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10 Cards in this Set
- Front
- Back
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Employer Branding |
Enployer branding is the first part of what an organisation does to recruit people. Developing a set of attributes or qualities that makes the organisation distinctive and promises a particular kind of employment experience. Its about selling yourself to potential employees |
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Employee value proposition |
This is part of what employer branding is. Employee value proposition explains what an organisation stands for, what it requires of employees, and what it offers as an employer |
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Ensure a better employee fit |
Employers are therefore try to ensure a better fit. They want people that fit with the culture of the organisation. People who are matched to the organisation, and that is what the employee value proposition is |
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Why might an organisation want to engage in employer branding? |
1) To attract and retain the right talent 2) To attract a broader range of candidates 3) To increase visibility- awareness of career opportunities 4) To reposition itself to make itself more attractive as an employer- becoming an 'employer of choice'. |
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Then comes recruitment and selection |
Recruitment is about generating a pool of candidates. Its about getting people to apply and then working out who to short list. Selection is the procdss of choosing the most suitable candidate from the pool. |
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What makes a good selection technique? |
Two ket concepts that should be applied to each type of selection technique to assess its effectiveness 1) Reliability 2) Vailidity A) content validity B) predicitve validity C) face validity |
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Reliability |
How consistent is the result produced the selection technique? If you asked the person to do that same thing on another day, would they do the same thing? Would you get the same result? The second aspect of reliability, is would the candidate's performance on the technique be evaluated the same way by different assessors? |
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Content validity |
What is being measured? What is the selection technique trying to measure? Is the technique measuring what we really want to measure? |
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Predicitve validity |
Is a real goal standard of the test because its the thing that most employers want to know Is to what extent does this test predict good performance in the job. If you can predict future employees performance, you've won, you've got it right. You are aiming for the best combination of tests that predicts future performance. |
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Face validity |
From the candidates perspective do they understand the point of this selection technique, do they understand why they are implementing it. The more they understand why they are being asked to do it, the more they'll engage with it and therefore the better the performance will be. |
