week 4 Flashcards
what are recruitment considerations
Hiring manager involved, o Advocate for what they need with HR function
o Advocate for aspects and elements of the job
competitors affect ability to attract so need hiring managers to
advocate here so can see with HR what supply is and needs to attract
Choose recruitment method based on
Time, money, HR, time and tech
if econ is good need
will need do more if economy good and lots of jobs
o Not just passively find people but ways to actively recruit people who not looking for work where we can interest people to work for us
Recruit technolgy is related to
applicant tracking, can find if not hire and need later
HR recruit considerations like
- Employer branding how you are seen based feeling emotions and reality
employer branding is
o What is this company like to work for, image or impression based on benefits of being employed by this org
employer brand exampples inculeds
functional benefit- personal dev
econ beenfit
pyschological benefit
3 steps employer brandin
o 3 steps 1- define audience, dev value proposition for employee like green 3- reinforce proposition in communication
how establish brand
o Advertising
o Onboarding effect stories employees tell
o Networking events
recruit process
o 1- job open through HR or unexpectedly
o 2- job req dev
o 3- recruit method choose
o 4- pool applicant generated
adv hire withi
see role promotions and access to job within org after perform well then more likely to be motivated to do so.
longer term prespective
less oreint
dis adv hire within
of people apply for same position might think that they deserved leading to discontent
diversity
inbreeding/mantain status quo
2 ways hiring internally
posting - anyone can apply, can do internal vs external or both. Job posted and notify employees
slotting- ID specific people who are moved into jobor
For slotting what is needed
Need good HR record like skill inv without then bias and social compatibility kick in
posting better bc
everyone get chance, less favourtisim, show org commit to career grow
dis adv posting
Un-Successful candidate can be unmotivated if not given feedback
Competition among candidates can disrupt the team
adv external recruit
more KSA, larger pool, diversity, reduce internal rivalry
yield ratio is
indicate best method as % of applicants that move on
method external recuit
Company website- alerts with tech to make meaningful
emplloyee refferal- potential for inbreed
employe agency
trade assoc
former employee
search firms
job boards
online netowrk site
cold call
print ads
search firms used for, and how work
Primary for exec but cost a lot of money use for hard hire or senior exec
Companies will actively try to find people in other places and will cold call them
* Sometimes company try to hide org chart or info to avoid being head hunted
usually charge % of annual salary after stages
what is crowd source jobs
recruiter mines applicant site for mach info with current employee, when find info ask current employee suitability
online recruit method issue and how overcome
applications vast ad not good,
Application screen systems with questions
Say what advanced means/ give demo of level needed ! And keep that info for future
mthod to recruit diverse 4 groups
o Train unconscious bias
o Make accessible
chalenges for recruiters
hybrid work
paradox of choice-ppl think grass is greener
Compensation polcy
diversity
selection process
1- determine who involved: sense ownership and dev criteria
2- determine must have and nice to have:
3- determine assessment stats and eval form
4- dev interview qs and job specefications
slection testing expensive so
spend it later when know good canidate
prescreen process
o Review cv and cl for which ones to pursue take out the garbage must meet job req
phone interview
data anlysis
selection testing is role depedant to try to
assess job related skills general intelligence etc.
o Test must be reliable which means
yield comparable data over time and valid: test measure what we want
work sampling
in basket test ask them to do task related to the job, specific skills
job speceifc test
work sample, presentations achivement test like coding
personality / interest test
like big 5 but issues is can fake
interest test = compare interest in diff occupation and select based off interest of high performers
medical test used for
As baseline if BFOR to see fitness
Substances abuse test not allowed in Can
assesment center does test like
Like in basket test, leaderless discussion and simulations
issue with intervie
o Typically relied upon too much, too many bias
interviewer objectives
assess qualifications, observe communication skils
promote org
applicant objective in interview
present positive image, explore career opp and learn about work enviroemnt
types of interview q’s
o Situational: if put in this situation do what
Make believe, not effective on its own
o Behavioral: tell me about a time
Effective because past is repeated in future
pannell interview benefit
Info accurately record and various q on expertise
mass interview
lots of people, panel pose prob and watch formulate answer
beenfit async interview
Benefit of a-sync is screen out more and have lots of people hear answers , but more bias
prob with interviews
poor plan, bias, poor knowledge, negative emphasis, leading, too much or too little talking, wrong person
type of bias percetpion error in interviews
Snap judgement first impression negative more likely be held
Halo effect
Similar to me bias
Contrast/ candidate order
Stereotypes
how to interview
etsablish rapport, ask q and take ntes to reduce snap judge and judge on same criteria, ends with qs, review asap
qualified privleage for refrence as long as
s long as honest and fair
how deal with unsucessful canidates
follow on promise for brand and may need in future
