment
identifying and attracting potential employees
Selection
application of techniques to decide which applicant to appoint to a vacancy
CIPD common approaches to tackling recruitment problems
sponsoring professional qualifications
recruiting from different sectors
developing existing employees
Competency based approaches
more future time orientation, compared to job analysis
seeks to influence employee behaviour in role undertaken
typically reflects max levels of performance rather than being backwards looking
criticisms of rational approaches to recruitment
candidates little power - role of management is dominant
line managers resist bureaucratic procedures so best person not chosen
recruitment may be more art than science - increasingly seen as a social process
social media era - need to attract new recruits - sell the organisation
ignores role of power and politics in the office
processual approach
relies upon competencies as basis of identifying candidate who fits well into org, rather than preoccupation with a restrictively define role
establishes psychological contract
expectations of each other = thus becomes two way recruitment
good fit to organisation
person organisation fit
person job fit
internal vs external recruitment
best candidate not considered
internal - antipathy, low morale, higher expectations of getting the job
unfair discrimination claims
incentive to existing employees to work hard
more knowledgeable than new starters
cost and efficiency gains - start position quickly
most effective recruitment methods
corporate web
recruitment consultants
linkedin fifth - demographic differences- limited
evaluation of recruitment activities
- cost per vacancy
- speed
- ratio of offers to acceptance
- no of vacancies filled
- no, quality, diversity of candidates
E-recruitment
advantages, disadvantages
reliability of selection
taylor 1998 0.7 assessment 0.5 ability tests
validity of selection
higher scores correlate with higher job performance scores
tests of general cognitive ability plus combination of assessments more valid
fairness of selection
meta analysis 17 countries - most preferred - work samples, interviews
favourably - resumes, cognitive tests, references, biodata
least - personal contacts, graphology
Candidate reactions to selection methods affect organisational outcomes / why is employee selection important?
org attractiveness job acceptance intentions litigation intentions job satisfaction org commitment turnover intentions performance
