Management 430

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Strategic Recruiting Decisions
- Organization-Based vs. Outsourced Recruiting
- Recruiting Presence and Image
- Training of Recruiters
- Regular vs. Flexible Staffing
- Realistic Job Previews
- Recruiting and EEO: Diversity Considerations
- Recruiting Nontraditional Workers
- Recruiting Source Choices: Internal vs. External
Effects of Internet Recruiting
- Adjusting to new recruiting approaches
- Identifying new types of recruiting for specific jobs
- Training for managers and HR recruiters
E-Recruiting Places
- Internet Job Boards
- Professional/Career Websites
- Employer Websites
Internet Recruiting Advantages and Disadvantages
- Advantages
- •Recruiting cost savings
- •Recruiting time savings
- •Expanded (global) pool of applicants
- •Better targeting of specific audiences
- Disadvantages
- •More unqualified applicants
- •Additional work for HR staff
- •Many applicants are not seriously seeking employment
- •Access limited or unavailable to some applicants
- •Privacy of information and discrimination issues
External Recruiting Sources
- Media Sources
- Employment Agencies
- Job Fairs
- Educational Institutions
- Labor Unions
- Competitive Recruiting Sources
Internal
Recruiting Sources
- Employee Databases
- Job Postings
- Promotions and Transfers
- Current-Employee Referrals
- Former Employees and Applicants
Evaluating Recruiting Efforts
- Evaluating Recruiting Quality and Quantity
- Evaluating Recruiting Satisfaction
- Evaluating the Time Required to Fill Openings
- Evaluating the Cost of Recruiting
General Recruiting Process Metrics
- Yield Ratios
- Selection Rate
- Acceptance Rate
- Success Base Rate
Selection
- The process of choosing individuals with qualifications needed to fill jobs in an organization.
- Organizations need qualified employees to succeed.
Placement

Fitting a person to the right job
Criteria, Predictors, and Job Performance
- Selection Criterion- A characteristic that a person must have to successfully perform work.
- Predictors of Selection Criteria- Measurable or visible indicators of selection criteria.
- Validity- The correlation between a predictor and job performance.
- Reliability- The extent to which a predictor repeatedly produces the same results over time.
Combining Predictors
- Multiple Hurdles- Establishing a minimum cutoff (level of performance) for each predictor, and requiring that
- each applicant must score at least the minimum on each predictor to be considered for hiring.
- Compensatory Approach- Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor.
Application Form
- Employment-At-Will
- References Contacts
- Employment Testing
- Application Time Limit
- Information Falsification
Selection Testing: Ability Tests
- Cognitive Ability Tests
- Psychomotor Tests
- Situational Judgment Tests
- Assessment Centers
- Work Sample Tests
- Physical Ability Tests
Poor Interviewing Techniques
- Snap Judgments
- Negative Emphasis
- Halo Effect
- Biases and Stereotyping
- Cultural Noise
Assessing Training Needs
- Organizational Analysis
- Job/Task Analysis
- Individual Analysis
Systematic trainging process

Author

bmercil

77150

Card Set

Management 430

Description

Chapters 6-8

Updated

2011-04-04T14:22:52Z

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