Chapter 4: Employee Selection: Recruiting and Interviewing PDF

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CHAPTER 4: EMPLOYEE SELECTION: RECRUITING AND INTERVIEWING Employee Recruitment Recruitment attracting the people with the right qualifications to apply for the job 2 kinds: External and Internal External Recruitment recruiting employees from outside the organization Internal Recruitment recruiting ...

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CHAPTER 4: EMPLOYEE SELECTION: RECRUITING AND INTERVIEWING

Employee Recruitment    

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Recruitment – attracting the people with the right qualifications to apply for the job 2 kinds: External and Internal External Recruitment – recruiting employees from outside the organization Internal Recruitment – recruiting employees already employed by the organization; duration of advertisement about the vacancy is for two weeks; can be either competitive or non-competitive Competitive Promotions – several internal applicants complete with one another for a limited number of higher positions Non-Competitive Promotions – involves “career progression” positions wherein employees move from a position such as Engineer I to Engineer III

Media Advertisements 1. Newspaper Ads – typically ask the applicant to respond in 4 ways a) Respond by calling – applicants are instructed to call rather than to apply in person or send resumes b) Apply-in-person ads – instruct applicants to apply in person rather than to call or send resumes c) Send-resume ads – applicants are instructed to send their resume to the company d) Blind box – instruct applicants to send their resume to a box at the newspaper; neither the name of the address of the company isn’t provided 2. Writing Recruitment Ads – ads containing realistic information about the job increase applicant attraction to the organization; ads containing detailed descriptions of the job and the organization provide applicants with an idea of how well they would fit into an organization and result in positive thoughts about it; ads containing information about the selection process affect the probability that applicants will apply for a job. 3. Electronic Media – television and radio commercials Point-of-Purchase Methods -

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job vacancy notices are posted in places where customers or current employees are likely to see them (ex.: store windows, bulletin boards, restaurant placemats, and the sides of the trucks) advantages: inexpensive and is targeted toward people who frequent the business disadvantages: only a limited no. of people are exposed to the sign

Recruiters

1. Campus Recruiters – another variant of this method is virtual job fair Virtual Job Fair – is a job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send resumes 2. Outside Recruiters a. Employment Agencies – an organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees b. Executive Search Firms – aka Head Hunters; jobs they represent tend to be higher-paying, non-entry-level positions; always charge their fees to organization c. Public Employment Agency – an employment service operated by a state or local government designed to match applicants with job openings d. Employee Referrals – a method of recruitment in which a current employee refers a friend of family member for a job; employee referrals are more likely to be hired and have longer tenure with an organization than are employees recruited through other means e. Direct Mail – a method of recruitment in which an organization sends out mass mailing of information about job openings to potential applicants

Internet – usually take one of three forms: employer-based websites, job boards, and social networking sites 1. Employer-based websites – organization lists available job opening and provides information about itself and the minimum requirements needed to apply to a particular job 2. Job boards – a private company whose website lists job openings for hundreds or thousands of organizations and resumes for millions of applicants; larger organizations are more likely to use job boards 3. Social media – Facebook, LinkedIn, and Twitter

Job Fairs -

a recruitment method in which several employers are available at one location so that many applicants can obtain information at one time typically conducted in three ways: a) many types of organizations have booths at the same location b) many organizations in the same field in one location c) an organization to hold its own job fair

Cost Per Applicant -

the amount of money spent on a recruitment campaign divided by the no. of people that subsequently apply for jobs as a result of the recruitment campaign

Cost per Qualified Applicant -

the amount of money spent on a recruitment campaign divided by the no. of qualified people that subsequently apply for jobs as a result of the recruitment campaign.

Realistic Job Preview (RJP) -

job applicants are told both the positive and the negative aspects of the job giving an applicant an honest assessment of a job

Expectation-Lowering Procedure (ELP) -

a form of RJP that lowers an applicant’s expectations about the various aspects of the job about work in general

Employment Interviews -

most commonly used method to select employees

Types of Interviews 1. Structured – the source of the question is job analysis; all applicants are asked the same questions; there’s a standardized scoring key a) Highly structured – all three criteria are met b) Moderately structured – 2 criteria are met c) Slightly structured – one criterion is met 2. Unstructured – applicants aren’t asked the same questions and in which there is no standard scoring system to score the applicants’ answers.

Style 1. One-on-one interviews – one interviewer: one applicant 2. Serial interviews – a series of single interviews 3. Return interviews – similar to serial interviews within the difference being a passing of time 4. Panel interviews – multiple interviewers: one applicant at the same time

Medium 1. Face-to-face - interviewer and applicant on the same room

2. Telephone interviews 3. Videoconference interviews 4. Written interviews

Problems with Unstructured Interview 1. Poor Intuitive Ability 2. Lack of Job Relatedness 3. Primacy Effects – “first impressions” ; the fact that information presented early in an interview carries more weight than information presented after 4. Contrast Effects – when the performance of one applicant affects the perception of the performance of the next applicant 5. Negative-Information Bias – the fact that negative information receives more weight in an employment decision than does positive information 6. Interviewer-Interviewee Similarity – an interviewee will receive a higher score if he/she is similar to the interviewer in terms of personality, attitude, gender, or race 7. Interviewee appearance 8. Nonverbal cues – use of appropriate nonverbal cues is highly correlated with interview scores

Types of Interview Questions 1. 2. 3. 4.

Clarifier – clarifies the information on the resume of application form Disqualifier – wrong answer will disqualify the applicant from further consideration Skill-level determiner – designed to tap an applicant’s knowledge or skill Future-focused (situational) – applicants are presented with a series of situations and asked how they would handle each one 5. Past-focused questions (behavioural) – taps an applicant’s experience; questions focused on behaviour in previous jobs 6. Organizational Fit – tap the extent to which an applicant will fit into the culture of an organization with the leadership style of a particular supervisor

Methods of Scoring Answers 1. Typical-answer approach – compares an applicant’s answer with benchmark answers a) Benchmark answers – are standard answers to interview questions, the quality of which has been agreed on by job experts 2. Key-issues approach – provides points for each part of an answer that matches the scoring key

Types of Resumes 1. Chronological – jobs are listed from most to least recent 2. Functional – jobs are grouped by function 3. Psychological – takes advantage of psychological principles pertaining to memory organization and impression formation...