Textbook Notes (369,133)
Canada (162,403)
Psychology (4,934)
Chapter 4

Employee Recruitment (Chapter 4)

4 Pages
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Department
Psychology
Course Code
Psychology 2061A/B
Professor
Athena Xenikou

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rd October 3 , 2013 Lecture 4 – Employee Recruitment Effective Recruitment Methods should – have diverse sample of applicants – be cautious of having minority groups as well as women included in the sample Recruitment Methods – media advertisements – most common was newspaper ads, which could get expensive.. but now much of media advertisements are online. Newspaper EmploymentAds – Apply-in-Person Ads – CallAds – Send Resume – Blind Box – sometimes organizations decide not to put their name in public, ask applicants to send resumes without knowing what company it is – often use this method when company is big, or if they think people wouldn't apply if they knew what the company was (ex. Funeral home) – EmploymentAgencies – Public & Private – Executive search firms – normal have jobs that are quite well paid Situation-Wanted Ads (job wanted) – this type of ad means that the organizations would not have to pay anything for recruitment – internet has made these obsolete – Effectiveness: – Number of Inquiries: – 30% don't get feedback, the rest that get at least one inquiry – but sometimes these inquiries are from employment agencies, etc.. not job offers – Number of Job Offers: Employee Referral Programs – so effective because: – it's a strategy of organizations to encourage members of their family, friends to become employees of the organization – people hired this way tend to stay longer in the company and tend to be better performers.. Internet Recruiting – fast growing source of recruitment Evaluating Recruitment Effectiveness – how much time did it take us to do the recruitment? – Rate of turnover? ie Retention rates – cost per hire, number of applicants – job performance of new hires is the ultimate criteria.. – diversity impact – equal opportunity Interviews – Structured – in structured, all people are being asked the same questions, based on the results of the job analysis, the tasks that have been identified, the duties, the required qualifications, etc.. – must be job related question
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