Job Description
List of characteristics of a job
Observable activities to carry out a job
Incl. job title, duties involved and working conditions
Job Specification
List of characteristics desirable in the person performing a given job
Knowledge, skills, abilities
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Job Description
List of characteristics of a job
Observable activities to carry out a job
Incl. job title, duties involved and working conditions
Job Specification
List of characteristics desirable in the person performing a given job
Knowledge, skills, abilities
Recruitment
Process of identifying people interest in holding a particular job or working for the organization
Candidates in and out of the org.
Looking Inside the Org.
Promotions and opportunities to work in a new dep.
Employees already familiar w/ org. Policies
Done through job postings and referrals
Looking Outside the Org.
New hires bring fresh ideas and skills
Ads, employment agencies, job sites and schools
Interviewing Candidates
Assessing interpersonal and communication skills
More details from resume
Learn about the org.
Who Should Interview?
Initial interview done by HR
Supervisor may participate in later interviews
Sometimes rest of the team participates
May be automated
The Interviewing Process
Prepare content and conditions of interview
Make candidate comfortable
Ask about background, qualifications, goals and expectations
Answer questions from candidate
Close with statement of what to expect
Record impressions
Ways to prepare for an Interview
Review job description
Review resume/application
Prep. Specific questions
Arrange appropriate interview location
Structured Interview
Based on questions the interviewer has prepared for in advance
Unstructured Interview
Interviewer has no list of questions prepared in advance but asks questions on the basis of the applicant’s responses
Open-Ended Questions
Questions that give the person responding broad control over the responses
Close-Ended Questions
Questions that require a simple answer
: Yes or no
Errors to Avoid While Conducting Interviews
Making decisions based personal biases
Halo/Horn effect
Giving candidates misleading picture of the org.
Employment Tests
Help understand whether has the necessary skills to do the job
Aptitude Test
Measure a person’s ability to learn skills related to the job
Proficiency Test
Measure whether the person has the skills needed to perform the job
Psychomotor Tests
Measure a person’s strength, dexterity, and coordination
Personality Tests
Identify certain personality traits
Physical Examination
Only request AFTER an offer is made
To reduce risk of being sued bc of a disability
Determine if a candidate is physically capable to fulfill requirements
Company offered insurance
Affirmative Action
Plans designed to increase opportunities for groups that traditionally have been discriminated against
Some companies recruit at schools where many students are minorities
Workplace Accessibility
Organizations that comply with ADA have the advantage of a large pool off potential workers
Complying with ADA
Review and revise job descriptions
Avoid asking if the candidate has a conditions that would prevent them from doing the job
Readily Achievable
Easy to carry out and possible to accomplish without much difficulty or expense
: Wheelchair accessibility, high blood pressure, impaired sight