Recruitment

what’s employer brand?

image an organisation wants to project to potential applicants

what does Keepmoat Homes focus on and what does this create?

putting people at the heart of everything they do, creating a culture which is aligned to their values

what do organisational goals cause to develop?

structures/processes form decisions related to attraction

what are the traditional approaches of job analysis techniques?

interviews, questionnaires and observation processes which identify knowledge, skills and attitudes needed to perform well

what are competencies (with citation)?

behaviours that employee must have, or must acquire to input into a situation in order to achieve high performance (CIPD, 2010)

what’s a person-organisation fit?

image projected by an organisation or response from potential employees

what’s a person-job fit?

match between skills, knowledge and abilities of individual and requirements of job

what’s person-team fit (with a citation)?

(Hollenbeck, 2000) how people can be marched to variations in organisational structure. e.g. decentralised structure - self managing team.

what does experience gained from internships/placements lead to?

experience gained from internships increases employment prospects and starting salaries (Gault, et al, 2010)

what are the 7 main means of recruitment?

1. walk-ins,

2. employee referrals,

3. advertising,

4. websites,

5. recruitment agencies,

6. professional associations,

7. educational associations.

what is said by (Miller, 2017) regarding social media and recruitment?

• social media contains more information than the employer needs to know. it’s difficult to defend against a discrimination claim when there’s evidence that hiring team had such info during decision-making.

• using social media background checks can leave out applicants without social media accounts - risk of discrimination if there are only social media background checks being undertaken.

• cannot confirm info is true and can be interpreted in different ways.

• risk of looking at the wrong person’s account ot fake accounts.

what are the costs linked to recruitment and selection?

• selection process including instruments used,

• future costs of inducting and training new staff,

• the cost of labour turnover if selection staff not retained.

what’s the classic trio for selection (with citation)?

the classic trio (Cook, 1994): interviews, application forms, letters of reference

what are 3 aspects of interviews?

• information elicited

• structure

• order and involvement

what is focused on regarding the information elicited in interviews?

facts, subjective information and underlying attitudes

what’s the structure of interviews?

varies from planned questions to unstructured spontaneity

what are 3 types of interviews?

structural interviewing, behaviour description interviews and comprehensive structured interviews

what type of questions are asked in situational interviewing?

questions that focus on what the applicant would do in a series of situations - the responses are judged by benchmarks

what do behaviour description interviews assess?

assess part behaviour in various situations

what types of questions are asked in comprehensive structured interviews?

different types of questions for example situational, job-knowledge, job simulation and work requirements

what do mental ability tests look at?

verbal reasoning and numerical power

what do physical/aptitude ability allow for?

the ranking of candidates

what are inventories?

self-reported personality questionnaires indicating traits such as intelligence, values, interests, attitudes and preferences

what does (Bertua et al, 2005) say regarding inventories?

tests are valid predictors of performance and training success across a range of occupations, indicating senior managers

what’s the 5 factor model of personality?

• emotional stability,

• extroversion,

• openness to experience,

• agreeableness,

• conscientiousness.

what are the 5 stages of emotional intelligence tests?

1. identify emotional state,

2. manage one’s emotional states,

3. enter into emotional states (at will) associated with a drive to achieve and be successful,

4. be sensitive to and influence other people’s emotions,

5. enter and sustain satisfactory interpersonnal relationships.

what do assessment centres do?

combine techniques and apply them together to increase overall reliability and validity of selection process

what can assessment centres include?

• structured interviews,

• perception exercise,

• communication exercise,

• personality inventory,

• customer service questionnaire,

• tests for clear thinking and numerical estimation

what are the objectives of assessment centres?

work under pressure, characteristic behaviour, preferred working styles, ability to think quickly, ability to make quick and accurate numerical estimates etc

what do assessment centres at amazon include?

these assessments ask you to complete virrtual tasks related to specific position and typically take 20 minutes - one hour to complete. they may ask you to make decisions on our leadership principles, complete activities critical to success at amazon, and demonstrate your problem-solving, prioritisation and interpersonal abilities

what’s included in realistic job previews (RJP’s)?

case studies of employees and their work, work shadowing, job sampling and videos.

what do realistic job previews provide?

realistic account of job, allowing participants to select themselves to increase retention rate. it’s the candidates perspective