Recruitment and Selection Flashcards
What is Recruitment?
It’s the process of finding applicants for a job
What is Selection?
It’s the process of selecting applicants for a job
What are examples of External Sources?
Advertising for vacancies, Professional Organisation, Electronic resume data bank, Unsolicited applicants, private/public employment agencies and Outsourcing
What are examples of Internal Sources?
Employee Referrals, Internal Promotions and Data Bank
What is the process of R&S?
The identification of a vacancy, Posting of a suitable vacancy, Receiving applications, screening applications, shortlisting applications, Inviting short-listed candidates to an interview, Conducting Interviews, Giving Tests and Choosing Applicant
What is Outsourcing?
Firms may choose to outsource recruitment to external specialists. In this arrangement, external recruiters handle tasks such as advertising, vacancies, receiving applications, screening, interviewing and potentially selecting
the succsessful applicant on behalf of the hiring firm
What are Performance or Achievement Tests?
They test the abilities to do the job for which they were hired
What are Aptitude Tests?
These tests are designed to predict an individual’s potential for performing a job or learning new skills
What are Intelligence Tests?
The tests measures the applicant’s general intellectual ability. Such tests test the applicant’s memory, ability to think quickly and logically and his skill at solving problems
What are Personality Tests?
These tests measure traits like interpersonal skills, ambition, motivation, and stability, but they can be subjective and yield misleading results, as some applicants may guess answers perceived as favourable
What is the Labour Market?
The labour market for a recruiting officer includes potential employees, both internal and external, possessing the required skills, knowledge, and experience. This encompasses individuals within the organisation, those
who are currently unemployed, and those in other organisations seeking job or employer changes
How should Organisations Prepare for an Interview?
The organisation should create a positive candidate experience by providing clear information about the interview process. This includes directions, required items, and a welcoming reception. The interview room should be
arranged to either put the candidate at ease or assess their responses to stress
How should Organisations Prepare for an Interview?
During the interview, interviewers should use open-ended question approach, avoiding closed or leading questions. Providing questions and problem-solving scenarios help reveal candidate qualities, while multiple questions assess memory. Effective listening is crucial in evaluating
candidate responses
What are the types of Interviews?
These include: Individual or One-to-One interviews, Panel Interviews, Large Formal Panels or Selection Boards and Sequential Interviewing
Why do interviews have limitation?
They fail to provide accurate predictions of how a person will perform in the job. The reason for this are that interviews have limited scope and relevance, errors of judgement by interviewers may be made and some
may lack skills and experiences
