Chapter 4: Employee Selection: Recruiting and Interviewing (Reversed)
Recruitment is the process of drawing in qualified candidates to apply for a job within an organization. It aims to ensure that the applicant pool includes individuals who meet the job requirements and fit the company’s needs.
Recruitment
attracting people with the right qualifications to apply for the job
Key Terms
Recruitment
attracting people with the right qualifications to apply for the job
recruiting new employees to the organization
external recruitment
transferring or promoting an employee with an organization
internal recruitment
Career progression promotions
2. competitive promotions
two types of internal recruitment
placing ads where customers or current employees are likely to see them
point-of-purchase methods
Realistic Job Previews
recruitment process that involve giving an applicant an honest assessment of a job
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| Term | Definition |
|---|---|
Recruitment | attracting people with the right qualifications to apply for the job |
recruiting new employees to the organization | external recruitment |
transferring or promoting an employee with an organization | internal recruitment |
Career progression promotions 2. competitive promotions | two types of internal recruitment |
placing ads where customers or current employees are likely to see them | point-of-purchase methods |
Realistic Job Previews | 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 |
Expectation-Lowering Procedures | lowers applicant’s expectation about work in general |
valid reduce legal challenge cost-effective | Factors in effective employee selection techniques |
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 | problems using unstructured interviews |
determining the KSAO 2. creating interview questions | Basic steps in creating structured interview |
clarifiers disqualifiers skill-level determiners past-focused questions future-focused questions organizational fit questions | Six types of interview questions |
Right or wrong Typical Answer Approach Key-issue approach | ways to create scoring key for interview answers |
blind box | 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 |
findings that suggests that employees referred by successful employees and longer tenure than did employees who had been referred by unsuccessful employees | 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 |
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 | methods to evaluate the effectiveness of recruitment strategies |
structure style medium | three factors of interview |
chronological resume functional resume 3, psychological resume | types of resume |
resume impression formation which implies that activity quality is more important than quantity | averaging versus adding model |