Chapter 4: Employee Selection: Recruiting and Interviewing
Recruitment is the process of attracting individuals with the appropriate skills, qualifications, and experience to apply for job openings within an organization. It involves identifying talent needs and encouraging suitable candidates to apply.
attracting people with the right qualifications to apply for the job
Recruitment
Key Terms
attracting people with the right qualifications to apply for the job
Recruitment
external recruitment
recruiting new employees to the organization
internal recruitment
transferring or promoting an employee with an organization
two types of internal recruitment
Career progression promotions
2. competitive promotions
point-of-purchase methods
placing ads where customers or current employees are likely to see them
recruitment process that involve giving an applicant an honest assessment of a job
Realistic Job Previews
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| Term | Definition |
|---|---|
attracting people with the right qualifications to apply for the job | Recruitment |
external recruitment | recruiting new employees to the organization |
internal recruitment | transferring or promoting an employee with an organization |
two types of internal recruitment | Career progression promotions 2. competitive promotions |
point-of-purchase methods | placing ads where customers or current employees are likely to see them |
recruitment process that involve giving an applicant an honest assessment of a job | Realistic Job Previews |
recruitment process that involve giving an applicant an honest assessment of a job | Realistic Job Previews |
lowers applicant’s expectation about work in general | Expectation-Lowering Procedures |
Factors in effective employee selection techniques | valid reduce legal challenge cost-effective |
problems using unstructured interviews | Poor intuitive ability Lack of job relatedness Primacy effects or first impressions Contrast effects Non-verbal cues Interviewee-interviewer similarities Negative information bias Interviewee's appearance |
Basic steps in creating structured interview | determining the KSAO 2. creating interview questions |
Six types of interview questions | clarifiers disqualifiers skill-level determiners past-focused questions future-focused questions organizational fit questions |
ways to create scoring key for interview answers | Right or wrong Typical Answer Approach Key-issue approach |
recruitment ads that instructs the applicants to send their resumes to a box at the newspaper, neither the name nor the address of the company is provided | blind box |
the finding of this preferential reference hiring recruitment method is explained by social psychologists by indicating that our friends tend to be similar similar to us in characteristics such as personality, values, and interests | findings that suggests that employees referred by successful employees and longer tenure than did employees who had been referred by unsuccessful employees |
methods to evaluate the effectiveness of recruitment strategies | number of applicants per recruitment strategy cost per applicant (number of applicants/recruitment technique cost cost per qualified applicant number of successful employees per recruitment strategy number of minority and women that applied and were hired |
three factors of interview | structure style medium |
types of resume | chronological resume functional resume 3, psychological resume |
averaging versus adding model | resume impression formation which implies that activity quality is more important than quantity |
people providing references are granted the right to express their opinion provided they believe what they say is true and have reasonable grounds for this belief | conditional privilege |