CHAPTER 4

SELECTION: RECRUITING AND INTERVIEWING

RECRUITMENT - process of attracting employees to an organization

Two types:
• External Recruitment - Recruiting employees from outside the organization.
Example is a job website where the company post existing vacancy.
Adv. Saves money and time pero risky since there is a possibility of bad hiring.
• Internal Recruitment - Recruiting employees already employed by the
organization.
Example is promotion. Adv is dili gasto but may create unnecessary jealousy
among employees.

METHODS OF RECRUITMENT
Newspaper Ads is a common method of recruiting employees. Newspaper
advertisements typically ask the applicant to respond in one of four ways:
1. Respond By Calling - are instructed to call rather than to apply in person or send
résumés.
2. Apply-In-Person Ads - instruct applicants to apply in person rather than to call or
send résumés. Example is an applicant submits application to their offices. Want
the applicants to fill out a specific job application, or want to get a physical look at
the applicant.
3. Send-Résumé Ads - applicants are instructed to send their résumé to the
company rather than call or apply in person.
4. Blind Box – instruct applicants to send their résumé to a box at the newspaper;
neither the name nor the address of the company is provided.
ORGANIZATIONS USE BLIND BOX FOR 3 MAIN REASONS
→ The organization doesn't want it's name in public.
→ The company might fear that people wouldn't apply if they know the
name of the company.
→ A company needs to terminate an employee but wants to first find a
replacement.
Electronic Media. Commercials are an excellent public relations vehicle. Reaches different
types of audiences and ads can be more easily targeted to desired audience. Use
television and radio to advertise job openings.

SITUATION-WANTED ADS
- are placed by the applicant rather than by organizations. They endorse their self to a
company.
POINT-OF-PURCHASE METHODS
- consider shopping at a local grocery store. As you push your cart through one aisle,
you see a special display for potato chips, in the next aisle a display for cookies. When
you get to the checkout stand, items such as the National Enquirer, candy, and
batteries are conveniently placed so you can examine them while you wait in line. The
idea is to get you to buy more items once you are already in the store. The advantages
to this method are that it is inexpensive and it is targeted toward people who frequent
the business. The disadvantage is that only a limited number of people are exposed to
the sign.

RECRUITERS
1. Campus Recruiters - organizations send recruiters to college campuses to answer
questions about themselves and interview students for available positions.
Virtual Job Fair - A Job fair held on campus in which students can “tour” a company
online, ask questions of recruiters, and electronically send résumés.
2. Outside Recruiters - private employment agencies, public employment agencies, and
executive search firms
EMPLOYMENT AGENCIES AND SEARCH FIRMS
Employment Agencies - organization that specializes in finding jobs for applicants and
finding applicants for organizations looking for employees. An organization to help
workers find employment and employers find workers.
Executive Search Firms - “head hunters,” the jobs they represent tend to be higher-
paying, non–entry-level positions such as executives, engineers, and computer
programmers.
Public Employment Agency - designed primarily to help the unemployed find work, but
they often offer services such as career advisement and résumé preparation.

Employee Referrals - A method of recruitment in which a current employee refers a friend or family
member for a job.
Direct Mail - A method of recruitment in which an organization sends out mass mailings of information
about job openings to potential applicants.
Internet - fast-growing source of recruitment. Internet recruiting efforts usually take one of three forms:
1. Employer-Based Websites - an organization lists available job openings and provides
information about itself and the minimum requirements needed to apply to a
particular job.
2. Job Boards - A private company whose website lists job openings for hundreds or
thousands of organizations and résumés for millions of applicants
3. Social Media - LinkedIn, Facebook, and Twitter.
Job Fairs - many organizations to provide information in a personal fashion to as many
applicants as possible.
Jobs Fair – one organization, many vacants
Recruiting “Passive” Applicants - Because “the best” employees are already employed, recruiters try to
find ways to identify this hidden talent and then convince the person to apply for a job with their
company.

REALISTIC JOB PREVIEWS

A method of recruitment in which job applicants are told both the positive and the
negative aspects of a job. Disclosing honest working condition and expect what work they
face. For example, the recruiter honestly tells her that although the pay is well above
average, the work is often boring and there is little chance for advancement.
Expectation-lowering procedure(ELP) - A form of RJP that lowers an applicant’s
expectations about the various aspects of the job. For example, an RJP might include a
statement such as, “this job is performed in a very small space, in high levels of heat, with
few opportunities for social interaction,” whereas an ELP might include a statement such
as: We often start a new job with high expectations, thinking the job will be perfect. As you
will discover, no job is perfect and there will be times when you become frustrated by your
supervisor or your coworkers. Prior to accepting this job, be sure to give some thought
regarding whether this job and our organization will meet the expectations that you have.
Also, give some thought to whether your expectations about work are realistic.

EMPLOYMENT INTERVIEWS
The most commonly used method to select employees is the employment interview. A
method of selecting employees in which an interviewer asks questions of an applicant and
then makes an employment decision based on the answers to the questions as well as the
way in which the questions were answered.
TYPES OF INTERVIEWS:
1. Structure. The structure of an interview is determined by the source of the questions,
the extent to which all applicants are asked the same questions, and the structure of
the system used to score the answers.
• Structured interviews- Interviews in which questions are based on a job
analysis,every applicant is asked the same questions, and there is a
standardized scoring system so that identical answers are given identical
scores. It is consistent and its purpose is to uniform question and rating.
 • Unstructured interview- An interview in which applicants are not asked the
same questions and in which there is no standard scoring system to score
applicant answers. It will help for your interpersonal relationship
2. Style. The style of an interview is determined by the number of interviewees and
number of interviewers.
• One-on-one interviews- involve one interviewer interviewing one applicant.
• Serial interviews- involve a series of single interviews. [For example, the HR
manager might interview an applicant at 9:00 a.m., the department supervisor
interviews the applicant at 10:00 a.m., and the vice-president interviews the
applicant at 11:00 a.m.]. Within the day
• Return interviews- are similar to serial interviews with the difference being a
passing of time between the first and subsequent interview. [For example, an
applicant might be interviewed by the HR manager and then brought back a
week later to interview with the vice president.]. Dugay pa ang next interview.
• Panel interviews- have multiple interviewers asking questions and evaluating
answers of the same applicant at the same time.
• Group interviews- have multiple applicants answering questions during the
same interview.
• Group Panel – multiple interviews, multiple applicants
3. Medium
• Face-to-face Interviews- both the interviewer and the applicant are in the
same room.
• Telephone interviews- are often used to screen applicants but do not allow
the use of visual cues (not always a bad thing).
• Videoconference interviews- are conducted at remote sites. The applicant
and the interviewer can hear and see each other, but the setting is not as
personal, nor is the image and vocal quality of the interview as sharp as in face-
to-face interviews.
• Written interviews- involve the applicant answering a series of written
questions and then sending the answers back through regular mail or through
email.
ADVANTAGES OF STRUCTURED INTERVIEWS
→ Structured Interviews Are Based On A Job Analysis.
→ Structured interviews tap job knowledge, job skills, and applied mental skills, and interpersonal
skills
PROBLEMS WITH UNSTRUCTURED INTERVIEWS
Eight factors that contribute to the poor reliability and validity of the unstructured interview:
1. Poor Intuitive Ability- Often base their hiring decisions on "gut reactions" or
intuition.
2. Lack of Job Relatedness- Information that is used to select employees must
be job related if it is to have any chance of predicting future employee
performance
3. Interviewer-Interviewee Similarity- An interviewee will receive a higher
score if he/she is similar to the interviewer of personality, attitude,gender or
race
4. Interviewee Appearance- Physically attractive applicants have an advantage
in interviews over less attractive applicants
5. Primacy effect- The fact that information presented early in an interview
carries more weight than information presented later.
6. Contrast effect- When the performance of one applicant affects the
perception of the performance of the next applicant.
7. Negative-information bias- The fact that negative information receives more
weight in an employment decision than does positive information.
8. Nonverbal communication- actors such as eye contact and posture that are
not associated with actual words spoken.
CREATING INTERVIEW QUESTIONS
• Clarifier- A type of structured interview question that clarifies information on the
résumé or application.
• Disqualifier- A type of structured interview question in which a wrong answer will
disqualify the applicant from further consideration.
• Skill-level determiner- A type of structured-interview question designed to tap an
applicant’s knowledge or skill.
• Future-focused question/ situational questions A type of structured interview question
in which applicants are given a situation and asked how they would handle it.
• Past-focused question/Patterned-behavior description interview (PBDIs) - A structured
interview in which the questions focus on behavior in previous jobs.
• Organizational-fit questions- A type of structured-interview question that taps how well
an applicant’s personality and values will fit with the organizational culture
WRITING COVER LETTERS
COVER LETTERS tell an employer that you are enclosing your résumé and would like to
apply for a job. Cover letters should never be longer than one page.
→ SALUTATION If possible, get the name of the person to whom you want to direct
the letter. If you aren’t sure of the person’s name, call the company and simply ask
for the name of the person (have it spelled) to whom you should send your
résumé. If the first name leaves doubt about the person’s gender (e.g., Kim, Robin,
Paige), ask if the person is male or female so that you can properly address the
letter to Mr. Smith or Ms. Smith. Do not refer to the person by his or her first name
(e.g., Dear Sarah)
→ PARAGRAPHS
1st Paragraph- Should be one or two sentences long and communicate three
pieces of information: the fact that your résumé is enclosed, the name of the job
you are applying for, and how you know about the job opening (such as a
newspaper ad or from a friend
2nd Paragraph- Should be only four or five sentences in length. Write that you are
qualified for the job with three reasons why.
3rd Paragraph- Explain why you are interested in the particular company to which
you are applying.
Final Paragraph- Closes your letter and provide information on how you can best
be reached.
→ SIGNATURE Above your signature, use words such as “cordially” or “sincerely.”
“Yours truly” is not advised, and words such as “Love”, “ Peace,” or “Hugs and
snuggles” are strongly discouraged. Personally sign each cover letter; and type
your name, address, and phone number below your signature.
RÉSUMÉS are summaries of an applicant’s professional and educational background. Although résumés
are commonly requested by employers, little is known about their value in predicting employee
performance. Résumés may not predict performance partly because they are intended to be
advertisements for an applicant.
TYPES OF RÉSUMÉ
1. Chronological résumé- A résumé in which jobs are listed in order from most to least
recent
2. Functional résumé- A résumé format in which jobs are grouped by function rather
than listed in order by date.
3. Psychological résumé- A résumé style that takes advantage of psychological
principles pertaining to memory organization and impression formation