Staffing-Ch.7

Staffing-Ch.7 - RECRUITING Dr Hazel-Anne M Johnson Rutgers University Learning Objectives 1 Describe the purpose of recruiting 2 Explain what

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Unformatted text preview: RECRUITING Dr. Hazel-Anne M. Johnson Rutgers University Learning Objectives 1. Describe the purpose of recruiting. 2. Explain what recruitment “spillover effects” are. 3. Understand what makes a recruiter more or less effective. 4. Describe the various strategies used to attract applicants. 5. Describe how recruiting guides and the EEOC’s best recruiting practices promote recruiting consistency and quality. Recruiting Recruiting : activities that convert the leads generated during sourcing into job applicants, generate interest in a company and its jobs, and persuade candidates to accept extended job offers • Can be done by recruiters, hiring managers, or employees. Applicant Reactions • An important goal of recruitment is to give every applicant a positive feeling about the organization • Organizational and individual perspectives are both relevant • Effective recruitment requires considering the applicant’s perspective and needs • Both parties are pursuing a business relationship Three Types of Fairness • Distributive : the perceived fairness of the hiring or promotion outcome • Did you get the job or promotion? • Procedural : beliefs that the policies and procedures that resulted in the hiring or promotion decision were fair • Respect applicants’ privacy, avoid delays, use job-related assessments, give fair opportunity to perform • Interactional : fairness of the interpersonal treatment and amount of information received during the hiring process • Honesty, respect, recruiter warmth, and informativeness Spillover Effects • Spillover effects : indirect or unintended consequences of an action • Most job candidates do not get the job or promotion – so what happens next? • If they were forced to wait extended periods for pre- scheduled interviews, met unprepared and distracted interviewers, felt that the selection process was unfair, and were not made to feel important or welcome: • Will they still fly your airline or buy your products? Apply for another job with you in the future? Tell their friends and family how impressed they were with your firm and influence them to become customers or job applicants? Spillover Effects • Many firms treat job candidates as if they should feel privileged...
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This note was uploaded on 11/05/2011 for the course 533 311 taught by Professor Hazel-annejohnson during the Fall '11 term at Rutgers.

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Staffing-Ch.7 - RECRUITING Dr Hazel-Anne M Johnson Rutgers University Learning Objectives 1 Describe the purpose of recruiting 2 Explain what

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