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Unformatted text preview: Exam 2 Notes CHAPTER 5: RECRU I T I NG 1. Main Purposes of Recruiting. a. Attract a sufficient number of applicants to achieve an optimal selection ratio . b. Aid in meeting workforce diversity goals. c. Maintain goodwill and positive impression on job applicants. 2. Benefits of filling job vacancies from Inside versus Outside of the organization. Benefits of filling vacancies from Inside : 1- Familiarly with present employees aids in accurate job placement. 2- Provides motivation of employees to perform well and develop their skills. 3- Lowers overall training and adjustment costs. 4- Vacancies can be filled more quickly and at lower cost. Benefits of filling vacancies from Outside : 1- Tends to increase selection accuracy by lowering selection ratios . 2- Prevents the “ripple effect” that arises from hiring from within. 3- Tends to bring in new ideas and innovations. 4- Helps in meeting diversity goals. 3. Realistic Job Previews (RJP). RJP provides realistic and complete information to job applicants about the job and organization in order to increase post-hire job satisfaction and adjustment, and lower eventual turnover. Reasons for RJP 1- Self-selection – Increase the accuracy of applicant self-selection decisions. 2- Commitment – Applicants are more committed to their decisions. 3- Realistic Expectations – Less disillusionment leads to higher post-hire satisfaction. 4- Coping Ability – improved coping ability when informed of job demands. 1 4. Types of Recruiting Methods (Strengths and Limitations). Direct Contact Direct Application: Quick source of employees when company maintains applicant files particularly for small number of vacancies; all types of employees; research shows high quality (candidates show high interest and confidence); low expense. Vocational-Tech Schools: Good source of specialized, skilled employees; good screening when aptitude scores and training performance is available; research shows high quality; low expense Internet: Covers wide range of jobs; websites include commercial (e.g. M onster.com ), government, specialized commercial, and employer; quick response; potential for good RJP and screening; moderate cost; allows “point of contact” recruiting on customer websites. College Recruiting: Good for large number of applicants with appropriate education; best for entry level jobs; often low RJP, screening, and quality; very high expense. Professional Conferences and Job Fairs: Cover wide range of jobs; good for managerial and professionals; applicants tend to be knowledgeable and motivated; good RJP and screening when line managers participate in the recruiting; research shows high quality; moderately high expense....
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- Spring '08