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Seniority is a highly valid method for internal selection.
A targeted message for internal recruits points out how the job matches the needs of the
applicant.
In order for "promissory estoppel" claim to apply when a job offer is made, the offer
recipient must suffer a detrimental effect.
Targeted recruitment can achieve the same ends of inclusion as open recruitment,
though by a different mechanism.
Measures of emotional intelligence are a valuable supplement to personality tests in a
selection context, because they have little similarity to personality.
Employees may not like a supervisor who speaks in a derogatory way towards them,
but evidence suggests they seldom actually turnover as a result of these feelings.
Changes to jobs have become so radical that the concept of "jobs" is no longer a useful
concept in most organizations.
The O*NET contains work context factors pertaining to interpersonal relationships and
to structural job characteristics.
Competency based job analysis is a way to facilitate increased staffing flexibility.
It is probably best to avoid listing who is eligible for open positions in a mobility
policy, because it will just lock the organization in.
Applicants tend to react very negatively to the interview.
If an employer hires an independent contractor, it may reduce the employer's exposure
to laws and regulations governing the employment relationship.
The influence of the recruiter on the applicant is more likely to occur in the initial rather
than the latter stages of the recruitment process.
Sometimes members of the internal workforce will resent external hires, which can
limit the effectiveness external hiring.
