Recruitment and Selection Flashcards
Hiring not for one job, but for organization
strategic recruitment and selection
Impact of effective r/s on e’e
more productive, increased retention, lower turnover
impact of effective r/s on org
cost effective, productive, more sales
Socioeconomic conditions of r/s
global competition, rapid advances in tech, changing demographics, economic context
Reliability
freedom of errors, consistency
validity
instrument measures what its supposed to
requirements for measurements
fairness, no bias, withstand attempts to cast doubt on ability to select
job analysis is the only legal _______ against any HR allegations
defense
job analysis underlies everything from ______ to _______
cradle to grave
job
collection of duties held by multiple e’e
position
collection of duties held by one e’e
job family
collection of similar jobs
SMEs are
subject matter experts
Steps of job analysis
Review background info, select jobs, collect data, validate/modify, JD / JS, Communicate
Three types of competencies
core (shared by all e’e), functional (shared by job family), job specific
Those who applied/could be interested in applying
applicant pool
biggest sources for identifying applicant pool are
NOC and ONET
Strategic talent management involves creating a recruitment action plan _______________
before the need occurs
Internal methods of recruitment
job postings, succession plans, replacement charts, HRIS, nominations
external methods of recruitment
newspaper, professional journals, radio, public displays, job fair/open houses, networking
Applicant screening is
take applicants of recruitment, review for job related KSAOs and minimum qualifications
A false _____ is when you screen them as viable but they’re not
positive
a false ______ is when you screen them as not viable but they are
negative
Application blank, weighted application blank, biographical data are examples of
methods of application screening
Reference checks should be done at the…
very end of screening
A selecting test should be
reliable, valid, if purchasing require a sample first
Testing types include:
ability, skill, aptitude, cognitive, multiple aptitudes, practical intelligence, tacit/trait, EQ-EI, psychometor, physical ability, physical fitness/medical exams, genetic, drug/alcohol, work sample, assessment centres, political, personality, polygraph
Benefits of purchasing a test
validity, reliability, homework done for you, big sample ize
Employability skills to determine in screening interviews include
teaming, decision-making, conflict management, ideal work environment, stress management, how they set priorities, soft-skills, not things on CV, person-job and person-org fit
Questions that ask ‘what would you do’
situational
questions that ask ‘what did you do’
behavioural
Decision making involves collecting information from
judgemental (subjective analysis), instruments (interviewing (open to judgmental), testing (statistical), reference testing (judgmental)), statistical (numbers/testing)
Different decision making tool methods
pure judgmental, trait rating approach, pure statistical, judgmental composite, statistical composite - jud and stat combined make decision off stat (best)
What are the steps of a recruitment and selection plan
organizational research, jd and js, recruitment, screening, testing, interviewing, decision-making process, offer of employment, evaluation
