Week 5 Study Guide
Week Five Study Guide: Recruitment and Selection Strategies
Readings and Key Terms
Ch. 6 of Managing Human Resources
Recruitment and selection
Recruitment postures
Diversity recruitment
Labor markets
Internal and external recruitment
Ch. 7
Strategy
Culture
Measurement
Screening methods
Privacy rights
Content Overview
The employee recruitment and selection process
Initial screening
A rough selection of candidates after initial recruitment
Management focuses screening efforts based on application forms, references, and interviews
Selection
More rigorous process of selection or narrowing down of candidates after initial screening has been completed
Final selection is typically done after more identifying information is learned through in-depth interviews and checking on references
Orientation
First step for new employees to learn about company policy, history, benefits, expectations, and so forth
Also referred to as on-boarding, orientation can take hours, days, and sometimes weeks to complete, which depends on the amount of information to be received
Placement
Typically, employees are hired for a certain position or department; however, some organizations will hire multiple new individuals for the same job position and place them where they will fit the best once the orientation is complete.
New employees can begin the official training process once they have been placed into their new position.
Performance management
Management uses this stage to provide feedback based on past and current job performance.
This is the first step to a continuous feedback system that will occur for the entire time an employee is with an organization.
Four types of company postures for recruitment
Passive nondiscrimination
Commitment to treat all races and sexes equally
No attempt made to recruit among minority applicants in an active way Pure diversity-based recruitment
An effort is made to actively expand the applicant pool so that no one is excluded
Readings and Key Terms
Ch. 6 of Managing Human Resources
Recruitment and selection
Recruitment postures
Diversity recruitment
Labor markets
Internal and external recruitment
Ch. 7
Strategy
Culture
Measurement
Screening methods
Privacy rights
Content Overview
The employee recruitment and selection process
Initial screening
A rough selection of candidates after initial recruitment
Management focuses screening efforts based on application forms, references, and interviews
Selection
More rigorous process of selection or narrowing down of candidates after initial screening has been completed
Final selection is typically done after more identifying information is learned through in-depth interviews and checking on references
Orientation
First step for new employees to learn about company policy, history, benefits, expectations, and so forth
Also referred to as on-boarding, orientation can take hours, days, and sometimes weeks to complete, which depends on the amount of information to be received
Placement
Typically, employees are hired for a certain position or department; however, some organizations will hire multiple new individuals for the same job position and place them where they will fit the best once the orientation is complete.
New employees can begin the official training process once they have been placed into their new position.
Performance management
Management uses this stage to provide feedback based on past and current job performance.
This is the first step to a continuous feedback system that will occur for the entire time an employee is with an organization.
Four types of company postures for recruitment
Passive nondiscrimination
Commitment to treat all races and sexes equally
No attempt made to recruit among minority applicants in an active way Pure diversity-based recruitment
An effort is made to actively expand the applicant pool so that no one is excluded