Recruitment & Selection Flashcards
What is recruitment?
Seeking and attracting a pool of suitably qualified applicants - from which job vacancies can be filled
What is selection?
The process of choosing the most suitable applicant for the criteria of a job
What is strategic recruitment?
Linking recruiting activities to the organisation’s strategic business objectives and overall culture
What impact does strategic recruitment have on an organisation?
Determines quantity and quality of human resources (employees) and the type of organisation created (culture, capability)
What is employment branding?
Promoting an image as a good employer
What are the advantages of internal recruitment?
- 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)
What are the disadvantages of internal recruitment?
- 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
What are the advantages of external recruitment?
- 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
What are the disadvantages of external recruitment?
- 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
What is the AIDA technique?
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)
What is meant by a glass ceiling?
Barrier for promotion due to prejudice
What is meant by a glass wall?
Barrier to lateral organisational movements due to prejudice
What is meant by a grey ceiling?
Older generations being passed over for promotions to promote younger counterparts
What does TDR mean?
Tasks, duties, responsibilities
What does KSA mean?
Knowledge, skills, attributes
What is needed to recruit effectively? (prior to commencing the recruitment process)?
To conduct job analysis and produce a job description and specification
When considering the labour market, what analysis should be done?
A PESTLE
What is strategic selection?
Linking of selection activities to organisation’s strategic business objectives and culture
What criteria should be used in assessing candidate selection?
Task performance - Ability for individual to perform the required tasks
Contextual performance - Behaviour at work (cultural fit and positive work environment)
How must a candidate “fit” in an organisation?
Experience Cultural Qualification Motivational Ability
What decisions need to be made before interviewing a candidate?
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?
What general format should an interview take?
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
What are some examples of bias to be aware of as an interviewer?
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)
What are some other selection methods?
Tests
Interviews
Psychological assessment
References and background checking
