The Recruitment Process from an Organizational and Applicant Perspective
Applying Organizational Psychology
Joy Peoples
PSYCH/570/Organizational Psychology
June 11, 2012
Introduction The focus of this paper provides a brief examination of the recruiting process from both an organizational, and applicants perspective. This brief overview attempts to explain how organizations use various methods to recruit prospective employees. This paper also explains the methods prospective employees, or applicants use to determine the quality and appropriateness of a potential employer. In an effort to better understand the concept of organizational socialization, this paper also includes an examination of the socialization process used by organizations to socialize present, and new employees. Before concluding, this paper will also provide a brief examination of the many ways the principles of organizational psychology can be applied to both the recruitment process and organizational socialization.
The Recruitment Process From an Organizational and Applicant Perspective The recruitment process can be observed from two perspectives, organizational, and the applicant perspectives (Jex & Britt, 2008). The organizational perspective has been noted as being the recruitment process in which organizations try putting their best qualities on display as a way of attracting potential employees (Jex & Britt, 2008). From the organizational perspective, in an effort to entice applicants, various recruitment methods are often necessary for recruiting prospective employees. For most organizations the recruiting methods used are determined by a number of varying factors, including the nature of the jobs, cost, character of individuals applying for employment, and time considerations (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005). In general, although most recruitment processes are conduct in a skillful manner, organizations often treat potential employees as customers (Chapman et al., 2005). Nevertheless, no matter the
Joy Peoples
PSYCH/570/Organizational Psychology
June 11, 2012
Introduction The focus of this paper provides a brief examination of the recruiting process from both an organizational, and applicants perspective. This brief overview attempts to explain how organizations use various methods to recruit prospective employees. This paper also explains the methods prospective employees, or applicants use to determine the quality and appropriateness of a potential employer. In an effort to better understand the concept of organizational socialization, this paper also includes an examination of the socialization process used by organizations to socialize present, and new employees. Before concluding, this paper will also provide a brief examination of the many ways the principles of organizational psychology can be applied to both the recruitment process and organizational socialization.
The Recruitment Process From an Organizational and Applicant Perspective The recruitment process can be observed from two perspectives, organizational, and the applicant perspectives (Jex & Britt, 2008). The organizational perspective has been noted as being the recruitment process in which organizations try putting their best qualities on display as a way of attracting potential employees (Jex & Britt, 2008). From the organizational perspective, in an effort to entice applicants, various recruitment methods are often necessary for recruiting prospective employees. For most organizations the recruiting methods used are determined by a number of varying factors, including the nature of the jobs, cost, character of individuals applying for employment, and time considerations (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005). In general, although most recruitment processes are conduct in a skillful manner, organizations often treat potential employees as customers (Chapman et al., 2005). Nevertheless, no matter the
References: Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005, September). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928-944. doi:10.1037/0021-9010.90.5.928 Jex, S. M., & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed.). Hoboken, NJ: Wiley. Terborg, J. R. (1977, December). Women in management: A research review. Journal of Applied Psychology, 62(6), 647-664. doi:10.1037/0021-9010.62.6.647 Van Hoye, G. (2012, May). Recruitment sources and organizational attraction: A field study of Belgian nurses. European Journal of Work and Organizational Psychology, 21(3), 376-391. doi:10.1080/1359432X.2011.573146