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Strategic Recruiting Decisions
Organization-Based vs. Outsourced Recruiting
Recruiting Presence and Image
Training of Recruiters
Regular vs. Flexible Staffing
Realistic Job Previews
Recruiting and EEO
: Diversity Considerations
Recruiting Nontraditional Workers
Recruiting Source Choices
: Internal vs. External
Effects of Internet Recruiting
Adjusting to new recruiting approaches
Identifying new types of recruiting for specific jobs
Training for managers and HR recruiters
Internet Job Boards
Internet Recruiting Advantages and Disadvantages
•Recruiting cost savings
•Recruiting time savings
•Expanded (global) pool of applicants
•Better targeting of specific audiences
•More unqualified applicants
•Additional work for HR staff
•Many applicants are not seriously seeking employment
•Access limited or unavailable to some applicants
•Privacy of information and discrimination issues
External Recruiting Sources
Competitive Recruiting Sources
Promotions and Transfers
Former Employees and Applicants
Evaluating Recruiting Efforts
Evaluating Recruiting Quality and Quantity
Evaluating Recruiting Satisfaction
Evaluating the Time Required to Fill Openings
Evaluating the Cost of Recruiting
General Recruiting Process Metrics
Success Base Rate
The process of choosing individuals with qualifications needed to fill jobs in an organization.
Organizations need qualified employees to succeed.
Fitting a person to the right job
Criteria, Predictors, and Job Performance
Selection Criterion- A characteristic that a person must have to successfully perform work.
Predictors of Selection Criteria- Measurable or visible indicators of selection criteria.
Validity- The correlation between a predictor and job performance.
Reliability- The extent to which a predictor repeatedly produces the same results over time.
Multiple Hurdles- Establishing a minimum cutoff (level of performance) for each predictor, and requiring that
each applicant must score at least the minimum on each predictor to be considered for hiring.
Compensatory Approach- Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor.
Application Time Limit
Selection Testing: Ability Tests
Cognitive Ability Tests
Situational Judgment Tests
Work Sample Tests
Physical Ability Tests
Poor Interviewing Techniques
Biases and Stereotyping
Assessing Training Needs
Systematic trainging process