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