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University of Miami
MGT 302
Cynthia Cordes

MGT 302 Study Guide RECRUITMENT Provide a reasonable definition of recruitment Involves searching for and obtaining qualified applicants for the organization to consider when filling job openings A successful recruitment involves a large enough pool numbers of applicants so you can comfortably pick out the most qualified Describe time lapse data. What does this tell you, and why do you care? Time Lapse Data = Recruitment Pipeline Based on experience, figure out how many steps are in the process and on average, how long each step takes (how many days needed for the process) to know when to start recruiting  Important because if start recruiting too early, you’ll have to pay sb you don’t need yet  Cost-associated Distinguish between internal and external methods of recruiting, and identify their advantages and disadvantages. Internal Methods: • Job posting: Most common, easy and inexpensive • Talent/skill inventories • Promotion/succession planning: Replacement Chart • Transfers: Employees have broader knowledge  Reallygood source if done well • Employee referrals: Highest survival rates because the referrer put their own reputation on the line AND the referee has a Realistic Job Preview BUT we tend to refer people who are similar to us • Advantages: o Less costly o Better knowledge of applicants’ skills o Enhance morale: Motivation • Disadvantages o In-breeding: More of the same idea o Best qualified not necessarilyconsidered o Politics comes into play External Methods: • High Schools and Vocational Schools • Community Colleges • Colleges and Universities: For professional jobs (Career) • Competitors and Other Firms: Have experience • Unemployed • Older Individuals • Military Personnel: Discipline, responsibility and highlytrained in specialized tasks • Self-employed Workers: Had to learn every aspects of running business  Multi- talented and used to working hard (up to 18 hours/day) • Advantages: o Brings new blood into the firm o Potential to bring in the best talent • Disadvantages: o May have negative impact on existing employees o More costly o Less reliable performance data o Learning curve Know the difference between the flypaper and the matching philosophies of recruiting Flypaper: • Focus is on quantity • Appropriate when trying to attract as many applicants as possible • Low Selection ratios: Because org. want variety o More applicants per job openings Matching: • Focus is on quality • Appropriate when trying to look for applicants that fit certain criteria for the job (more specialized jobs) • Useful approaches o Realistic job previews (RJP) o Job Compatibility Questionnaires (JCQ) Calculate yield ratios and explain what they mean. For example, if you were given the necessary data, could you determine how many applicants you would have to generate to ensure “X” 6-month survivors? Also given the necessary data, could you determine how many 6-month survivors you would end up with if you had “Y” applicants. In other words, be able to work your way from top to bottom and from bottom to top. What purpose is served by having yield ratio information? Purpose: Know how many are hired of all the applicants to learn if the recruitment process is effective or not SELECTION Define HR selection and the goals involved HR Selection: The process of gathering and assessing information about job candidates to make personnel decisions  Selecting people to be promoted, transferred, attending certain training programs, be a mentor Goals: • Select qualified, competent people • Who willwork as long as we want • Who willnot engage in counterproductive behaviors o Counterproductive: Theft, 2-hour lunch break Distinguish between reliability and validity; between the two types of validity Reliability: Consistency of measure; refers to whether a specific technique, applied repeatedly to the same concept would have the same result each time Validity: Refers to the extent to which a selection method predicts some important criterion (Turnover, absenteeism, job performance, theft) • Content Validity: Face Validity: Measure tasks that one actually performed on the job (Typing tests, Flying stimulation) • Criterion Validity: Empirical Validity  Use whenever you are comparing a new test with an established standard o Concurrent Validity: Test new selection device on current employees  Quick but there are differences between current employees and applicants o Predictive Validity: Test old vs new selection devices on applicants. Make selection decision based on the old method but correlate the new selection results with future performance data  Time-consuming but no differences High reliability is a necessary condition for high validity but high reliability does not ensure validity Answer basic questions about each of the types of selection devices. How much of a problem is adverse impact? Read Powerpoint & Book Distinguish between situational and behavioral interview questions and provide examples of each Situational: • Hypothetical situation • E.g. What would you do if your teammates are social loafers? Behavioral: • Real situation • E.g. Describe an experience where you deal with an irate customer Explain how you would improve the validity of the interview • Base interview on job info • Standardize the interview environment • Conduct interview training • Use structured, semi-structured, situational or behavioral interviews • Use group or panel interviews Distinguish among negligent hiring, negligent referral, and negligent retention. What are the implications of these? Negligent Hiring: • Current employer is responsible for the employee’s misdeeds even if it happened at the time he or she was still with the previous employer  If the current employer has done an adequate job screening, they would not have hired the employee Negligent Referral: • Give good reviews even though there are problems with the employee • Current employer can sure previous employer for negligent referral Negligent Retention: • Keep the employee even though he or she made job-related mistakes  Can be sued by clients Methods to prevent Negligence: • Multiple Herders: Multiple selection devices  Employee has to pass all the tests in the recruitment process • Weighted qualifications • Social media According to the article “Facebook and job performance,” what does information found on your Facebook page have to do with your job? Quick Facebook evaluations more accurately predict success than standard tests You
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