This chapter presents the following content: When applicants and organizations misrepresent themselves, the costs of traditional recruitment, addressing the problem: realistic recruitment, realistic recruitment and the communicative organization. | PART TWO Challenges and Misunderstandings Chapter 7 ORGANIZATIONAL CHALLENGES Realistic Recruitment (pp. 123-137) OVERVIEW When Applicants and Organizations Misrepresent Themselves The Costs of Traditional Recruitment Human Factor Financial Factor Addressing the Problem: Realistic Recruitment How RJPs Work The Medium of the RJP Time of Administration of the RJP Realistic Recruitment and the Communicative Organization Realistic Recruitment Why is understanding the process of how organizational members are recruited and selected (or not selected) important? How does communication during the recruitment process affect individual and organizational outcomes? How do applicants intentionally mislead employers? How do employers intentionally mislead applicants? Realistic Recruitment Exchanging realistic, truthful information during the recruitment and selection process will benefit both the individual and the organization, affecting job satisfaction, organizational commitment, job . | PART TWO Challenges and Misunderstandings Chapter 7 ORGANIZATIONAL CHALLENGES Realistic Recruitment (pp. 123-137) OVERVIEW When Applicants and Organizations Misrepresent Themselves The Costs of Traditional Recruitment Human Factor Financial Factor Addressing the Problem: Realistic Recruitment How RJPs Work The Medium of the RJP Time of Administration of the RJP Realistic Recruitment and the Communicative Organization Realistic Recruitment Why is understanding the process of how organizational members are recruited and selected (or not selected) important? How does communication during the recruitment process affect individual and organizational outcomes? How do applicants intentionally mislead employers? How do employers intentionally mislead applicants? Realistic Recruitment Exchanging realistic, truthful information during the recruitment and selection process will benefit both the individual and the organization, affecting job satisfaction, organizational commitment, job performance, and turnover. Applicant Misrepresentations Misrepresent Qualifications “stretch the truth” on application and resume Overstating qualifications Providing altered or nonexistent academic credentials Including phony references Misreporting previous work history Exaggerations and Lies Misrepresent Cultural Preferences Unmet needs and desires Unmet expectations Dissatisfaction Involuntary Turnover Figure and (p. 125) Employer Misrepresentations Traditional Recruitment Positive characteristics are communicated to outsiders Advertised features are distorted to make them even more positive Any information (regarding details of the job or aspects of the organizational culture) that might seem unattractive to a potential employee is not communicated Figure (p. 127) Inflated Expectations Low Performance ---> Involuntary Turnover Low Commitment ---> Voluntary Turnover Costs of Traditional Recruiting The Human Factor Low Satisfaction Low Commitment Low Performance Increased Turnover
