Management Ch 5: Recruiting
Recruiting Metrics
1. New hire job performance (one the job performance ratings) 2. New hire failure rate (% of new hires in key jobs who were asked to leave) 3. Turnover of new hires (% of employees who voluntarily quit within first year, or the average tenure of new hires compared to typical tenures) 4. Manager Satisfaction (% of key managers satisfied) 5. New hire satisfaction (% of applicants and hires who are satsified with hiring process) 6. Training success (new hires' scores on mandatory initial training tests they are given)
T/F: Signaling function of a recruiter is less important when job candidates have considerable information about the organization
T
Recruiting
The function is to help the organization employ a talented group of employees who contribute to the company's business strategy so the firm can achieve a competitive advantage
T/F: Company with a strong positive brand will have an advantage over a new/start up company in the recruiting process
True
reviewer profile
a profile of the skills, characteristics, and backgrounds of the most effective recruiters for different positions
Signaling
applicants interpret recruitment experience (like recruiter competnece, delays, gender composition of interview panel) as symbolic of broader organizational characteristics
What makes a recruiter effective?
familiarity with job/organization listening skills communication social skills intelligence self-confidence extroversion enthusiasm trustworthiness credibility
External Recruiters
generally more expensive, recruiters have more extensive networks and potential candidates to tap for job openings
Goal of recruitment
give every applicant a positive feeling about the organization
procedural fairness
people's beliefs that the policies and procedures that resulted in the hiring or promotion decision were fair
international fairness
people's perceptions of the interpersonal treatment and amount of information they received during the hiring process
realistic job previews (RJPS)
provide both positive and potentially negative information to job candidates Functions served: 1. Self-selection: applicants can opt out if job/company isn't for them 2. Vaccination: expectations are "vaccinated" and gives them a reality check 3. Commitment to the Choice: may be more committed to the choice they made
Key to successful recruiting
recruiter's ability to relate to a recruit's value system and motivations
Recruiter Incentives
rewarded for short term goals like filling positions = quality of hiring is lower Both quantity and quality should be rewarded
New Hire Failure Rate
strategic metric used to evaluate the success of a company's recruiting efforts, is the percentage of new hires in key jobs who were terminated or asked to leave the company
Distribution fairness
the perceived fairness of the hiring or promotion outcome