BUS 381 Lecture Notes - Lecture 5: Job Interview, Criterion Validity, Job Analysis
3 Feb 2018
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Document Summary
Recruitment: search out, attract qualified job applicants meet ksa requirement, begins position identification requires staffing, completed r sum s and/or completed application forms received from adequate applicants. Poor hire expensive: supervision, productivity turnover cost: separation, recruitment, selection, hiring, productivity. Process psychological contract violation: perception of org show not match exp => not wanna work there, not fit, reduce productivity, negative feelings => avoids = ensure accurate reflection of org culture, realistic interview, legally defensible bfor. Biographical data predictive of job success scored. Managers have longer-term perspective for business decisions. More accurate assessment skills, performance (less reliant on candidate gives) less orientation. Discontent of unsuccessful candidates time consuming to post, interview all candidates if one is already preferred (required but not efficient) Employee dissatisfaction with insider as new boss. Possibility of inbreeding : not diverse applicant pool, no potential new ksa. Job posting: notifying current employees about vacant positions. Hr records: review information existing employees to identify candidates for openings.
