1. Instructions: Please provide a Summary of Chapter 5.

   ( Human Resource Selection, 8th Edition Ebook Author(s): Robert D. Gatewood, Hubert S. Field chapter 5) - Recruitment is a distinctive process that is separate from, yet functions parallel to, theselection process. Nonetheless, the more successful the recruiting process is, the morethe firm benefits from rigorous selection. By attracting more applicants and creating a largeapplicant pool, the firm can bepickierabout who is hired; thereby enhancing the likelihoodthey will select candidates who are more likely to be high performers committed to the work.Furthermore, to the extent the recruiting process makes the organization more attractive tothe candidate, the acceptance rate of highly sought-after candidates will increase. Thus,recruitment is critical to the organization because the success of a company is closely relatedto the quality of its workforce.Attracting the attention of a job seeker, then generating and maintaining the candidatesinterest throughout the selection process up to the job offer requires knowledge about thebest recruiting methods, messages, and messengers (recruiters). Although prior research ofrecruitment has been less systematic and less informative than the complexity of the topicrequires, in this chapter, we shine light on what is known. In addition, we also highlightwhat is understood about the use of new technologies (Internet and social media) that haveradically transformed the speed and breadth of information disseminated to candidates.1To do so, we will discuss the key prehire applicant reactions and attitudes, including thecandidates perceptions of the organizations image or reputation, anticipatory fit to the joband the organization, and intention to pursue the job opportunity and accept a job, if anofferisextended.This chapter primarily focuses on external recruiting, which requires generatinginterest when bringing a job opening to the attention of a potential applicant who doesnot currently work for the organization. Although internal recruitment from theorganizations existing workforce also plays a role in selection, this chapter focuses onexternal recruiting for three reasons. First, there has been a sharp decline in the use ofinternal labor markets2and a concomitant increase in the use of external means drivenby the Internet, like job boards and career Web sites, as well as the increased use ofsocial media (Facebook, LinkedIn, Twitter, and so on). Second, there is very littleresearch on internal approaches, like job posting and internal talent management.3Third,the ability to make the potential internal candidate aware of the opportunity and thus torecruitthem is significantly different and easier. More important, because promotions aretypically desired and valued by current employees, it is less challenging to manage theinterest of internal applicants throughout the (truncated) selection process. In the nextsection, we discuss a model of the external recruitment process, followed by a detaileddiscussion of various recruiting strategies pursued over the entire selection process.

   All summaries of the assigned weekly chapters must be at least 300 words as thought-out responses are required. The assignments should represent the students careful, thoughtful efforts to cover the key elements of the topic thoroughly. Homework assignments should contribute substantive value to the understanding of the subject. Content should go beyond mere description or paraphrasing. Students must always submit work that represents their original words or ideas. If any words, ideas, or assignments are not your own, you must cite all relevant sources and make clear the extent to which such sources were used. Failure to cite your work will result in the student not receiving full credit for the assignment.