Is the process of generating a pool of qualified applicants for organizational jobs
What is Recruitment
100
Media Sources, Employment Agencies, Job Fairs, Educational Institutions, Labor Unions and Competitive Recruiting Sources
What is External Recruiting ?Sources
100
The process of choosing individuals with qualifications needed to fill jobs in an organization.
What is Selection
100
Establishing a minimum cutoff (level of performance) for each predictor, and requiring that each applicant must score at least the minimum on each predictor to be considered for hiring.
What is Multiple Hurdles
100
Biographical, Behavioral, Competency and Situational
What is Structured Interviews
200
The external supply pool from which organizations attract their employees
What is Labor Market
200
Internal Employee Databases, Job ?Postings, Promotions and Transfers, Current-Employee Referrals, Former Employees and Applicants
What is Internal Recruiting Sources
200
Fitting a person to the right job
What is Placement
200
Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor
What is Compensatory Approach
200
Electronic Assessment Screening
What is Pre-Employment Screening
300
Geographical, Labor, Industry/occupational and Educational/technical
What isLabor Markets
300
Resume mining software
Applicant tracking
Employer career websites
Internal mobility tracking system to match employees with open jobs
Realistic job previews
What is Technical Approaches-Recruiting effectiveness
300
Matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties and responsibilities–TDRs).
What is Person-Job Fit
300
A characteristic that a person must have to successfully perform work.
What is Selection Criterion
300
Cognitive Ability, Psychomotor, Situational Judgment, Work Sample and Physical Ability
What is Ability Tests
400
Internet Job Boards, Professional/career websites, Employer websites
What is E-Recruiting Places
400
Personable recruiters who emphasize positive aspects of the job and the employer
Responsive recruitment with timely responses to applicants
Fair and considerate treatment in the recruiting process
What is Non-Technical Approaches-recruiting effectiveness
400
The congruence between individuals and organizational factors.
What is Person-Organization Fit
400
Measurable or visible indicators of selection criteria.
What is Predictors of Selection Criteria
400
Minnesota Multiphasic Personality Inventory (MMPI)
Myers-Briggs
“Fakability” and personality tests
What is Personality Tests
500
Blogs, Social Media websites, Twitter
What is Internet Recruiting Tools
500
The process through which a job applicant receives an accurate picture of the job.
What is Realistic Job Preview
500
Quantity of work, quality of work, compatibility to others, presence at work, length of service, flexibility
What is Elements of good job performance
500
The correlation between a predictor and job performance.
What is Validity
500
Will aid in hiring decisions by reviewing the:
Socially desirable responses
False positives
the Polygraph (“lie detector”)