Management 430

  1. 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
  2. Effects of Internet Recruiting
    • Adjusting to new recruiting approaches
    • Identifying new types of recruiting for specific jobs
    • Training for managers and HR recruiters
  3. E-Recruiting Places
    • Internet Job Boards
    • Professional/Career Websites
    • Employer Websites
  4. 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
  5. External Recruiting Sources
    • Media Sources
    • Employment Agencies
    • Job Fairs
    • Educational Institutions
    • Labor Unions
    • Competitive Recruiting Sources
  6. Internal
    Recruiting Sources
    • Employee Databases
    • Job Postings
    • Promotions and Transfers
    • Current-Employee Referrals
    • Former Employees and Applicants
  7. Evaluating Recruiting Efforts
    • Evaluating Recruiting Quality and Quantity
    • Evaluating Recruiting Satisfaction
    • Evaluating the Time Required to Fill Openings
    • Evaluating the Cost of Recruiting
  8. General Recruiting Process Metrics
    • Yield Ratios
    • Selection Rate
    • Acceptance Rate
    • Success Base Rate
  9. Selection
    • The process of choosing individuals with qualifications needed to fill jobs in an organization.
    • Organizations need qualified employees to succeed.
  10. Placement
    Fitting a person to the right job
  11. 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.
  12. 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.
  13. Application Form
    • Employment-At-Will
    • References Contacts
    • Employment Testing
    • Application Time Limit
    • Information Falsification
  14. Selection Testing: Ability Tests
    • Cognitive Ability Tests
    • Psychomotor Tests
    • Situational Judgment Tests
    • Assessment Centers
    • Work Sample Tests
    • Physical Ability Tests
  15. Poor Interviewing Techniques
    • Snap Judgments
    • Negative Emphasis
    • Halo Effect
    • Biases and Stereotyping
    • Cultural Noise
  16. Assessing Training Needs
    • Organizational Analysis
    • Job/Task Analysis
    • Individual Analysis
  17. Systematic trainging process
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Card Set
Management 430
Chapters 6-8