Week 1 Reading Employee Selection Principals and Techniques Flashcards Preview

PSYC3020 Applications AB Final > Week 1 Reading Employee Selection Principals and Techniques > Flashcards

Flashcards in Week 1 Reading Employee Selection Principals and Techniques Deck (11):
1

What will people in Gen y (born after 1980) likely to want?

- A flexible work schedule that allows them to express their creativity
- co workers who will make work fun.
- They have a need to stay connected through instant messaging, games and media.
- Multitaskers, work best and get fulfilment from working in teams
- expect instant recognition and reward
- expect latest company technology
- expect higher pay
- want challenging, meaningful work, and as soon as possible

2

What influences employee preferences?

- their level of education and type of education, (marks, discipline, etc) mean they expect different work
- depends on economic climate, if jobs are scarce, they will prefer job security

3

What did Zhao and colleagues (2007) find in regards to job expectations

The meta-analysis of 111 studies showed that unrealistic job expectations led to lower job satisfaction and lower committment to the goals of the organisation and to higher expressed intention to quit.

4

When do expectations of work begin to clash with reality

When the candidate has initial contact with the company and both try to size up the other. First step in recruitment process.

5

What is the recruitment process?

Includes sources employees use to find out about jobs, characteristics of recruiters, recruiting on college campuses, and the kinds of info provided to job applicants

6

Is the recruitment website important for applicants?

Yes. In a study by Allen, Mahto and Otondo (2007), 814 students said the recruitment site significantly influenced their decisions about employers. Students with more positive attitudes towards the site were more likely to apply for a job with that organisation.

7

Is the recruiter important?

Researchers conducted a meta analysis of 71 studies and found applicants were more influenced by the recruiter's behaviour than the job characteristics. How personable the recruiter was, was seen as more important than their status in the organisation, race or gender (Chapman et al 2005).
Psychs found graduating seniors were more likely to accept a job if the recruiter was smiling, nodding, maintaining eye contact, having empathy etc.

8

What did college seniors prefer during on campus placement centers?

They preferred the recruiter tell them about the company, solicit info about the applicant and answer their questions.When the college seniors thought that coporate recruiters were spending too much time talking about irrelevant info, they were significantly less likely to accept a job offer.

9

Disadvantages of on-campus recruiting

Fewer than half the recruiters recieve training in interviewing, they form first impressions in the first few minutes, and don't follow their corporate script. The college applicants often don't have a realistic view of business world, they don't know about what questions to ask, they hide their flaws. Each side may be misleading.
So they use 'realistic job previews' which improve job performance, organisational commitment, and reduce turnover (Ganzach et al 2002).

10

Why is the size of the labor supply important?

The selection ratio affects the strictness of the requirements for the job. If there is a shortage of applicants and they need some within a few weeks, cognitive ability test cut offs for example, may be lowered. They might also raise wages, enhance benefits or widen their search. Thus the supply and demand of applicants affects all.

11

How do we evaluate if a selection process worked?

By evaluating performance of the employees hired through the process. For example, after they've worked for 6 months, their supervisors can be asked to rate their job performance. We then compare these ratings to their performance on the selection techniques and evaluate the correlation. up to page 55