Week 3: Avery/McKay organization impression

Question 1

What has research on target recruitment discovered (4)?

Answer 1

1. Women find diversity and job factors more important than men
2. Minority job seeks place more weight on recruiter demographics
3. High starting salary is more important to men
4. minorities rated diversity as more important than white participants

Question 2

What is pictorial diversity?

Answer 2

Portraying racial, ethnic and gender diversity in photographs depicted in recruitment advertising

Question 3

Why is pictorial diversity used in recruitment?

Answer 3

Because applicants look for themselves (women for women) minorities for minorities

Question 4

What are equal employment opportunity statements (EEO’s)?

Answer 4

Promoting policies of equal opportunity

Question 5

What has research found out about recruiter demographics (4)?

Answer 5

1. Gender was unrelated to acceptance intentions
2. Gender similarity works with males but not females
3. Black applicants are attracted to black recruiters
4. Gender; females talk about work and work environment, males about economic incentives

Question 6

What is organizational impression management?

Answer 6

Any action purposefully designed and carried out to influence an audience’s perceptions of an organization

Question 7

organizational impression management activities can be divided along 2 axes, name them:

Answer 7

Direct/indirect
Defensive or assertive

Question 8

What are direct tactics in organizational impression management

Answer 8

information about firms’ characteristics, competencies and accomplishments

Question 9

What are indirect tactics in organizational impression management

Answer 9

information about constituencies with whom the firm is associated

Question 10

What are the 5 types of direct assertive tactics and what do they mean?

Answer 10

1. Integration
2. Intimidation
3. organizational promotion
4. Exemplification
5. Supplication

Question 11

what is the integration tactic in diversity recruitment?

Answer 11

1. Giving of a favorable image of the organization. Convince future minority that you are an inclusive, likable organization. use ads and diversity in ads, minority networks and so forth

Question 12

What is promotion tactic in diversity recruitment?

Answer 12

1. Highlighting things an organization has already achieved and promoting this on website / ads (figures, awards)

Question 13

What is exemplification tactic in diversity recruitment?

Answer 13

Not about bragging but showing a set of values via CSR. Can be donations, philanthropy programs, sponsoring

Question 14

What is supplication tactic in diversity recruitment?

Answer 14

Acknowledging the status quo and not misrepresenting to you. We are not diverse but we need you to be come so

Question 15

What are the defensive tactics in diversity recruitment (6)?

Answer 15

1. Accounts
2. Disclaimers
3. Organizational handicapping
4. Apologies
5. Restitution
6. Prosocial behaviorW

Question 16

What is the ‘legal case’ motivation to recruit for diversity?

Answer 16

1. Complying with legislation prohibiting discrimination
2. Avoid litigation

Question 17

What is the moral case motivation to recruit for diversity?

Answer 17

1. Diverse recruitment because we believe it is the right thing o do
2. Everyone has equal rights and opportunities

Question 18

What is the business case motivation to recruit for diversity?

Answer 18

1. To reach broader markets
2. To attract more human capital and fill vacancies

Question 19

What is the innovation and learning case motivation to recruit for diversity?

Answer 19

1. Diversity is a source of ideas and knowledge
2. Instigating creativity, change and organizational effectiveness

Question 20

What can be said about the upside and downfall of informal recruitment?

Answer 20

Quality is considered superior
BUT can be detrimental for diversity and inclusion staffing

Question 21

When is it counterproductive to recruit for diversity?

Answer 21

1. When demographic composition of a labour pool is exhausted

However this is more often used as excuse (there are no woman in tech)

Question 22

When do tactics in diversity recruitment works best (e.g., what are they dependent of)

Answer 22

1. Current diversity reputation (good = assertive, bad = defensive)
2. Underlying attributions (motive is defensive of innovative/right cause)
3. Identify salience (high salience means target recruitment is important)