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BUỔI 6 - Coggle Diagram
BUỔI 6
Selection
Placement
Fitting a person to the right job
Selection and placement activities focus
Person/job fit: Matching the KSAs of individuals with the characteristics of jobs
Person/organization fit: Congruence between individuals and organizational factors
Selecting Process
Assessment applications
Interview Process
Offer made
Initial Contract
Selecting Evaluation Pyramid
Employment tests
Abilities
Aptitudes
Interests
Personalities
Ability Tests
Work Sample Tests
Situational Judgment Tests
Cognitive Ability Tests
Psychomotor Tests
Physical Ability Tests
Assessment Centers
Big Five Personality Characteristics
what to include in an effective recruiting ad
job and application process information
desired candidate qualifications
organization information
detail included in effective recruiting ads
External Recruiting Sources
Competitive recruiting sources - Includes, professional societies and trade associations
Employment agencies - Public and private, recruiting source
Headhunters, Executive search firms split into, Labor unions - Labor pool, Job fairs, Creative recruiting, Desirable attributes of college recruits, School recruiting
Recruiting Measurement Areas
General Recruiting Process Metrics
Yield Ratios
Selection Rate
Acceptance Rate
Success Base Rate
Sample Recruiting Evaluation Pyramid
Increasing Recruiting Effectiveness
External Recruiting Sources
Media sources
Internet media sources such as postings, ads, videos, and Webinars are also used
Effectiveness of evaluating media ads
Easy ways to track responses to ads
After hiring, follow-up should be done
College Recruiting: Considerations for Employers
Internal Recruiting Sources
Internal Recruiting Sources
Internal Recruiting Databases and Internet-Related Sources
Employee-Focused Recruiting
Job Posting
Advantages and Disadvantages of Internal Recruiting
Recruiting Evaluation and Metrics