W7: Recruitment and Selection Flashcards
Recruitment vs Selection
Recruitment:
- Activities that aim to attract qualified candidates, can be internal or external
Selection:
- Process of analysing and comparing the candidates against the selection criteria
What are the ways to recruit internally?
Internal promotions
Lateral transfer
Internal advertising
Ways to recruit externally
Advertisements
Education institutions
Social networking sites
Recruitment agencies
Employee referrals
Outline talent attractions
What is the two-steps to increase the likelihood of success in the selection process?
- Identify the criteria that distinguish successful from unsuccessful job performance
- Use multiple selection techniques to assess candidates against the requirements.
- Validity: the degree to which the test measures what it claims to measure
- Reliability: the consistency of scores obtained by the same person when tested with the identical tests or an equivalent form of test
The purpose of interview
Mutual preview function
Negotiation function
Public relations exercise
Benefits of behavioural based interview
Provide examples/ evidence of what has been done in the past
Harder for candidates to exaggerate or fake answers
Allows candidates to demonstrate ‘transferrable skills
What is job stimulation about?
Candidates are required to perform tasks that they would perform on the job
Enable employers to move past the interview into experiencing candidates in realistic scenarios
Job simulations must be job-specific and realistic
What are the disadvantages on the use of personalty test on the selection process?
There are limited links between personality and job performance –> lack of validity
Weak predictor of future performance –> lack of reliability
Can be costly
Potential legal/ethical issues, e.g. cultural bias
What are the key issues of reference checking?
Mediocre validity and reliability of references
Compliance with privacy laws
Defamation risks
