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A study of HR departments in large organizations found that the focus on recruitment
and selection activities had decreased significantly over the past several years.
Performance management systems enable organizations to ensure that an initial
person/job match yields an effectively performing employee.
Individuals who use drugs have been shown to have higher levels of absenteeism and
counterproductive work behaviors.
It is quite difficult for applicants to successfully make a case that there has been fraud
or misrepresentation in recruitment advertising.
The initial interview is the least expensive method of initial assessment.
Strategy planning incorporates evaluating the organization's strengths, weaknesses,
opportunities and threats.
One problem with job postings is that employees may believe that someone has been
selected before the job was posted and so will either not bother to apply or will believe
the system is unfair.
Most initial assessment methods have moderate to low validity.
Under a hybrid system, neither open nor close steps are implemented.
Pay, benefits, and promotions are typical intrinsic job rewards.
Drug test results can be very accurate with low error rates, if the proper procedures are
followed.
Under a closed internal recruitment system, employees are not made aware of job
vacancies.
Job requirements job analysis begins by identifying the specific tasks and the job
context for a particular job.
Data shows dramatic decreases in organizational stock price following a downsizing,
especially if the downsizing organization restructures assets during downsizing.
Terms and conditions of employment offered by employers unintentionally are not
legally enforceable.
Organizations that need to fulfill a position quickly should try to implement techniques
that identify a large pool of interested individuals who are ready to work immediately.
Subject matter experts should not include previous jobholders, private consultants, and
customers/clients.
