Podcast
Questions and Answers
What is the purpose of recruitment?
What is the purpose of recruitment?
- To evaluate the performance of existing employees.
- To create a positive work environment.
- To develop training programs for new employees.
- To identify and attract qualified candidates for open positions. (correct)
Which of the following is NOT a benefit of internal recruitment?
Which of the following is NOT a benefit of internal recruitment?
- More diverse perspectives and ideas. (correct)
- Increased employee satisfaction and commitment.
- Faster hiring process.
- Reduced cost of recruiting and onboarding.
What is the primary goal of employer branding?
What is the primary goal of employer branding?
- To reduce employee turnover.
- To improve product quality.
- To increase the company's market share.
- To enhance the company's image as an employer. (correct)
When does the recruitment process begin?
When does the recruitment process begin?
Which of the following is NOT considered a disadvantage of internal recruitment?
Which of the following is NOT considered a disadvantage of internal recruitment?
What is the main difference between internal and external recruitment?
What is the main difference between internal and external recruitment?
What is the next step after recruitment?
What is the next step after recruitment?
Which of the following statements about employer branding is NOT true?
Which of the following statements about employer branding is NOT true?
Which recruiting method is most likely to incur significant financial expenses?
Which recruiting method is most likely to incur significant financial expenses?
Which recruiting method is most effective for staffing a new branch of a large organization, needing numerous and diverse job roles?
Which recruiting method is most effective for staffing a new branch of a large organization, needing numerous and diverse job roles?
Which recruiting method often results in a smaller pool of applicants because of time and location restrictions?
Which recruiting method often results in a smaller pool of applicants because of time and location restrictions?
What is a potential drawback of utilizing Employee Referrals for recruitment?
What is a potential drawback of utilizing Employee Referrals for recruitment?
Which recruiting method is particularly effective for filling entry-level positions requiring formal training?
Which recruiting method is particularly effective for filling entry-level positions requiring formal training?
What benefit does an organization gain by offering a bonus for Employee Referrals?
What benefit does an organization gain by offering a bonus for Employee Referrals?
In which recruiting method is the organization directly responsible for all the costs?
In which recruiting method is the organization directly responsible for all the costs?
Which recruiting method is best suited for finding experienced professionals in a specific field?
Which recruiting method is best suited for finding experienced professionals in a specific field?
What is the main purpose of the selection process?
What is the main purpose of the selection process?
Which of the following is NOT a step in the typical selection process?
Which of the following is NOT a step in the typical selection process?
According to the provided content, how many applicants on average, would pass all stages of the selection process?
According to the provided content, how many applicants on average, would pass all stages of the selection process?
What does the phrase "multiple hurdle approach" mean in the context of selection?
What does the phrase "multiple hurdle approach" mean in the context of selection?
Based on the job description for a Bartender at Montana’s, what are the essential qualifications for this role?
Based on the job description for a Bartender at Montana’s, what are the essential qualifications for this role?
What is the primary responsibility of HR in the screening stage of selection?
What is the primary responsibility of HR in the screening stage of selection?
What is the most likely reason why the selection process uses a "multiple hurdle approach"?
What is the most likely reason why the selection process uses a "multiple hurdle approach"?
Which of the following statements about the selection process is TRUE based on the provided content?
Which of the following statements about the selection process is TRUE based on the provided content?
How can interviewers create a positive first impression for interviewees during an interview?
How can interviewers create a positive first impression for interviewees during an interview?
Which of the following is NOT a recommended practice for asking questions during an interview?
Which of the following is NOT a recommended practice for asking questions during an interview?
What is the primary objective of the closing stage of an interview?
What is the primary objective of the closing stage of an interview?
What is the main characteristic of the 'First Impression Error' bias in interviewing?
What is the main characteristic of the 'First Impression Error' bias in interviewing?
Which of the following factors is NOT listed as a potential indicator of a positive initial impression in the study on the First Impression Error?
Which of the following factors is NOT listed as a potential indicator of a positive initial impression in the study on the First Impression Error?
What is the primary characteristic of the 'Contrast Effect' bias in interviewing?
What is the primary characteristic of the 'Contrast Effect' bias in interviewing?
Which of the following actions can an interviewer take to mitigate the effects of the Contrast Effect bias?
Which of the following actions can an interviewer take to mitigate the effects of the Contrast Effect bias?
What is the primary reason for avoiding evaluation discussions until after all interviews are completed when multiple interviewers and interviewees are involved?
What is the primary reason for avoiding evaluation discussions until after all interviews are completed when multiple interviewers and interviewees are involved?
Which of the following is NOT a con of external recruitment?
Which of the following is NOT a con of external recruitment?
What is a potential downside of using internal recruitment?
What is a potential downside of using internal recruitment?
What is one potential advantage of external recruitment?
What is one potential advantage of external recruitment?
Which of the following is an example of an external recruitment method?
Which of the following is an example of an external recruitment method?
What is the purpose of the 'Interest' stage in the AIDA model for recruitment advertisements?
What is the purpose of the 'Interest' stage in the AIDA model for recruitment advertisements?
What is meant by the 'Action' stage in the AIDA model for recruitment advertisements?
What is meant by the 'Action' stage in the AIDA model for recruitment advertisements?
Which of the following is a potential benefit of internal recruitment?
Which of the following is a potential benefit of internal recruitment?
Which of the following is a primary objective of the 'Attention' stage in the AIDA model for recruitment advertisements?
Which of the following is a primary objective of the 'Attention' stage in the AIDA model for recruitment advertisements?
What is the primary purpose of a reference check in the selection process?
What is the primary purpose of a reference check in the selection process?
Which of the following legal concepts protects individuals who provide truthful, negative references about an applicant?
Which of the following legal concepts protects individuals who provide truthful, negative references about an applicant?
What is the potential legal consequence for an organization that fails to conduct a reference check before hiring an individual who later commits an illegal act?
What is the potential legal consequence for an organization that fails to conduct a reference check before hiring an individual who later commits an illegal act?
What is a key reason why many organizations implement a 'no reference policy'?
What is a key reason why many organizations implement a 'no reference policy'?
If a person gives a positive reference that is ultimately inaccurate, what legal action could the organization receiving the reference potentially face?
If a person gives a positive reference that is ultimately inaccurate, what legal action could the organization receiving the reference potentially face?
According to the content, which of the following is NOT a step in the selection process?
According to the content, which of the following is NOT a step in the selection process?
In the context of the selection process, what is a 'multiple hurdle approach'?
In the context of the selection process, what is a 'multiple hurdle approach'?
How does the concept of 'contrast effect' influence the selection process?
How does the concept of 'contrast effect' influence the selection process?
Flashcards
Recruitment
Recruitment
The process of getting people to apply for jobs at an organization.
Employer Branding
Employer Branding
The image an organization has as an employer, shaped by its reputation and values.
Internal Recruitment
Internal Recruitment
Recruiting candidates from within the organization instead of outside.
External Recruitment
External Recruitment
Recruiting candidates from outside the organization for available positions.
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Employee Value Proposition
Employee Value Proposition
The promise an employer makes to attract and retain employees, outlining benefits and values.
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Pros of Internal Recruitment
Pros of Internal Recruitment
Advantages include cost-effective hiring and familiarity with company culture.
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Cons of Internal Recruitment
Cons of Internal Recruitment
Disadvantages include less innovation and possible unhealthy competition among employees.
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Next Step After Recruitment
Next Step After Recruitment
The next phase after recruitment, which is selection of suitable candidates.
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Recruiting Concept
Recruiting Concept
The process of attracting and selecting potential candidates for job positions.
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Open House
Open House
An event where an organization invites potential applicants to learn and engage with representatives.
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Pros of Open House
Pros of Open House
Advantages of an open house include low cost and personal interaction with representatives.
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Cons of Open House
Cons of Open House
Disadvantages include a smaller pool of applicants and time constraints for attendance.
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Educational Institutions
Educational Institutions
Recruitment through educational entities which often helps in job placements.
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Pros of Educational Recruitment
Pros of Educational Recruitment
Advantages include low cost to the organization and effective matching for entry-level jobs needing training.
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Employee Referrals
Employee Referrals
Recruitment method where current employees recommend potential candidates, often incentivized by bonuses.
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Pros and Cons of Referrals
Pros and Cons of Referrals
Account for good matches due to similarity but may lead to limited diversity within the team.
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New Employee Supervision
New Employee Supervision
External hires may have an easier time supervising new subordinates, as they are not former coworkers.
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Competition Among Employees
Competition Among Employees
External recruitment does not create unhealthy competition among existing employees for promotions.
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Attraction to Organization
Attraction to Organization
Perceptions of unfair promotion practices can decrease potential employees’ attraction to an organization.
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Recruitment Methods
Recruitment Methods
Common methods include advertisements, employee referrals, and career fairs.
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AIDA Model in Advertisements
AIDA Model in Advertisements
Effective recruitment ads should capture Attention, generate Interest, create Desire, and prompt Action.
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Selection Process
Selection Process
The process of choosing the best applicant for a job and their acceptance.
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Five Steps of Selection
Five Steps of Selection
The selection process includes screening, testing, interviewing, reference checking, and offer acceptance.
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Screening
Screening
The first step where a large pool of applicants is narrowed down based on criteria.
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Testing
Testing
The second step where selected candidates undergo assessments to determine suitability.
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Interviewing
Interviewing
Face-to-face conversations that assess candidate fit for the position after passing testing.
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Reference Checking
Reference Checking
Verifying candidate information and experiences through previous employers or references.
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Offer and Acceptance
Offer and Acceptance
The final step where a job offer is made and the candidate accepts.
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Multiple Hurdle Approach
Multiple Hurdle Approach
An approach where candidates must pass each selection step to proceed to the next.
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Interviewee Comfort
Interviewee Comfort
Making the interviewee feel at ease through warm greetings and small talk.
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Questioning Technique
Questioning Technique
Start with general questions before moving to specific ones; avoid yes/no questions.
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Probing Techniques
Probing Techniques
Encouraging deeper responses with prompts like 'Can you expand on that?'.
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Interview Closure
Interview Closure
Ending the interview by inviting questions and explaining next steps.
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First Impression Error
First Impression Error
The initial perception of an interviewee influencing later views during the interview.
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Contrast Effect
Contrast Effect
The perception of an interviewee influenced by past interviewees' performances.
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Evaluation Delay
Evaluation Delay
Avoid discussing interview evaluations until all interviews are complete.
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Positive Interview Behavior
Positive Interview Behavior
Interviewers behave more positively towards well-rated applicants pre-interview.
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Screening in Selection
Screening in Selection
The initial step where a large number of applicants are narrowed down based on qualifications.
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Negligent Hiring
Negligent Hiring
Legal liability an organization faces for failing to conduct proper reference checks before hiring.
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Qualified Privilege
Qualified Privilege
Legal protection for individuals giving truthful references to prevent defamation lawsuits.
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No Reference Policy
No Reference Policy
A policy where organizations provide minimal information about a former employee to mitigate legal risks.
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Section 5: Recruitment
- Recruitment is the process of getting people to apply for jobs at an organization.
- It begins after staffing table development and a identified labor shortage.
- It ends when a suitable number of applicants have applied for a position.
- Selection is the next step in the process after recruitment.
- Job applicants submit application forms and/or resumes.
What is Recruitment?
- Recruitment is the process of attracting and selecting potential employees for a specific job opening within an organization.
- The process begins after planning and identifying a labor shortage, and a staffing table is developed.
- The process ends when a sufficient number of qualified applicants have applied for the job.
- Selection of the candidates is the next step after recruitment.
Ad 1 of 3
- Image of McDonald's employee in a fast food restaurant setting.
Ad 2 of 3
- Image of McDonald's employee holding a company identification card.
Ad 3 of 3
- Image of two McDonald's employees working in a soda fountain area.
Questions
- What is it like working at McDonald's?
- Who is McDonald's targeting?
- How is McDonald's communicating its message?
Employer Branding
- Employer branding is the image an organization projects as an employer.
- It has three steps:
- Define the target audience.
- Develop the employee value proposition (employer promise).
- Communicate the value proposition.
Internal Versus External Recruitment
- Internal recruitment: Recruiting from inside the organization (existing employees).
- External recruitment: Recruiting from outside the organization (new hires).
Pros of Internal Recruitment
- Reduces time and money spent on recruiting (no advertisement or agencies).
- Reduces onboarding time and money.
- Increases existing employee job satisfaction and organizational commitment.
- High performing employees are motivated to stay and get promoted.
- Provides more accurate applicant information.
Cons of Internal Recruitment
- Fewer innovative ideas (limited outside exposure).
- Potential for supervisory/subordinate conflict with former coworkers.
- Creates unhealthy competition among employees.
- Creates a new job opening.
- Smaller and less diverse pool of potential employees.
Pros of External Recruitment
- More innovative ideas (wide exposure).
- Less conflict potential between supervisor/subordinate/coworkers (unrelated individuals).
- No competition among the current employees.
- No need to fill a new job opening.
- Larger, more diverse pool of potential employees.
Cons of External Recruitment
- More time and money spent on recruiting (agencies and advertisements).
- More time and expensive onboarding.
- Decreases employee job satisfaction and organizational commitment among existing pool of employees.
- Reduces attraction of the organization to potential employees.
- Less accurate applicant information.
Recruitment Methods
- Advertisements
- Open houses
- Educational institutions
- Employee referrals
- Former employees
- Employment agencies
- Online recruiting
- Career fairs
Advertisements
- Organizations recruit by publishing ads.
- Recruitment ads should follow the AIDA model (Attention, Interest, Desire, Action).
- Attention: Attract attention to the job (make the ad attention-grabbing).
- Interest: Create interest in the job.
- Desire: Create desire for the job.
- Action: Enable applicants to take action.
Advertisements - Attention
- Ad design is important, use visuals (photos, artwork).
- Fancy borders and typefaces should be used.
Advertisements - Interest
- Job content is key (new product research, high-tech equipment).
- Salary and benefits are strong motivators.
- Advancement opportunities, industry-leading developments, desired geographic locations are also attractive factors.
Advertisements - Desire
- Increase applicant desire to accept a job opportunity.
- Focus should be on how growth, job satisfaction, and personal value will benefit the applicants.
- Consider and target specific needs of the applicant (family, health insurance, telecommuting, daycare assistance, tuition refunds, and graduate schools nearby)
Advertisements - Action
- Make the action of application as easy as possible.
- Provide contact information. (company name, contact person, phone number, email address).
- Include information for immediate applicants (phone number and person to call at the specific time).
- Provide further details on how to apply for the job (e.g. fax, send details).
- Provide directions to the office.
Advertisements - Want ad/Blind ad
- Want ad: Includes information about the organization (company, email).
- Blind ad: Excludes information to maintain company secrecy.
- Used when an organization does not want to reveal it's recruitment information to others (recruiting for a job without the current employee knowing that he/she will be replaced).
Open House
- Inviting potential applicants to the organization's premises.
- Inexpensive way to recruit.
- Recruiting over a short period (e.g. one day).
- Smaller applicant pool. This is because only those available at that time and those close enough would come.
- Effective for new organizations or branches.
Educational Institutions
- Recruiting through educational institutions.
- Placement offices/departments are used.
- Inexpensive, especially for jobs requiring training but less practical experiences.
Employee Referrals
- Recruiting by having current employees refer applicants.
- Bonuses are often offered to motivate referrals.
- Applicants usually need to be hired and employed for a minimum period to qualify for the bonus.
Former Employees
- Recruits people who have worked or retired from the organization.
- Also called boomerangs or rehires.
- Smaller applicant pool.
- Less time and money spent on onboarding.
Employment Agencies
- Recruiting done via a third party organization that specializes in recruitment.
- Recruiting short term employees or part-time employees.
- Temporary help agencies charge a flat fee per hire.
- Private employment agencies recruit manager and lower-level employees. These agencies charge a flat fee.
- Executive search firms recruit above-managerial level employees (e.g. VP or CEO). They charge a small percentage.
Online Recruiting
- Recruiting via online platforms.
- Internet job boards (e.g., Monster, Indeed, Workopolis).
- Organizational websites (careers section).
- Social networking sites (e.g., Facebook, LinkedIn).
- Large applicant pool.
- Inexpensive.
- Can lead to too many applicants.
Career Fairs
- An event where organizations in the same industry recruit.
- Organizations typically rent a booth.
- Recruiting done over a short period (one day).
- Smaller applicant pool.
- Exposure to competitors and scrutiny during comparison.
Recruiter Behaviors
- A meta-analysis demonstrated these behaviors impact job seeker intentions, job choice, and attraction to the organization.
- Personable, competent, informative, and trustworthy.
Realistic Job Preview (RJP)
- Educating candidates about the positive and negative aspects of a job.
- A more realistic approach than the seduction method, only presenting positive aspects.
- Improves job performance, reduced stress and quitting intentions.
Realistic Job Preview (RJP) Outcomes
- Decreases expected job satisfaction of potential applicants.
- Increases job performance after hiring.
- Decreases number of applicants.
- Decreases thoughts of quitting and actual quitting.
Realistic Job Preview (RJP) Continued
- Empirical data supports effective RJPs.
Expectations Lowering Procedure (ELP)
- Educates applicants that expectations may not be met.
- It is a general process, not specific to a single role or organization.
- Requires less time and money to develop than RJPs.
Expectations Lowering Procedure (ELP) Continued
- It's more effective than not using an RJP or ELP and less effective than using an RJP.
Selection:
- Selecting the best candidate for a job and ensuring the candidate accepts the offer.
- Screening: Initial filtering to check if applicants meet basic criteria.
- Testing: Evaluating skills and knowledge
- Interviewing: Assessment of communication and problem-solving ability.
- Reference checking: Verifying qualifications.
- Offer and Acceptance: Final step, the applicant accepts or declines.
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Description
Test your knowledge on various recruitment strategies and processes in this engaging quiz. Explore concepts like internal vs. external recruitment, employer branding, and the benefits and drawbacks of different recruiting methods. Perfect for HR students and professionals looking to enhance their understanding of recruitment.