Topic 2 Flashcards
what is recruitment and selection concerned with?
finding, assessing and engaging the best new
employees for the organisation
what is recruitment?
attracting a group of potential candidates to
apply for a vacancy
what is selection?
choosing the most suitable candidate from the pool
identified through recruitment
what are the costs of a poor selection decision?
-under performing
-has high absenteeism
-causes problems within existing team
-cost of reviewing 100 CV’s
-re-advertising a position because nobody suitable has been selected
-losing a case in the Workplace Relations Commission
what are the steps involved in the recruitment process?
- job description
- person specification
- competency based criteria
what is involved in the job description?
Detailed inventory of what a particular job entails Duties, responsibilities and expectation
what is involved in the person specification?
What kind of candidate is being sought to match specific to the job? Qualifications, knowledge, skills, personal attributes and experience
what is involved in the competency based criteria?
May be used in conjunction with or instead of person specification
what must be included in the job advert?
- name of organisation
- job title
- duties
- essential skills/competencies required,
- desirable skills/competencies
- the application details (if the candidate needs to send a CV,
cover letter, or if he/she needs to complete an online
application) - the closing date for applications
- the address/contact details where the application should be
sent
what is involved in the shortlisting stage?
-Reduces the number of initial applicants to those who most closely meet the
criteria.
-Narrows the field by a process of elimination.
-Shortlisting can only take place once closing date has passed.
what are the types of AI used in recruitment?
- Language Processing (NLP)
- Machine Learning
what is Language Processing (NLP)?
techniques to automate CV screening by capturing matches between an applicant CV and the job description
What is machine learning?
algorithms to process candidate information such as recruitment videos of candidates and recording behaviours during recruitment tasks. Using text, image and voice
data, algorithms process the data to assess candidates’ skills and short-list appropriate candidates.
Making the selection decision:
- person-organisation fit (person and organisation share similar characteristics/ meet each other’s needs)
- person-job fit (a match between abilities of person and demand of job/ desires of person and attributes of the job)
typical selection system:
- Applicant submits cv and/or completes application form
- AI or HR representatives screen application/cv for disqualifying factors
(minimum qualifications) - Applicant is administered one or more tests
- Applicant is interviewed by hiring manager or supervisor of the vacant job
- Applicants are ranked based on results of testing and/or interviews
- Final selection is made by hiring manager/supervisor in conjunction with HR
the selection phase:
Suitability- largely determined by the nature of the job & the responsibilities that are attached to it & how well the candidate’s KSAs match the job requirements.
Validity- refers to the extent to which the selection method used measures that it is suppose to measure.
Reliability- refers to whether the same selection decision reached would be reached if other individuals made it
what are the benefits of structured interviews?
–Ensure that interview questions are based on the job criteria.
–All candidates are asked essentially the same questions
–Can noticeably improve its validity.
what are disadvantages of unstructured interviews?
–More like an informal chat between the interviewer and interviewee.
–There is no consistency and cannot be rated against other applicants
what are competency-based/ behavioural interviews?
conducted by using a series of structured questions
designed to gather information on specific behaviours or competencies that have been identified in
the job analysis phase. ‘Can you describe an occasion when you…’
what is involved in a situational interview?
Hypothetical, future-based questions: ‘What would you do if you were presented by your manager with two conflicting deadlines?’
what are the problems with the selection interview?
-Confirmatory bias or the first impression error
-Horns/Halo Effect
-Stereotypes
-Contrast error
-Projection error
personality profiling:
-Used as employers search for predictors of success in a role.
-Should be used in combination with other methods.
-Personality tests are often based on the Trait-factor analytic model of personality
