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I/O Chapter 3: Employee Selection Principles

and Techniques
Whats your ideal job?
The degree of similarity in job preferences depends on a
variety of factors:

Age and Generation


o
Generation Y: flexible work sched that allows
them to express creativity and fun coworkers
o
Need to stay connected through instant
messaging, instant games, and instant media
o
Expect the latest technology provided by the
company as well as higher pay

Level of education
o
Not all college graduates have the same
preferences
Employee preferences also change as a function of
economic conditions

When jobs are scarce, pay and job security is more


important than fulfillment of their goals or
preferences
Unrealistic or inflated expectations about the nature of
the job and company upon entering an organization

The reason why many people leave their first jobs:


discrepancy between expectations and reality is too
great

Unrealistic job expectations = lower job satisfaction


= lower commitment to goals of the organization =
higher expressed intention to quit
The Recruitment Process
Sources for Recruiting
Traditional recruiting sources: online search services,
help-wanted advertisements in newspapers, referrals
from current employees, employment agencies and
search services, placement services of professional assoc,
job fairs, and outplacement agencies
Web-based recruiting: to provide information to
prospective employees about available jobs and about
the organization

Advantages for organization


o
Information is transmitted in a cost-effective way
o
Impression that the org is sophisticated and upto-date technologically

Advantages for job-seekers


o
Quick and readily available online resources
o
Application costs are reduced

Recruiter Characteristics
Behavior and personal characteristics of company
recruiters can have a significant impact on how college
seniors choose their first job
Smiling, nodding, eye contact, empathy and warmth,
thoughtfulness increase the likelihood of seniors to accept
a job
The quality of personableness was seen as more
important than the recruiters status in the organization
or race or gender
College seniors preferred recruiters spending the time
providing info about the company, soliciting information
about the applicant, and answering the applicants
questions
On Campus Recruiting
Not living up to its potential
Recruiters tend to form a negative or positive impression
about the applicant within the first few minutes of the
interview
Judgemental recruiters
Above two points: reflect lack of interviewing skills
Major difficulty: finding job candidates who have a
realistic view of the business world
Both recruiter and students may be guilty of misleading
the other: students faking good and hiding attitudes they
think the recruiter may not like, and recruiter painting an
idealized picture of their organization
Realistic Job Preview
Realistic job preview: provides information that is as
accurate as possible about all aspects of a job

Brochures, written description of the job, film or


video, or on-the-job sample of the work

Purpose is to acquaint prospective employees with


the positives and negatives of the job

To reduce overly optimistic or unrealistic expectations


about what the job involves

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