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Flashcards in Recruitment Deck (16)
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1
Q

Recruitment

A

identifying and attracting potential employees

2
Q

Selection

A

application of techniques to decide which applicant to appoint to a vacancy

3
Q

CIPD common approaches to tackling recruitment problems

A

sponsoring professional qualifications
recruiting from different sectors
developing existing employees

4
Q

Competency based approaches

A

more future time orientation, compared to job analysis

seeks to influence employee behaviour in role undertaken

typically reflects max levels of performance rather than being backwards looking

5
Q

criticisms of rational approaches to recruitment

A

candidates little power - role of management is dominant
line managers resist bureaucratic procedures so best person not chosen
recruitment may be more art than science - increasingly seen as a social process
social media era - need to attract new recruits - sell the organisation
ignores role of power and politics in the office

6
Q

processual approach

A

relies upon competencies as basis of identifying candidate who fits well into org, rather than preoccupation with a restrictively define role

establishes psychological contract

expectations of each other = thus becomes two way recruitment

7
Q

good fit to organisation

A

person organisation fit

person job fit

8
Q

internal vs external recruitment

A

best candidate not considered
internal - antipathy, low morale, higher expectations of getting the job
unfair discrimination claims

incentive to existing employees to work hard
more knowledgeable than new starters
cost and efficiency gains - start position quickly

9
Q

most effective recruitment methods

A

corporate web
recruitment consultants
linkedin fifth - demographic differences- limited

10
Q

evaluation of recruitment activities

A
  • cost per vacancy
  • speed
  • ratio of offers to acceptance
  • no of vacancies filled
  • no, quality, diversity of candidates
11
Q

E-recruitment

A

advantages, disadvantages

12
Q

reliability of selection

A

taylor 1998 0.7 assessment 0.5 ability tests

13
Q

validity of selection

A

higher scores correlate with higher job performance scores

tests of general cognitive ability plus combination of assessments more valid

14
Q

fairness of selection

A

meta analysis 17 countries - most preferred - work samples, interviews

favourably - resumes, cognitive tests, references, biodata

least - personal contacts, graphology

15
Q

Candidate reactions to selection methods affect organisational outcomes / why is employee selection important?

A
org attractiveness
job acceptance intentions
litigation intentions
job satisfaction 
org commitment
turnover intentions
performance
16
Q

fairness perceptions to online selection methods affect

A
attraction to org
intention to recommend
trust in org
person org fit perceptions
litigation intentions