Chapter 4 Apply-in-person ads: Recruitment ads that instruct

EMPLOYEE SELECTION: RECRUITING AND applicants to apply in person rather than to call or send
INTERVIEWING résumés.
Send-résumé ads: Recruitment ads in which applicants
Employee Recruitment are instructed to send their résumé to the company rather
Recruitment: The process of attracting employees to an than call or apply in person.
organization. Blind box: Recruitment ads that instruct applicants to
 Attracting people with the right qualifications send their résumé to a box at the newspaper; neither the
(as determined in the job analysis) to apply for name nor the address of the company is provided.
the job.
Media Advertisements: Traditional and Electronic
External and Internal Recruitment Methods Media
External recruitment: Recruiting employees from • Newspaper ads
outside the organization. • TV ads
Internal recruitment: Recruiting employees already • Radio ads
employed by the organization. • Targeted audience
– Competitive- competitive promotions, several internal Point of Purchase Methods
applicants compete with one another (and sometimes • Store windows
with external applicants) for a limited number of higher • Bulletin boards
positions. • Restaurant placemats
– Noncompetitive- Noncompetitive promotions usually • Side of trucks
involve “career progression” positions in which • Receipts
employees move from a position. Recruiters
• Recruiters
Recruitment Methods: Ads, Agencies, and Recruiters – Campus recruiters
– Outside recruiters
Media advertisements • Employment Agencies and Search Firms
– Newspaper ads – Employment agencies
– Electronic media – Executive search firms
– Public employment agencies
• Point of purchase Employee Referrals
• Private sector (Silkroad, 2017, 2018)
• Recruiters – 78% use employee referrals
– Campus recruiters • Excellent recruitment source
– Outside recruiters Incentive for Referral
• Amount of incentive
Employment agencies and search – Between $1,000 and $2,500
firms • Length of referred employee tenure before eligible for
– Employment agencies referral incentive
– Executive search firms – Average of 3 months
– Public employment agencies • 24% reported making a referral for the incentive

• Employee referrals
Employee Referral Considerations
• Direct mail • Only successful employee referrals
• Friends tend to be the same gender, race, and national
origin (less diverse)
Recruitment Methods: Online and In Person
Respond by calling: Recruitment ads in which • Internet
applicants are instructed to call rather than to apply in – Employer-based websites
person or send résumés. – Job boards
• Social media
• Job marketplaces • Share three characteristics:
• Job fairs – Valid
Direct mail: A method of recruitment in which an • Content validity- A valid selection test is one that is
organization sends out mass mailings of information based on a job analysis.
about job openings to potential applicants. • Criterion validity- predicts work-related
behavior
Virtual job fair: A job fair held on campus in which • Construct validity- measures the construct it
students can “tour” a company online, ask questions of purports to measure
recruiters, and electronically send résumés. – Reduce the chance of legal challenge
Executive search firms: Employment agencies, often • Face validity
also called headhunters, which specialize in placing • Privacy
applicants in high-paying jobs. • Adverse impact
Employment agency: An organization that specializes – Cost-effective
in finding jobs for applicants and finding applicants for
organizations looking for employees. Employment Interviews
• Structure
Writing Recruitment Ads – Unstructured
• Detailed description of the job and organization – Structured
• Selection process information • Style
– One-on-one
– Serial
Evaluating the Effectiveness of Recruitment – Return
Strategies – Panel
– Group
Cost per applicant: The amount of money spent on a • Medium
recruitment campaign divided by the number of people – Face-to-face
that subsequently apply for jobs as a result of the – Telephone
recruitment campaign. – Videoconference
Cost per qualified applicant: The amount of money – Written
spent on a recruitment campaign divided by the number
of qualified people that subsequently apply for jobs as a
result of the recruitment campaign. 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
Why Inside Sources Are Superior which the questions were answered.
• Several theories:
– Realistic job preview Structured interviews: Interviews in which questions
– Different recruitment sources reaching different types are based on a job analysis, every applicant is asked the
of applicants same questions, and there is a standardized scoring
– Interpersonal attraction system so that identical answers are given identical
scores.
Realistic job preview (RJP): A method of recruitment Unstructured interview: An interview in which
in which job applicants are told both the positive and the applicants are not asked the same questions and in which
negative aspects of a job. there is no standard scoring system to score applicant
Expectation-lowering procedure (ELP): A form of answers.
RJP that lowers an applicant’s expectations about the
various aspects of the job. Problems with Unstructured Interviews
Primacy effect: The fact that information presented
Effective Employee Selection Techniques early in an interview carries more weight than
Characteristics of Effective Employee Selection information presented later.
Techniques
Contrast effect: When the performance of one applicant
affects the perception of the performance of the next
applicant.
Negative-information bias: The fact that negative
information receives more weight in an employment
decision than does positive information.
Nonverbal communication: Factors 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: A type of structured
interview question in which applicants are given a
situation and asked how they would handle it.
Situational question: A structured-interview technique
in which applicants are presented with a series of
situations and asked how they would handle each one.
Past-focused question: A type of structured-interview
question that taps an applicant’s experience.
Patterned-behavior description interview (PBDI): 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.
Creating a Scoring Key for Interview Answers
Typical-answer approach: A method of scoring
interview answers that compares an applicant’s answer
with benchmark answers.
Benchmark answers: Standard answers to interview
questions, the quality of which has been agreed on by
job experts.
Key-issues approach: A method of scoring interview
answers that provides points for each part of an answer
that matches the scoring key.
Job Search Skills
Surviving the Interview Process
• Scheduling the interview
• Before the interview
• During the interview
• After the interview
Writing Cover Letters
 Cover letters tell an employer that you are
enclosing your résumé and would like to apply
for a job.
 A letter that accompanies a résumé or job
application.
Writing Cover Letters
• Salutation
– Name
• Paragraphs
– Resume, name of job, how you know about the job
– Your qualifications
– Why you are interested in the company
– Information on how you can best be reached
• Signature
– “Cordially”
– “Sincerely”
Writing a Résumé
 Résumés are summaries of an applicant’s
professional and educational background.
 A formal summary of an applicant’s
professional and educational background.
Characteristics of Effective Resumes
• Attractive and easy to read
– white space
– Font
• Does not contain typing, spelling, or factual mistakes
• Makes the applicant look as good as possible
Types of Résumé:
Chronological résumé: A résumé in which jobs are
listed in order from most to least recent.
Functional résumé: A résumé format in which jobs are
grouped by function rather than listed in order by date.
Psychological résumé: A résumé style that takes
advantage of psychological principles pertaining to
memory organization and impression formation.
Averaging versus adding model: A model proposed by
Anderson that postulates that our impressions are based
more on the average value of each impression than on
the sum of the values for each impression.