1. What are some of the factors that could influence an organization’s choice of selection methods?
The success of a selection system is gaged against criteria. Often, the choice of these criteria is decided by convenience. The attenuation or contamination arising from the use of poor criteria results in a systematic underestimation of the true validity of the selection methods.
Task performance is defined as `the proficiency with which incumbents perform activities that are formally recognised as part of the job; activities that contribute to the organization’s technical core either directly by implementing a part of its technological process, or indirectly by providing it with needed materials or services’. Task performance is likely to be contained in most job descriptions and has, perhaps, been over-emphasized and over-used in developing criteria. Contextual performance is very similar to the concept of organizational citizenship, organizational spontaneity, extra-role behaviour and pro-social organizational behaviour. Contextual performance consists of behaviour that promotes the welfare of individuals or groups, and it includes components such as altruism, courtesy, civic virtue, conscientiousness, making constructive suggestions, protecting the organization, developing oneself and spreading goodwill.
Applicant perceptions play a key role in recruitment since negative views will inhibit some people from putting themselves forward. Furthermore, negative attitudes might affect the motivation, and thus subsequent performance, of applicants, when they take tests or attend interviews. Applicant perceptions might also influence the degree to which they are prepared to give answers that are truthful.
Selection method has four characteristics: job relatedness, an opportunity for the candidate to demonstrate ability, sympathetic interpersonal treatment, questions that are not considered improper.
2. What are the main benefits of employee induction and orientation?
Employee orientation and induction process is one of the key elements of the recruitment and retention process. There are benefits of employee orientation. This includes reducing start-up costs, reducing employee anxiety, reducing employee turnover, saving time for supervisors and co-workers, and developing realistic job expectations, positive attitudes and job satisfaction.
With proper orientation, the employee can speed up to learning process thus reducing the cost associated with training the employee for the job. Also, with orientation, an employee can be introduced to the new situation and environment which would help the employee get acquainted with the environment and helps in knowing the guidelines for proper behavior and conduct thus giving the employee the chance to develop knowledge on the work and the employee would not experience the stress if guessing. Usually, when people are put in a new situation, they develop anxiety that can impede the employee’s ability to do the job. With proper orientation this can be avoided and thus making the employee more effective and efficient on his job.
In addition, with proper orientation, employee turnover would be reduced since with proper orientation, the employee feel valued and put into a position where he or she can do his job. Orientation could give the employee the tools in order to do his job. Also, with an effective orientation, the supervisors and co-worker would likely save time in spending more time in mentoring the newly hired employee.
Furthermore, with orientation, the employee can develop an idea of what the company expected of him in his job. This would also result to proper knowledge of the employee on the values and attitudes of the organization. Having known what the company expects and how should the employee act within the company, he can have a positive attitude towards the job and thus gaining job satisfaction.
In summary, orientation is a good practice in retaining and motivating employees, lowering turnover, increasing productivity, improving employee morale, facilitating learning, and reducing anxiety.
The more time and effort spent in helping new employees feel welcome, the more likely they are to identify with the company and become valuable members of it. Unlike training, which emphasizes the what and how, orientation often stresses the why. It is designed to influence employee attitudes about the work they will be doing and their role in the company. It defines the philosophy behind the company’s rules and provides a framework for job-related tasks. And as plans, policies and procedures change in organizations, even current employees need to be kept up to date and continually reoriented to changing conditions.
3. What is the difference between formal and informal orientation programs?
Formal employee orientation programs are meant to initially educate newly hired workers to a company’s operations, culture, organizational set-up, objectives, plans and tactics. Such programs enable new employees to begin adding value to the firm sooner than if they were to learn about the company as they went along doing their work. For a formal orientation program, cooperation between line management and staff is essential. The human resource department ordinarily is responsible for coordinating orientation activities and for providing new employees with information about conditions of employment, pay, benefits and other areas not directly under a supervisor’s direction.
Informal orientation period had no structure. New employees shyly kept their distance from the rest of the staff. most of these programs do not address the issues and concerns of new employees or organizations, as stated above. In fact, many programs provided by public (and private) organizations actually contribute to the problems and frustrations of new employees.
4. What kinds of businesses are more likely to use Internet recruiting?
Almost all organizations are now recruiting through the Internet especially those organizations which are operating globally.
5. What are the advantages of using electronic recruitment techniques?
Rather than just list basic driver recruitment statements, the companies have found clever ways to describe their attributes and their requirements. They have simplified their online-application forms so that the forms are easy to fill out, yet provide the information the company needs to evaluate the applicant’s initial qualifications.
Taking advantage of the recruiting resources offered by the Internet is an excellent way for companies to expand their driver pool.
You will be able to advertise for skilled staff without the need to use a vast array of magazines and newspapers to maximize chances of success. Also, the internet costs a lot less. This does not mean that quality print media should be ignored, as newspapers still have an intimate relationship with readers
Advantages of using online recruitment
· speed up the recruitment cycle and streamline administration
· allow organisations to make use of IT systems to manage vacancies more effectively and co-ordinate recruitment processes
· reduce recruitment costs
· reach a wide pool of applicants
· make internal vacancies widely known across multiple sites and separate divisions
· provide the image of an up-to-date organisation, reinforcing employer branding and giving an indication of organisation culture
· offer access to vacancies 24 hours a day, 7 days a week reaching a global audience
· be a cost effective way to build a talent bank for future vacancies
· help handle high volume job applications in a consistent way
· provide more tailored information to the post and organisation eg case histories of the ‘day in the life’ or self-assessment questionnaire or quiz to assess fit with role
· be spontaneous for candidates as ease of use means there is the ability for applications to be instantaneous.
(cited in http://www.cipd.co.uk/subjects/recruitmen/onlnrcruit/onlrec.htm)
6. What are the disadvantages of using electronic recruitment techniques?
The disadvantages to using online recruitment include the potential to:
· limit the applicant audience as the Internet is not the first choice for all job seekers
· cause applications overload or inappropriate applications if care isn’t taken drafting the job profile/specification
· exclude those who do not want to search for a new job online
· limit the attraction of those unable to fully utilize technology eg certain disabled groups
· give rise to allegations of discrimination, in particular the use of limited keywords in CV search tools
· make the process impersonal, which may be off-putting for some candidates
· impact on the ‘cultural fit’ dimension of recruitment
· ‘turn-off’ candidates, particularly if the website is badly designed or technical difficulties are encountered
· lose out on candidates, especially if your own website is below the search engine ranking of your competitors
· provide too little or inappropriate information eg corporate recruitment guidelines might not be written in a web friendly style.
(cited in http://www.cipd.co.uk/subjects/recruitmen/onlnrcruit/onlrec.htm)
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