External Recruiting Systems

Use Problem Set 1 instructions.  Submit through the Assignment’s window by the due date.

Q1:  In 8 – 20 well written sentences answer the following questions

1. After reading chapters 5 and 6, discuss two advantages and two disadvantages of external recruiting systems.  Do the same for internal recruiting systems (two advantages and two disadvantages).
2. Compare the advantages and disadvantages across the external and internal classifications.  Are the advantages and disadvantages symmetrical or asymmetrical?  

   Analyze and explain.

Two advantages of external recruiting systems are it opens the organization up to a larger pool of applicants, which increases its chances at finding the right person for the job and bringing in fresh talent from the outside can help motivate the current employees to produce and achieve more in hopes of obtaining the next promotional opportunity. Two disadvantages of external recruiting systems are it can take longer and also cost more than hiring from within the organization.  Also, it can damage employee morale because current employees may feel this lessens their chances for promotions. Whereas, two advantages of internal recruiting systems are when an organization promotes from within or fills new positions with internal candidates, there is a positive effect on staff morale and it also costs the organization less to hire within.  A few disadvantages of this method are it can limit the flow of new ideas into an organization that can help to spur growth and development. Internal recruitment can offer incentive for employees to perform well, but it also can create an atmosphere of competition that can be counterproductive.  The advantages and disadvantages of internal and external recruiting systems are asymmetrical because when comparing the two the advantages of one are the disadvantages of the other.

Q2:  In 8 – 20 well written sentences answer the following questions.

The following scale of measurement came from a performance appraisa1.  

                                Poor              Fair     Average    Good     Excellent

Cooperation          ____      ____     _____       _____      _____

Job Knowledge     ____      ____     _____       _____      _____

In this part of the performance appraisal, the rater inserts one (and only one) checkmark for each of the dimensions (that is, one check mark for “cooperation” and one checkmark for “job knowledge”).  

1. What is the scale’s level of measurement?  (“This is a ____ level scale.”)
2. In what conditions should the rater use this level of measurement?  Be specific.
3. In what conditions should the rater not use this level of measurement?  Be specific.
4. What differentiates this scale from the other three scale levels discussed in the text?

The Likert’s scale of measurement has five response categories that are often believed to represent an interval level of measurement.  However, this can only be the case if the intervals between the scale points correspond to empirical observations in a metric sense. This level of measurement should be used when the rater wants to get an overall measurement of a particular topic, opinion, or experience and also collect specific data on contributing factors. The Likert’s scale should not be used if there is a particular need for exact measurements because it only provides an overall measurement. It differentiates from the other scales because it is based on an overall measurement which allows for various choices to be picked.  However, only one measurement can be picked so depending on the rater this could be different.  Whereas, the other measurements are more exact and have less ability to be different.