Recruitment and Selection Flashcards
Recruiting employees from outside the organization.
External Recruitment
- Recruiting employees already employed by the organization (promotion or transfer).
Internal recruitment
usually involve “career progression” positions.
Noncompetitive promotions
several internal applicants compete with one another (and sometimes with external applicants) for a limited number of higher positions.
Competitive promotions,
applicants are instructed to call rather than to apply in person or send résumés.
Respond but calling
- instruct applicants to apply in person rather than to call or send résumés.
Apply in person Ads
send their résumé to the company rather than call or apply in person.
send-resume ads
- instruct applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
Blind Box
Usage of televisions
• The potential advantage to using electronic media for recruitment is that, according to a 2013 study by the Radio Advertising Bureau, Americans spend 3.7 hours per day watching TV and 2.3 hours a day listening to the radio.
Electronic Media
A job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send résumés.
Virtual job fair
often also called headhunters, that specialize in placing applicants in high-paying jobs.
Executive search firms
- An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.
Employment agency
- An employment service operated by a state or local government, designed to match applicants with job openings.
Public Employment Agencies
• A method of recruitment in which a current employee refers a friend or family member for a job
Employee Referrals
A method of recruitment in which an organization sends out
Direct mail
- are traditional employee referral programs and networking on steroids.
Social Media
- recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.
Job fairs
- getting enough bodies to fill the job openings.
Applicant Yield Method
- The amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign.
Cost per applicant
- An interview in which applicants are not asked the same questions and in which there is no standard scoring system to score applicant answers.
Unstructured interview
involve one interviewer interviewing one applicant.
One on One Interviews
involve a series of single interviews.
serial interviews
are similar to serial interviews with the difference being a passing of time between the first and subsequent interview.
Return interviews
- have multiple interviewers asking questions and evaluating answers of the same applicant at the same time.
Panel İnterviews
- have multiple applicants answering questions during the same interview.
Group Interviews
- both the interviewer and the applicant are in the same room.
Face-to-face interviews
are often used to screen applicants but do not allow the use of visual cues.
Telephone Interviews
- are conducted at remote sites.
Video conference interviews
- involve the applicant answering a series of written questions and then sending the answers back through regular mail or through email.
Written interviews
- basing hiring decisions on “gut reactions,” or intuition.
Poor Intuitive Ability
asking questions that are not related to any particular job.
Lack of Job Relatedness -
- The fact that information presented early in an interview carries more weight than information presented later. “first impressions”
Primacy effect
When the performance of one applicant affects the perception of the performance of the next applicant.
Contrast effect
- The fact that negative information receives more weight in an employment decision than does positive information. Seems to occur only when interviewers aren’t aware of job requirements
Negative-Information Bias
- an interviewee will receive a higher score if he or she is similar to the interviewer in terms of personality, attitude, or race.
Interviewer-Interviewee Similarity
- indicate that, in general, physically attractive applicants have an advantage in interviews over less attractive applicants, and applicants who dress professionally receive higher interview scores than do more poorly dressed applicants.
• This attractiveness bias occurred for men and women and for traditionally masculine and feminine job types.
Interviewee Appearance
- use of appropriate nonverbal communication is highly correlated with interview scores. Appropriate nonverbal cues include such things as smiling and making appropriate eye contact.
Nonverbal Cues
- on the basis of whether the answer given was correct or incorrect.
Right/Wrong Approach
A method of scoring interview answers that compares an applicant’s answer with benchmark answers.
Typical-answer approach
- A method of scoring interview answers that provides points for each part of an answer that matches the scoring key.
Key-issues approach
