week 4 - diverse workforce Flashcards
Define recruitment
any practice or activity carried out by the organisation with the primary purpose of identifying and attracting potential employees.
Name the 3 areas of influence companies have in recruiting
(1) human resource policies that affect the types of jobs the company has to offer,
(2) recruitment sources used to solicit applicants, which affect the kinds of people who apply, and
(3) the characteristics and behaviours of the recruiter, which affect the perceived fit between the applicant and the job.
Recruiting policies have the largest effect on recruiting. List them
Internal versus external recruiting: the degree to which the company promotes from within.
Lead-the-market strategies: market leading policies make any given vacancy appear more attractive to applicants.
Image advertising: promoting themselves as a good place to work in general. For companies in highly competitive labour markets that perceive themselves as having a ‘bad’ image.
Emerging recruitment strategies: build a job to suit the candidate, social networking technology
List the sources for recruitment
Internal sources vs external sources.
Direct applicants - Direct applicants people who apply for a job vacancy without prompting from the organisation.
Referrals people who are prompted to apply for a job by someone within the organisation.
Newspapers & periodicals
Internet recruitment
Employment agencies
Universities / educational institutions
Describe the recruiters role and it’s limits
- An individual who works to fill job openings in businesses or organizations.
- Can be either a HR specialist or expert in a particular role.
Limits
• Sceptimisim of recruiters motivation can limit their credibility with job seekers.
• Most important in applicant choice will be the HR policies that directly affect the job’s attributes (pay, security, advancement opportunities and so on.
List the general standards a selection process should meet.
Reliability
• The degree to which a performance measure is free from error.
validity
• The extent to which a performance measure assesses only the relevant aspects of job performance.
Generalisability
• The degree to which the validity of a selection method established in one context extends to other contexts.
Utility
• The degree to which the information provided by selection methods enhances the effectiveness of selecting process.
Legality
• All selection methods should conform to existing laws and existing legal precedents.
Discuss utility
A function of how many people are tested and the cost of the testing
Utility = n/c where n is the number of people selected, c is the cost of selecting them.
- The more reliable, valid and generalisable the selection method is, the more utility it will have.
- As selection ratio (% selected relative to number tested) decreases utility generally increases.
- Where economic consequences are great, better testing provides greater utility.
- As number to be tested and cost of testing increase, the utility can decrease.
List common methods in selecting applicants(SRPCPWH)
Selection interview
References & biographical data
Physical ability tests
Cognitive ability tests
Personal inventories
Work Samples
Honesty & drug tests
Define diversity in organisations
Diversity – a set of differences of individual traits including socio demographic & professional variables, which can be found in an organisatios various levels.
List some advantages of diversity within orgs.
Advantages - Enhanced growth and competitive advantage via:
- Better serving diversity of customer
- Improving the image and credibility by reflecting diversity of society
- Higher productivity
- Increased innovation
- Ability to better manage problems
- Access a wider group of talent
- Become a more attractive employer
List methods and strategies to recruit for diversity
Internal:
Internal postings
Internal skills database
Indiscriminate referral system
External
Company image: advertise, discuss & promote to minorities
Make a statement supporting EEO
Build relationships: with diverse groups, formal links via mentoring & work experience & educational institutions.
Selecting for diversity involves eliminating factors such as conscious and unconscious stereotypes & structural bias in the process. List ways of doing this
Composition of selection panel: minority representation
Train in diversity: legislation, human rights, business advantages
Eliminate selection criteria bias: selection methods, minority candidates, objective comparison
Fair recognition of past and overseas achievements
