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Canada (161,962)
MHR 523 (321)
Chapter 5&6

Chapter 5 & 6 textbook notes.docx

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Department
Human Resources
Course
MHR 523
Professor
Pat Sniderman
Semester
Fall

Description
Chapter 5 & 6 Chapter 5 Recruitment ­ recruitment: the process of finding and attracting capable applicants to apply for  employment and accept job offers that are extended to them ­ selection: the identification of candidates form a pool of recruits who best meet  job requirements, using tools such as application blanks, tests and interivews ­ recruitment is usually the human resource departments responsibility ­ a specialist in the hr department is called recruiters ­ an overview of the recruitment process o recruitment can be done only after identification of job openings through  human resource planning or requests by managers o recruiters review job analysis information, this tells the recuiter the  characteristics of both the jobs and future job incumbents o recruiters use more than one recruitment method to find suitable  candidates  recruitment advertisements and postings on websites and job  boards  school  college and uni campus  contacts with professional and labor associations  use of gov’t agencies such as Human resources and skills  development Canada (HRSDC) Chapter 6­ Selection steps in the selection of human resources 1. Preliminary reception of applicants a. Job applicants may make initial contact either in person or in writing 2. Applicant screening a. This is when organizations will have received a number of resumes or  complete job application forms b. The purpose is to remove applicants who do not meet the education or  experience qualifications required c. Whittle it down to only those applicants who meet miminum qualifications Applicant screening tool: ­ weighted application blank (WAB) o a job application form in which various items are given differential  weights to reflect their relationship to criterion measure ­ biographical information blank (BIB) o a type of application blank that uses a multiple choice format to measure a  job candidate’s education, experiences, opinions, attitutdes and interests o aka biodata o 3. administration of employment tests a. devices that ssess the probable match between applicants and job  requirements b. ex. Paper and pencil tests, simulations of work conditions c. reliability: the test must yield consistent results, cannot rely on luck i. reliability may be low because: 1. test q are hard to understand 2. test q are so hard or boring d. validity: is the test accurately measuring what it is purported to measure types of tests ­ personality tests o individual’s character or temperament ­ ability tests o applicant’s capacity or aptitude to function in a certain way ­ knowledge tests o tests that measure the person’s information and knowledge ­ performance tests o ability to perform specific
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