MGT 367 Exam 2.docx - Chapters Five(recruitment section Six 1 Know how to calculate and use yield ratio a Yield ratio is the percentage of applicants

MGT 367 Exam 2.docx - Chapters Five(recruitment section Six...

This preview shows page 1 - 3 out of 10 pages.

Chapters Five (recruitment section) & Six 1. Know how to calculate and use yield ratio a. Yield ratio is the percentage of applicants from a recruitment source that make it to the next phase of the selection process b. External Sources: i. Employee Leasing ii. Advertisements iii. Public/ Private Employment Agencies iv. Executive Search Firms v. Educational Institutions vi. Employee Refferals vii. Unsolicited Applications viii. Professional Organizations ix. Labor Unions x. Temporary Help Agencies 2. Realistic job preview a. Realistic Job Preview: Informing applicants about all aspects of the job, including both its desirable and undesirable facets i. Helps increase job satisfaction ii. Decrease job tenure Recommendations Do a feasibility study of work-from-home design Evaluates the possibility of outsourcing the whole center Ex: customer service line based in India Use realistic job preview Redo job analysis to determine specific tasks (give tour or talk to current employees) Conduct job compatibility questionnaires Focus on the big picture: why are there so many complaints? Evaluate independent contractors Sources of Info. Biological info Banks: “what kind of sports do you like?” (personal) Background info : is important to protect the company Polygraph : lie detector test Honesty Integrity test: wrtitten tests, some are personality related Graphology: handwritting test (levels of honesty) looks for personality Medical Examination: expensive; do only when the job is offered to applicant (ADA &ADAA will ask if employee is qualified Drug Testing: P-O fit : Person’s personality if it fits towards company’s culture & value P-J fit : Person’s job fit (requirements, specifications match between job qualifications & Job requirements 3. Know advantages and disadvantages of using internal versus external recruitment
Image of page 1
a. Internal recruitment: When the business looks to fill the vacancy from within its existing workforce i. Advantages: 1. Cheaper and quicker to recruit 2. People already familiar with the business and how it operates 3. Provides opportunities for promotion within business (motivation) 4. Business already knows candidates’ strengths and weaknesses ii. Disadvantages: 1. Limits number of potential applicants 2. No new ideas can be introduced from outside 3. May cause resentment amongst those who didnt get job 4. Creates another vacancy which needs to be filled. B . External recruitment: When the business looks to fill the vacancy from any suitable applicant outside workforce i. Advantages: 1. Outside people bring in new ideas 2. Larger pool of workers from which to find the best candidate 3. People have a wider range of experience ii. Disadvantages: 1. Longer process 2. More expensive process due to advertising and interviews 3. Selection process may not be effective enough to reveal best candidate Factors to determine which recruitment methods are most appropriate: Target Audience (athletes for cirque du soleil) Cost Budget (if you dont have a big budget, think of an alternative) Past Success/ Yield Ratio ( which gives you the best results from the past?)
Image of page 2
Image of page 3

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture