Personnel Planning & Recruiting I
It is the process of deciding what positions the firm will have to fill, and how to fill them.
Workforce (or employment or personnel) planning
It is the aim of employee selection to achieve this.
Person-job fit
A conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions.
Unstructured (or nondirective) interview
Finding and/or attracting applicants for the employer’s open positions.
Employee recruiting
Company records showing present performance and promotability of inside candidates for the most important positions.
Personnel replacement charts
The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
Reliability
The first one involces a series of job-related questions that focus on how the candidate would behave in a given situation.
The second one involves a series of job-related questions that focus on how the candidate reacted to actual situations in the past.
Situational interview; behavioral interview
It is the hiring of workers with questionable backgrounds without proper safeguards.
Negligent hiring
A card prepared for each position in a company to show possible replacement candidates and their qualifications.
Position replacement chart
The accuracy with which a test, interview, and so on, measures what it purports to measure or fulfills the function it was designed to fill.
Test validity
These are probably so important because interviewers infer your personality from how you behave in the interview.
Nonverbal behaviors
Recruiters who are paid by the hour or project, instead of a percentage fee, to support a specific project.
On-demand recruiting services (ODRS)
____________ means having outside vendors supply services (such as benefits management, market research, or manufacturing) that the company’s own employees previously did in-house. ________ means having outside vendors or employees abroad supply services that the company’s own employees previously did.
in-house.
Outsourcing; Offshoring
They are personnel tests “designed to assess an applicant’s judgment regarding a situation encountered in the workplace.
Situational judgment tests
Impression management involves techniques like ____________ and _____________.
Ingratiation and self-promotion
It is measured by administering a test to a group one day, re-administering the same test several days later to the same group, and then correlating the first set of scores with the second.
Test-retest reliability estimates
They are special vendors that handle all or most of an employer’s recruiting needs. They usually sign short-term contracts with the employer, and receive a monthly fee that varies with the amount of actual recruiting the employer needs done.
Recruitment process outsourcers (RPOs)
Training candidates to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire.
Miniature job training and evaluation
They are aimed at selecting candidates whose totality of attributes best fits the employer’s total requirements.
Total selection program
It allows you to make judgements about substantive matters; draw conclusions about candidate's previous progress and stability; and may allow you to predict which candidates will succeed on the job
Filled-in Application Forms