Recruitment and Selection Flashcards
The process of attracting employees to an organization.
Recruitment
Twenty years ago, most employees were recruited through ____
advertisements run in newspapers and trade publications.
Todays primary source both for employers advertising jobs as well as for applicants searching for jobs.
Internet
Recruiting employees from outside the organization.
External Recruitment
Recruiting employees already employed by the organization (promotion or transfer).
Internal Recruitment
Internal promotions can be either
competitive or noncompetitive
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
Steps in Selecting Employees
1.Job analysis
2.Selection of testing methods
3.Test validation
4.Recruitment
5.Screening
6.Testing
7.Selecting
8.Hiring/Rejecting
Media Advertisements
Newspaper ads and Electronic media
Types of Newspaper Ads
Respond by calling
Apply in person ads
Send-resume ads
Blind box
applicants are instructed to call rather than to apply in person or send résumés.
Respond by 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
Electronic Media
Writing Recruitment Ads
Ads containing realistic information about the job
Ads containing detailed descriptions of the job and organization
Ads containing information about the selection process affect the probability that applicants will apply for a job
Job vacancy notices are posted in places where customers or current employees are likely to see them: store windows, bulletin boards, restaurant placemats, and the sides of trucks.
Point-of-Purchase Methods
Advantage of Point-of-Purchase Methods
it is inexpensive and it is targeted toward people who frequent the business
Disadvantage of Point-of-Purchase Methods
only a limited number of people are exposed to the sign.
Types of Recruiters
Campus and Outside Recruiters
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
Employment agencies, 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
Employment agency charge either the company or the applicant when the applicant takes the job. The amount charged usually ranges from ____ of applicant’s ____
10% to 30% of the applicant’s first-year salary.
fees charged by executive search firms tend to be about ___ of the applicant’s ___
30%, first-year salary.
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 mass mailings of information about job openings to potential applicants.
Direct mail
Types of Internet
Employer-Based Websites
Job Boards
Social Media
Job fairs
an organization lists available job openings and provides information about itself and the minimum requirements needed to apply to a particular job.
Employer-Based Websites
a private company whose website lists job openings for hundreds or thousands of organizations and résumés for millions of applicants.
Job boards
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
Evaluating the Effectiveness of Recruitment Strategies
Applicant Yield Method
Cost per applicant
Cost per qualified applicant
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
The amount of money spent on a recruitment campaign divided by the number of qualified people that subsequently apply for jobs as a result of the recruitment campaign.
Cost per qualified applicant
A method of recruitment in which job applicants are told both the positive and the negative aspects of a job.
Realistic job preview (RJP)
A form of RJP that lowers an applicant’s expectations about the various aspects of the job.
Expectation-lowering procedure (ELP)
Effective employee selection systems share three characteristics:
1.Valid
2.Reduce the chance of a legal challenge
3.Cost-effective.
A method of selecting employees in which an interviewer asks questions of an applicant and then makes an employment decision based on the answers to the questions as well as the way in which the questions were answered.
Employment interview
Types of Interviews
Structured and Unstructured interview
Interviews in which questions are based on a job analysis, every applicant is asked the same questions, and there is a standardized scoring system so that identical answers are given identical scores.
Structured interviews
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
Style of Interview
One on One Interviews
Serial interviews
Return interviews
Panel interviews
Group interviews
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 interviews
have multiple applicants answering questions during the same interview.
Group interviews
Medium of Interview
Face-to-face interviews
Telephone interviews
Video conference interviews
Written 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
Advantages of Structured Interviews
1.Based on job analysis
2.Structured interviews tap job knowledge, job skills, applied mental skills, and interpersonal skills
3.A further advantage to structured interviews is that the racial and gender similarity issues do not appear to greatly affect structured interviews
Disadvantages of Structured Interviews
1.Applicants perceive structured interviews to be more difficult
2.Applicants may feel that they did not have the chance to tell the interviewer everything they wanted to
Problems with Unstructured Interviews
Poor Intuitive Ability
Lack of Job Relatedness
Primacy effect
Contrast effect
Negative-Information Bias
Interviewer-Interviewee Similarity
Interviewee Appearance
Nonverbal Cues
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.
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.
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
Types of interview questions
clarifier
disqualifier
skill-level determiner
past-focused (behavioral)
future-focused (situational)
organizational fit
Creating a Scoring Key for Interview Answers
Right/Wrong Approach
Typical-answer approach
Key-issues approach
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
