Staffing Exam 2

Front 1

activities that convert the leads generated during sourcing into job applicants, generate interest in a company and its jobs, and persuade candidates to accept extended job offers
Can be done by recruiters, hiring managers, or employees.

Back 1

Recruiting:

Front 2

An important goal of recruitment is to give every applicant

Organizational and individual perspectives are both relevant

Back 2

a positive feeling about the organization

Front 3

Effective recruitment requires considering the applicant’s

Both parties are pursuing a business relationship

Back 3

perspective and needs

Front 4

3 types of fairness

Back 4

distributive
procedural
interactional

Front 5

the perceived fairness of the hiring or promotion outcome
Did you get the job or promotion?

Back 5

Distributive: t

Front 6

beliefs that the policies and procedures that resulted in the hiring or promotion decision were fair
Respect applicants’ privacy, avoid delays, use job-related assessments, give fair opportunity to perform

Back 6

Procedural:

Front 7

fairness of the interpersonal treatment and amount of information received during the hiring process
Honesty, respect, recruiter warmth, and informativeness

Back 7

Interactional:

Front 8

indirect or unintended consequences of an action

Back 8

Spillover effects:

Front 9

Until either the organization (or the candidate) removes the person from further consideration, or the individual is hired and reports for work, it is the job of recruiting

Back 9

to keep him or her interested in pursuing the opportunity with the organization.

Front 10

The effects of an organization’s actions and reputation on applicant attraction begin _____ and continue ____

Back 10

before an organization ever advertises an open position
after the position is filled.

Front 11

Desirable Recruiter Characteristics

Back 11

Familiarity with the job and organization
Good listening skills
Good communication skills

Front 12

People often have limited information about organizations and jobs
In the absence of objective information they may rely on the recruiter’s traits and behaviors as ____________ of aspects of both the company and the job opportunity.

Back 12

signals

Front 13

Recruiter behaviors affect applicant attraction indirectly through

Back 13

influencing applicant perceptions of job and organizational attributes.

Front 14

Who should recruit

Back 14

Internal recruiters
External recruiters
Employees
Hiring managers
Recruiter profiles

Front 15

The recruiter should be someone who can

Back 15

relate to a targeted recruit and persuade him or her to apply and/or accept a job offer

Front 16

Recruiter knowledge
Interpersonal skills
Presentation skills
Cultural skills
Organizational goals and recruiting objectives
Legal issues
Multiple assessments
Applicant attraction

Back 16

recruiter training should include

Front 17

An organization usually has specific goals for recruiter activities including:

Back 17

Employer branding
Candidate screening
Generating candidates’ interest

Front 18

For a recruiter to pursue the organization’s goals:

Back 18

The organization’s goals must be known by the recruiter and be consistent with the recruiter’s personal goals
The recruiter must receive feedback in relation to these goals

Front 19

a general impression based on both feelings and facts.

Back 19

organizational image

Front 20

The more favorable a company’s image, the more people are likely to

Back 20

consider the organization attractive as an employer and state a willingness to respond to its recruitment advertisements.

Front 21

attitudes toward and perceptions of the organization as an employer

Back 21

employer image

Front 22

Employer brands reinforce the employer image:

Back 22

Johnson & Johnson: “Small Company Environment, Big Company Impact”
Eli Lilly: “Innovation Has a Face: Our People”
Medtronic: “Careers with a Passion for Life”

Front 23

Different types of recruiting materials are used to attract the attention of potential applicants and induce

Back 23

them to apply

Front 24

Message content should appeal to the

Back 24

goals and values of the targeted recruits

Front 25

Non-compensatory screening factors should be communicated to facilitate self-selection

Back 25

The job’s location, the type of job, pay, etc.

Front 26

provide both positive and potentially negative information to job candidates.

Back 26

Realistic job previews:

Front 27

Rather than trying to sell the job and company by presenting the job opportunity in the most positive light, realistic job previews strive to

Back 27

present an honest and accurate picture.

Front 28

The goal is not to deter candidates by focusing on factors that might be perceived negatively, but to

Back 28

provide objective information that job candidates can use to self-assess their fit with the job and organization.

Front 29

A formal document that details the process to be followed in recruiting for an open position.
Addresses both internal and external recruiting processes.
Clarifies company policies and procedures relating to appropriate budgets, activities, timelines, responsible staff, legal issues, and the specific steps to be taken in recruiting for the position.

Back 29

RECRUITING GUIDE

Front 30

EEOC Best Practice:

Establish a policy for recruiting and hiring, including

Back 30

criteria, procedures, responsible individuals, and applicability of diversity and affirmative action initiatives

Front 31

EEOC Best Practice:
Engage in_____________ strategic planning.

Back 31

short-term and long-term

Front 32

EEOC Best Practice

Identify the applicable barriers to

Back 32

equal employment opportunity.

Front 33

EEOC Best Practice

Specify the firm’s

Back 33

recruiting goals.

Front 34

EEOC Best practice

Make a road map for implementing

Back 34

the plan.