Recruiting Employees
The process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire for employment
Recruiting
The process of Identifying the best candidate for a job from among the pool of qualified applicants developed during the recruitment process.
Selection
A way for an employer to ask an individual for various facts and information pertaining to their personal background
Employment application
The two most basic types of selection errors
A planned attempt by an organization to facilitate employee learning of job related knowledge, skills, and behaviours.
Training
The process of looking inside the organization for existing qualified employees who might be promoted to higher level positions
Internal Recruiting
Evaluating the qualifications of each applicant from among the recruiting pool is what step in the recruiting process?
The second step
Measures the characteristics of an individual including personality, intelligence, and aptitude.
Employment Tests
Refers to the consistency of a particular selection device
Reliability
Centered around teaching managers and professional skills that can be utilized at present and future jobs.
Development
Advertisements, employment agencies, and sponsored placement offices are examples of _____ methods.
External Recruiting
Education, experience, skills, abilities, and personal characteristics are categories of
Basic selection criteria
Work simulations
The extent to which a measure or indicator is in fact a real reflection of what it is assumed to be
Validity
A system wide process effort aimed to increase an organization's overall performance through planned interventions.
Organizational development
The most common method that organizations use for internal recruiting is
Job posting
The important final step in the selection decision
deciding who to hire
The most popular and most widely used selection technique among employers
Personal Interviews
Measures the practical value of the selection system
Utility Analysis
Involves having employees respond to questionnaires about attitudes and perceptions of leadership styles.
Survey Feedback
A technique for ensuring that job seekers understand the actual nature of the jobs available to them.
Realistic Job Preview
A unique criterion for selection where an organization hires a candidate not based on qualification.
Hiring for "fit"
When a first impression in an interview bias's the outcome.
First-Impression Error
Deals with Civil Rights Act & nondiscrimination laws applying to hiring decisions
Legal Compliance
Where a neutral third party, often an organizational development consultant, hears both sides in a conflict.
Third-party peacemaking