Hra Exam - Mod 3 - Recruitment And Selection

Front 1

What are 4 goals of recruiting?

Back 1

process of location potential candidates and encouraging them to apply to attract well qual candidates. must be outgrowth of strategic goals. Goal: Devel pool of well qual cand. - Find ppl who match job -identify ppl who can help org goals/strategies, meet EEO and diversity goals.

Front 2

selection philosophy

Back 2

specifies what type of candidate the org is looking for wrt KSA.

Front 3

conformity vs fresh perspective

Back 3

conformity (strong culture? need cult fit? or want new perspective)

Front 4

immediate job requirements vs organizational careers

Back 4

need immediate fulfillment? or want to grow someone into the org.

Front 5

Internal Recruiting Methods (3)

Back 5

Job Posting, Skill Inventory, Employee Referrals

Front 6

External Recruiting Methods

Back 6

Former Employees, Prev Candidates, walk-ins, internet, media, Third party agencies, Job fairs, educational recruiting, labor unions and prof orgs.

Front 7

Recruiting: Yield Ratio. What's the formula?

Back 7

metric, helps determine how large cand pool needed Qual cand to total cand, minority to total, fem to total, etc... FORMULA: Qual Cand/Total Cand. Ex: 200 Apply, 20 qual are interviewed, 10 offers, 5 hired = 10% YR.

Front 8

Recruiting: Cost

Back 8

cost per qual candidate, ex: 3000 on adv, hired 5, we know that cost is 600 per.

Front 9

Recruiting: Direct Expenses

Back 9

Adv, recruiters salaries, recruitment materials, training costs, agency fees, OT, travel, signing bonuses

Front 10

Recruiting: Indirect Expenses

Back 10

involvement of managers, impact on coworkers for unfulfilled vacancies, lost productivity.

Front 11

Behavioral Interview

Back 11

Focuses on how candidate performed in previous job situations ("tell me about"). past perf is indicator of future perf

Front 12

Structured Interview

Back 12

Asks same questions for everyone, poses direct question, controls interview

Front 13

Other Interview types

Back 13

Directive, nondirective, patterned, stress, panel, situational.

Front 14

Interview: Appropriate vs inappropriate questions

Back 14

if job related, approp, if based on gender, nat origin, race, relig, marital status, #of children, or disability is not appropriate

Front 15

Interview: Rater Biases

Back 15

Stereotyping, inconsistency in question, first impression, halo effect, horn effect, cultural noise, nonverbal bias, contrast effect, similar to me, central tendency. To prevent: Multiple interviewers w/diverse backgrounds. Structured interviews, Blind Candidate review system.

Front 16

Rater Bias: Halo

Back 16

judging a candidate as strong b/c strong in one area (ex: articulate)

Front 17

Rater Bias: Horn

Back 17

judging a candidate as weak b/c weak in one area

Front 18

Rater Bias: Cultural Noise

Back 18

failing to recognize when a candidate's response is politically correct and not revealing (ex: no pref on team/individ assign)

Front 19

Rater Bias; Central tendency

Back 19

Viewing all cand as midd of road (such high standards, that no one can meet)

Front 20

Realistic Job Preview

Back 20

informs cand about all aspects of job, incl desirable/nondes factors. Might include written job desc, obv of emp, interviews with future coworkers, simulations. Increases poss of good match

Front 21

Selection Process

Back 21

Series of filters designed to narrow field of candidates to select few: Resume and App Analysis, -Initial Screening, -in-depth interviews, -pre-employment testing, -background investigation, -conditional job offer, -Final Job Offer and Acceptance.

Front 22

Negligent hiring

Back 22

involves hiring candidate who empl knew or should have known based on reasonable investigation of emp background posed a risk to others.

Front 23

Application

Back 23

-For nonexempt positions, app may be primary vehicle for providing info. Best practice: Application may catch exaggerations.
-States penalties for falsifications
-gives written permission to check references,
-requires candidate signature.
-Resume shows what applicant wants you to know, application shows what you want to know.
-Applicant forgetting to sign is frequent oversight."

Front 24

Pre-Employment testing

Back 24

Useful screening tool, if it's job relevant. Measures what it claims to measure, reliable. When developing, use reliable assessment instruments that have been demonstrated to be valid, and appropriate to the target population and do not result in discrimination against any group.

Front 25

Medical Examinations

Back 25

may require examinations if the exam is consistent with business necessity and job related and is conducted after conditional job offer has been made. Provided that the exam focuses on candidates ability to perform essential functions of the job.

Front 26

Final Job Offer/Employment At Will Checklist

Back 26

Important to NOT unintentionally create an employment contract with the employee. -Avoid representing job as long term, indicate at-will in job app, offer letters, emp handbooks, require emp to sign acknowledgement form. - accurately and fact document perf appraisals, disc actions,- estab internal confl resol procedure -follow org disciplinary process