Recruitment and Selection 1 Flashcards
What is recruitment?
Attracting people to your organisation. Trying to create an applicant pool with the people who have the skills you need for the job. The bigger, the higher the likelihood of a candidate who suits the job.
When do applicants become candidates?
During selection
What is the difference between rational vs processional recruitment?
Rational is a one way process and recruitment is now seen a two way process (processional). The one way process focuses more on requirements whereas the two way process is more person specific and looks at quantities.
What is internal recruitment?
Filling a vacancy with a worker who is already employed in the business
What are the advantages of internal recruitment?
- Know their strengths and weaknesses
- Committed to the business
- Less training required
- Cheaper and quicker
- Motivating for staff to progress
What are the disadvantages of internal recruitment?
- May cause resentment with colleagues
- No new ideas brought in
- Leaves another vacancy behind
What are examples of internal recruitment?
Intranet, email, targeting specific people, company letters, newspapers, referral
What is external recruitment?
Filling a vacancy with a worker who is not already employed in the business
What are advantages of external recruitment?
- New ideas brought in
- Larger pool of applicants
- Avoids resentment among colleagues
What are disadvantages of external recruitment?
- Expensive and time consuming
- Training often needed
- Worker may not fit into business
- Demotivating for staff
What are examples of external recruitment?
Company websites, newspapers, referral, job centres, commercial job boards, external agencies, social media
How does internal recruitment relate to time, cost, diversity and employee reactions?
Internal is cheaper, brings less diversity in terms of knowledge and motivates employees
What is employer branding?
Promising a specific employment relationship linked to values, culture and leadership style. People are happy to be paid less if they can work for an organisation that has a good reputation.
What is Person-Job Match/Fit?
Demand-abilities fit - demands of the job should match the abilities of the person.
Needs-supplies fit - person’s needs to fit what the job supplies, otherwise supplies of the job not valuable. Links to engagement and job performance.
What is Person-Organisation Match/Fit?
Value congruence - your values need to fit with the values of the organisation which impacts your attitudes and organisational commitment.
