RECRUITMENT AND INTERVIEWING

• Types of Recruitment

  External Recruitment

  Internal Recruitment
• External Recruitment


  Recruiting employees from out- side the organization.
• Internal Recruitment


  Recruiting employees already employed by the organization.
• Ads containing realistic information about the job, rather than information that is “too good to be true,” increase applicant attraction to the organization
• Ads containing detailed descriptions of the job and organization provide applicants with an idea of how well

  they would fit into an organization and result in positive thoughts about it
• Ads containing information about the selection process affect the probability that applicants will apply for a job. For example, ads stating that an in-person interview will be used to select employees result in applicants being more likely to apply for a job than ads indicating that grade point average (GPA) will be a factor
• The point-of-purchase method of recruitment is based on the same “POP” (point- of-purchase) advertising principles used to market products to consumers
• Campus Recruiters 


  recruiters sent to the college campuses to answer questions about themselves and interview students for available positions.
• Virtual Job Fairs 


  job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send

  resumes.
• Outside Recruiters 


  private employment agencies, public employment agencies, and executive search firms
• Employment Agency


  An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.
• Executive Search Firms 


  often also called headhunters, that specialize in placing applicants in high-paying jobs.
• Public Employment Agency 


  An employment service operated by a state or local government, designed to match applicants with job openings.
• Employee Referral 


  a method of recruitment in which a current employee refers a friend or family member for a job
• Direct Email


  a method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants
• Job Fairs


  a recruitment method in which several employers are available at one location so that many applicants can obtain information at one time
• Cost Per Applicant 


  the amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign
• Cost Per Qualified Applicant 


  the amount of money spent on a recruitment campaign divided by the number of qualified people that subsequently apply for jobs as a result of the recruitment campaign
• Realistic Job Previews


  a method of recruitment in which job applicants are told both the positive and negative aspects of job
• Expectation-lowering procedure (ELP)


  A form of RJP that lowers an applicant’s expectations about the various aspects of the job.
• Types of Interview 


  Structured

  Unstructured
• Structured Interview 


  Interviews in which questions are based on a job analysis, every applicant is asked the same questions, and there is a standardized scoring system so that identical answers are given identical

  scores.
• Unstructured Interview 


  An interview in which applicants are not asked the same questions and in which there is no standard scoring system to score applicant answers.
• Medium


  extent to which interview are done
• Creating a Structured Interview 


  • Determining the KSAOs to Tap in Interview

  • Creating Interview Questions

  • Creating a Scoring Key for Interview Answers
• Clarifier


  type of structured interview question that clarifies information on the resumé or application.
• Disqualifier


  A type of structured interview question in which a wrong answer will disqualify the applicant from further consideration
• Skill-level Determiner 


  type of structured-interview question designed to tap an applicant’s knowledge or skill
• Future Focused Questions 


  type of structured interview question in which applicants are given a situation and asked how they would handle it.
• Past Focused Questions 


  type of structured-interview question that taps an applicant’s experience.
• Organizational Fit Questions


  A type of structured-interview question that taps how well an applicant’s personality and values

  will fit with the organizational culture
• Writing A Cover Letter

  Salutation

  Paragraphs

  Signature
• Resumé


  a formal summary of an applicant's professional and educational background
• Types of Resumé


  Chronological

  Functional

  Psychological
• Chronological Resumé


  A resume in which jobs are listed in order from most to least recent.
• Functional Resumé


  A resume format in which jobs are grouped by function rather than listed in order by date
• Psychological Resumé


  A resume style that takes advantage of psychological principles pertaining to memory organization and impression formation