RECRUITMENT AND SELECTION

Recruitment and Selection

Recruitment and Selection: Giving a Stalled Job Search a Jump-Start

For this paper I have selected an article from Wall street Journal titled “Giving a Stalled Job Search a Jump-Start” published on 20th October 2009. In this article the author has discussed about the problems faced by jobseekers as well as the organizations which are eager to attract competent HR professionals. ecent research has examined whether affective traits are related to job-search behaviors {online.wsj.com}.

This research suggests that individuals who tend to experience positive emotions set employment goals that, in turn, lead to high job-search intensity. Individuals who tend to experience negative emotions, however, are less successful in their job search because they have lower self-efficacy than their counterparts. Another study found that emotionally intelligent job seekers start employment more quickly than individuals with low emotional intelligence. Taken together, these studies reveal that the way job seekers feel, and their abilities to process emotional information have important effects on job-search behaviors and job-search success {online.wsj.com}.

Situational variables that are important for job search include financial need and social support. Financial need is the extent to which a job seeker is experiencing economic hardship. Job seekers who have a greater financial need tend to be more intense in their search for employment. In addition, those with higher benefit levels or a longer duration of benefits tend to remain unemployed for longer periods. Social support refers to the network of friends and family who provide counseling, assistance, and encouragement to job seekers. It predicts job-search behavior and employment success and is particularly important in assisting individuals following job loss.

The consequences of job search include (a) job-search outcomes (outcomes that occur during the search process), (b) employment outcomes (outcomes that are a result of one's job search), and (c) employment quality (outcomes that occur on the job).

Job-search outcomes include the number of job interviews and job offers that a job seeker receives and the speed with which one obtains employment. Job-search intensity is positively related to the number of job interviews and offers received and is negatively related to search duration {online.wsj.com}.

Employment outcomes assess the result of one's job search and refer to whether or not a job seeker obtains employment and the nature of that employment. The most common outcome measure of job search is employment status, or whether or not the job seeker has found a job. Job-search intensity, ...