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13 Cards in this Set
- Front
- Back
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Goal of Recruitment |
to select the candidate that can, wants to and will perform successfully in the job |
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Items in the Job Recruitment Profile |
Competencies, Behaviours, interests and values |
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Completencies |
the skills, knowledge, and personal characteristics (attidudes, motivation) translated into the behaviour needed for effective job performance |
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Behaviours |
required to create a Recruitment Profile, these are usually determined through "critical incidents" |
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Interest and values |
required to create a Recruitment Profile, these are considered to ensure fit with team, organization culture and nature of work |
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Steps in Recruitment and Selection Process |
1. Analyzing the Job 2. Creating a Recruitment Profile 3. Identifying the sources of Candiates 4. Attracting Candidates 5. Screening Applicants 6. Testing and Assessing Applicants 7. Applicant Interviewing 8. Selling the Job 9. Selecting the Applicant |
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External Candidate Sources Considerations |
Occupational Groups Industry Geographic Location Career Level Education Socio-Economic Characteristics |
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Internal Candidate Sources Considerations |
Promotion Lateral Move Transfer In Secondment Backfill |
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"Buying or Building Talent" Concept |
consideration for providing internal candidates with new opporutinies vs external candidates potential to bring new perspectives and experience that will help the organization grow and change |
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External Sources to Attract Candidates |
Direct Mail - expnesive and needs to be targeted Employee Referal - chap and effective (can results in homogenous pool and systemic discrimination Image Matching - tailoring image to desire of candidate pool Targeting a Diverse Workforce - age, lifestyle, culture Social Medial and Networking |
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Internal Sources to Attract Candidates |
Posting - objective and open Replacement Charts Nomination/Appointments Intership/co-op programs |
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Weighted Assessment/Weighted Application Blanks (WAB) |
assigns values to different elements that are most strongly required to perform sucessfully. Are good predictor of several different types of work bheaviours such as absenteeism |
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Biographical Information Blank (BIB) |
a pre-selection quetionnaire in which applicants are asked to provide job-related information on their personal background and life experiences (less verifiable) |
