Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

HR > Recruitment & Selection > Flashcards

Recruitment & Selection Flashcards

1
Q

What is recruitment?

A

Seeking and attracting a pool of suitably qualified applicants - from which job vacancies can be filled

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What is selection?

A

The process of choosing the most suitable applicant for the criteria of a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is strategic recruitment?

A

Linking recruiting activities to the organisation’s strategic business objectives and overall culture

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What impact does strategic recruitment have on an organisation?

A

Determines quantity and quality of human resources (employees) and the type of organisation created (culture, capability)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What is employment branding?

A

Promoting an image as a good employer

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What are the advantages of internal recruitment?

A
  • Know candidate’s strengths and weaknesses
  • Candidate knows organisation
  • Employee morale and motivation improves
  • Organisation sees better ROI from training and development initiatives
  • Organisation needs to hire only entry-level candidates (more cost effective)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are the disadvantages of internal recruitment?

A
  • Employees may be promoted beyond their level of competence
  • Many employees can “fight” for the position (impact on morale)
  • Inbreeding can stifle creativity and innovation
  • System can become bureucratic
  • Good training and development programs are necessary
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What are the advantages of external recruitment?

A
  • Pool of talent is bigger
  • New insights, skills, innovation, creativity can be introduced to the organisation
  • Often cheaper and easier to hire employees from outside the organisation
  • Outside employees are not members of existing cliques
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What are the disadvantages of external recruitment?

A
  • Attracting /selecting and onboarding a new employee takes longer
  • Morale may suffer from those who have been passed over
  • An employee may be selected whose performance is below the required standard
  • Could be the wrong culture fit
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is the AIDA technique?

A

An approach for developing successful job advertisments.

A - Attention (eye-catching, descriptive title)
I - Interest (job detail, reporting lines)
D - Desire (benefits/ incentives)
A - Action (call for action)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is meant by a glass ceiling?

A

Barrier for promotion due to prejudice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What is meant by a glass wall?

A

Barrier to lateral organisational movements due to prejudice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is meant by a grey ceiling?

A

Older generations being passed over for promotions to promote younger counterparts

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What does TDR mean?

A

Tasks, duties, responsibilities

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What does KSA mean?

A

Knowledge, skills, attributes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What is needed to recruit effectively? (prior to commencing the recruitment process)?

A

To conduct job analysis and produce a job description and specification

17
Q

When considering the labour market, what analysis should be done?

A

A PESTLE

18
Q

What is strategic selection?

A

Linking of selection activities to organisation’s strategic business objectives and culture

19
Q

What criteria should be used in assessing candidate selection?

A

Task performance - Ability for individual to perform the required tasks

Contextual performance - Behaviour at work (cultural fit and positive work environment)

20
Q

How must a candidate “fit” in an organisation?

A 
Experience
Cultural
Qualification 
Motivational 
Ability
21
Q

What decisions need to be made before interviewing a candidate?

A

How many interviews?
Who will be involved? (interview an individual or a group, number of organisation attendees or only one)?
How will the interview take place (phone, in person, Skype)
When will they be done?
Will they be structured or unstructured?

22
Q

What general format should an interview take?

A 
Meet & greet - rapport 
About the company/position 
Open ended behavioural questions
Contrary evidence (strengths/weaknesses) 
Control interview 
Record thoughts and answers 
Ask if candidate has questions
Tell candidate about next steps
Thank & exit
23
Q

What are some examples of bias to be aware of as an interviewer?

A

Halo effect (likes and rates highly)
Horn effect (dislikes and rates harshly)
Leniency (uncomfortable assessing)
Crony effect (close relationship)
Veblen (centralising grades)
Doppelganger (dislikes people who are different to them)
Recency effect
Error of strictness (unrealistic standards)
Central tendency error (uncomfortable with both praise and criticism)

24
Q

What are some other selection methods?

A

Tests
Interviews
Psychological assessment
References and background checking

25
Q

What should be ultimately considered in selecting a candidate (final process)?

A

Practicability
Sensitivity
Reliability
Validity

26
Q

When is discrimination not unlawful?

A

When a person will be unable to carry out the inherent requirements of a role

HR (7 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions