Recruitment and Selection Review Ch. 5 and 6

Recruitment in general Sources of Applicants Types of Tests and Interviews Selection

Complete the following definition of recruitment: You need to find the: – right number – of the right people – with the right _______ – from the right area – at the right time to fill the positions open.

This is a key source of information needed to start the process of recruitment for any job.

These are three things that should be included in a job advertisement.

This would be one method of catching attention with an advertisement when recruiting applicants for a job.

What can a company do if they fail to get qualified applicants for a job?

Identify three outside sources of recruitment

Identify two appropriate sources of applicants for a high level specialty position such as a brain surgeon or CEO.

Describe a source of applicants that would not be appropriate for a high level position such as brain surgeon or CEO.

Describe one method of calculating how effective a source of applicants is for your company.

Figuring out the percentage of applicants from a recruiting source who passed an initial screening to make it to an interview step would be an example of what method of determining effectiveness of recruitment sources?

Personality tests look at factors such as Extroversion, agreeableness, conscientiousness, neuroticism, and openness to experience. While they may be helpful, there are legal issues with the tests in some cases. Describe one potential legal concern with this type of test.

Describe a job for which a physical ability test would be valid in screening applicants.

This type of interview question is favored right now because it asks questions about what an applicant actually did in a given situation. Examples include: – Give an example of a time when you provided directions to another employee. – Tell about a method you’ve used to solve conflict.

What is the difference between a work sample and a job knowledge test?

This type of interview uses a set of standardized questions having an established set of answers.

Give an example of a situational interview question.

Describe two issues to think about when conducting reference checks on applicants.

Describe one reason why companies might want to give applicants a medical exam that is legally defensible.

When deciding between multiple job applicants for hiring, identify one consideration in the decision beyond whether or not the applicant has the skills necessary to perform the job.

A final selection decision is a balance of looking at ‘can-do’ factors such as skills and ________ factors such as motivation in an applicant.

In most companies, this is the person who makes a final hiring decision.

Based on the information presented in class, this is one of the most commonly used items in a selection process.