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HRM for sports orgs > recruitment and selection > Flashcards

recruitment and selection Flashcards

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1
Q

what is recruitment

A

attracting and soliciting potential candidates to be employees

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2
Q

what is selection

A

selecting the best suitable candidates to be potential employees

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3
Q

what is recruitment and why is it important? Barber (1998, p.5)

A

‘practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees’

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4
Q

what is recruitment and why is it important? Saks, 2005, p.48

A

recruitment activities should ‘enhance their [applicants] interest in and attraction to the organisation as an employer; and increase the probability that they will accept a job offer

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5
Q

what is recruitment and why is it important? Taylor and Collins, 2000, pg.304

A

‘recruitment is the most critical human resource function for organisation survival or success

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6
Q

what are the aims of recruitment

A
  • to obtain a pool of suitable candidates for vacant posts
  • to ensure that all activities contribute to organisational goals and image
  • to efficient and cost-effective manner
  • to use a fair process and be able to demonstrate that the process was fair
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7
Q

what are the factors influencing recruitment

A

external environment
organisational
the job

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8
Q

what is recruitment in the sports context

A
  • sport and leisure is a growing sector
  • skills shortage - number of hard to fill vacancies (81% of orgs, CIPD)
  • S&L sector is fragmented
  • impact of coronavirus on recruitment
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9
Q

what is the recruitment process?

A
  1. analysing the job
  2. writing the JD and PS
  3. deciding the recruitment method
  4. deciding the application method
  5. marketing the job
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10
Q

what is the pre-recruitment/job analysis

A
  • job analysis: ‘a purposeful, systematic process for collecting information on the important work related aspects of the job’ Gatewood and Field, 1998, pg.245

work orientated
- WHAT work is done
- tasks & job duties
- job description

worker/attribute orientated
- the ATTRIBUTES needed to do the work
- KSAOs needed
- person specification

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11
Q

what are the 8 great competencies (Bartram, 2005)

A
  • leading and deciding
  • supporting and cooperating
  • interacting and presenting
  • analysing and interpreting
  • creating and conceptualising
  • organising and executing
  • adapting and coping
  • enterprising and performing
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12
Q

what is open search recruitment methods

A
  • employer’s website
  • online job boards/internet job sites
  • local newspapers
  • specialist press
  • national newspapers
  • Jobcentre plus
  • radio/TV
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13
Q

what are closed searches

A
  • internal - redeployment, career development
  • word of mouth/employee referral
  • links to schools/colleges/universities
  • recruitment agencies/consultants
  • previous applicants/employees
  • responsive methods e.g. callers, speculative applications
  • head-hunting
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14
Q

what are the external recruitment issues

A

legal requirements
supply of labour/skills shortages

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15
Q

what are the internal issues of recruitment

A
  • nature and level of job
  • internal recruit pool
  • resources/cost
  • targeting particular groups
  • diversity - ‘cloning’/excluding particular groups
  • nature of contract - fixed term/open contract
  • speed urgency
  • relationship building and employer branding
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16
Q

what is employer branding?

A
  • ‘interactive social process - applicant has as much power as to whether to engage in process or not
  • places greater importance on the perceptions of potential and actual applicants
  • 69% of UK respondents claimed they have an ‘employer brand’ (CIPD, 2007)
  • communicating beyond the job to the whole employment package
  • more applicants were submitted to companies ranking high in lists like Fortune (Cable and Urban, 2003)
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17
Q

what does the Sunday Times Best Company to work for survey include?

A
  • dimensions on leadership
  • personal growth
  • well-being/work-life balance
  • teamwork
  • ‘giving something back’
  • the way the company treat staff
  • fair pay
  • benefits
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18
Q

what is good recruitment and selection?

A

good recruitment = good number of suitability qualified people for the vacancy
selection = finding the most suitable for the job and the organisation

19
Q

what are the assumptions underpinning selection?

A
  1. individual differences between people - not all people are equally suited to all jobs
  2. future behaviour can be predicted from past behaviour
20
Q

what are selection methods?

A
  • application forms
  • telephone interviewing
  • face-to-face interviews
  • testing
  • group methods and assessment centres
  • work sampling
  • references
21
Q

what is the process of shortlisting?

A
  • application form, CV, letter of application
  • based on criteria drawn from the person spec
  • AFs and CVs scored against the criteria
  • more than one person
  • same people involved in shortlisting and final selection
22
Q

explain an interview (conversation with purpose)

A

interviewers
- gather information to inform selection
- impart a realistic picture of the organisation and the job
- leave candidate with a positive impression

candidates
- present relevant strengths
- find out about more
- evaluate the organisation

but can feel one-way especially in panel interviews

23
Q

what are structured interviews?

A
  • series of job-related questions
  • standardised - all candidates asked same questions
  • generally good predictive validity
  • requires clear understanding of ‘good’ performance
24
Q

what is an unstructured interview?

A
  • non-directive, unscripted and respondent-led
  • enables exchange of information about values and needs
  • value in terms of organisational fit
  • poor predictor of job performance
25
Q

what problems can unstructured interviews suffer from?

A

perceptual problems;
- the primacy effect
- information overload
- stereotyping
- halo and horns
- personal liking

26
Q

what is psychometric testing?

A

cognitive/ability
- achievement - what the person has learnt to do
- aptitude - innate capacities e.g. numerical, verbal, spatial manual dexterity

personality
- person’s tendency to behave, think and feel in certain ways

27
Q

what is performance based testing

A

hands-on behaviour, examples of job performance

28
Q

what is the evaluation of cognitive tests?

A

Arnold and Silvester, 2005 research findings show that:
- cognitive testing is the single best predictor of job performance across almost all occupational areas
- validity is particularly high for jobs of medium and high complexity
- applicants do not always find cognitive testing acceptable

29
Q

what are personality tests?

A
  • assess person’s habitual tendency to behave, think and feel in a certain way

assumptions;
- personality is relatively stable
- personality traits apply to everyone
- traits can be viewed on a continuum
- people differ in their position on those continuums

30
Q

what are the big five personality traits

A

neuroticism
extraversion
conscientiousness
agreeableness
openness to new experiences

31
Q

what is neuroticism?

A

tendency to frequently experience negative emotions such as anger, worry, and sadness as well as being interpersonally sensitive

low scorers: not getting irritated by small annoyances, calm, unemotional, secure

high scorers: constantly worrying about little things, insecure, feeling inadequate

32
Q

what is extraversion?

A

tendency to be talkative, sociable, and to enjoy others, the tendency to have a dominant style

low scorers: preferring a quiet evening reading to a loud party, sober, unenthusiastic

high scorers: being life od the party, active, optimistic, affectionate

33
Q

what is conscientousness?

A

tendency to be careful, on-time for appointments, follow rules, hardworking

low scorers: prefers spur-of-the-moment action to planning, unreliable, careless

high scorers: never late for a date, organised, hardworking, neat, self-disciplined

34
Q

what is agreeableness?

A

tendency to agree and go along with others rather than to assert one’s own opinions and choices

low scorers: quickly and confidently asserts own rights, irritable, uncooperative, rude

high scorers: agrees with others, about political opinions, good-natured, forgiving, helpful, gullible

35
Q

what is openness to experiences?

A

tendency to appreciate new art, ideas, values, feelings and behaviours

low scorers: prefers not to be exposed to alternative moral systems, narrow interests, not analytical, down-to-earth

high scorers: enjoys seeing people with new things e.g. clothes/piercings, curious, imaginative, untraditional

36
Q

what are the problems with psychometric tests?

A
  • tests are not outstanding predictors of future performance
  • personality - can be faked and general low predictability of performance
  • cognitive - doesn’t necessarily reflect intelligence. Doesn’t capture different types of intelligence
  • fairness?
37
Q

what are performance tests?

A

performance tests require the job candidate to actually perform the job, usually in small part or for a short time
- two common types of performance tests:
- work samples
- assessment centres

38
Q

what are assessment centres?

A
  • assessing a group of applicants using a set of competencies
  • multiple selection techniques
  • requires a lengthy design process
  • one of the most effective ways of selecting candidates (Suff 2005)
  • expensive and time consuming
39
Q

assessment exercises

A

in basket task
presentation
group discussion
role play
psychometric tests
structured interview

40
Q

what is the effectiveness of selection methods?

A

no method if perfect but some better than others

“…no single technique, regardless of how well it is designed and administered, is capable of producing perfect decisions that predict with certainty which individuals will perform well in a particular role” (Marchington and Wilkinson, 2008, p.248)

41
Q

advantages of online recruitment for recruiters

A

larger applicant pools
time to hire is reduced
promotes the employer brand

42
Q

advantages of online recruitment for applicants

A
  • obtain information on job and company
  • access to a wide range of jobs and employers
  • application tracking
  • more rapid feedback
  • less travel to complete stages of application
43
Q

what is the association of social media and recruitment?

A
  • increase on accessing info on candidates via technological means (e.g. Van Iddekinge et al, 2013)
  • ethical issues of screening via online personal profiles (e.g. Chauhan et al, 2013)
  • potential issues: fast checking, HR managers bias due to what they see online, lower costs, deducing personality, data protection and security
  • 2012 Reppler study of 300 US recruiters - 91% used social media to screen, 47% decided to interview or not, 69% rejected a candidate based on profiles (Sutherland, 2013)

HRM for sports orgs (10 decks)

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