chapter 4

• Recruitment – the process of attracting employees to an organization; an important step in selecting employees.
• External Recruitment – recruiting employees from outside the organization.
• Internal Recruitment – recruiting employees already employed by the organization;
• Noncompetitive Promotions – involve “career progression” positions in which employees move from a position such as Engineer I to Engineer II and so on
• Competitive Promotions – several internal applicants compete with one another (sometimes with external applicants) for a limited number of higher positions
• Point-of-purchase Methods - used to market product to consumers. In employee recruitment, job vacancy notices are posted in places where customers or current employees are likely to see them:
• Campus Recruiters → Many organizations send recruiters to college campuses to answer questions about themselves and interview students for available positions.
• Outside Recruiters → More than 75% of organizations use outside recruiting sources such as 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 – employment agencies, often also called headhunters, that specialize in placing applicants in highpaying jobs.
• Pubic Employment Agencies – employment service operated by state or local government, designed to match applicants with job openings.
• Employee Referrals - A method of recruitment in which a current employee refers a friend or family member for a job.
• Direct Mail 


  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.
• Realistic Job Preview (RJP) – a method of recruitment in which job applicants are told both the positive and the negative aspects of a job
• Expectation-Lowering Procedure (ELP) – a form of RJP that lowers an applicant’s expectations about the various aspects of the job.
• Employment Interview - → A method of selecting employees in which an interviewer asks questions of an applicant and then makes an employment decision based on the answers to the question
• Structure – determined by the source of the questions, the extent to which all applicants are asked the same question, and the structure of the system used to score the answers
• Style – determined by the number of interviewees and number of interviewers.
• Medium – interviews differ in the extent to which they are done.
• Poor Intuitive Ability → Interviewers often based their hiring decisions on intuition which are inaccurate predictors of a variety of factors.
• Lack of Job Relatedness → There are questions asked by the interviewers that are not job related.
• Primacy Effects – the fact that information presented early in an interview carries more weight than information presented later.
• Contrast Effects – when the performance of one applicant affects the perception of the performance of the next applicant.
• Negative-Information Bias – the fact that negative information receives more weight in an employment decision than does positive information.
• Interviewer-Interviewee Similarity → Interviewee will receive a higher score if he or she is similar to the interviewer in terms of personality, attitude, gender, or race.
• Interview Appearance → Physical attractive applicants have an advantage in interview scores over less attractive applicants.
• Nonverbal Cues – factors such as eye contact and posture that are not associated with actual words spoken.
• Cover Letters – a letter that accompanies a resume or job application.
• Resume – a formal summary of an applicant’s professional and educational background.
• Chronological Resume – jobs are listed in order from most to least recent.
• Functional Resume – jobs are grouped by function rather than listed in order by date
• Psychological Resume – takes advantage of psychological principles pertaining to memory organization and impression formation.
• Averaging Versus Adding Model – model proposed by Anderson that postulates that our impressions are based more on the average value of each impression than on the sum of the values for each impression