Post on 26-Dec-2015
EMPLOYEE TESTING AND SELECTION
Dr. Zanete Garanti
Faculty of Business Administration
DIFFERENCES BETWEEN RECRUITMENT AND SELECTION
Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms
for the post have arrived at the organization
Selection then consists of the processes involved in choosing from applicants a
suitable candidate to fill a post
Attracting the right candidates to apply for a job can be an expensive process
It is even more expensive when done badly because when unsuitable candidates apply for
a job, then the post may need to be re-advertised so it is best to get it right first
time!
The starting point is to carry out job analysis (planning) to identify the sorts of skills,
knowledge and essential requirements that someone needs to have to carry out a job
RECRUITMENT DEFINITIONS
The process or art of finding candidates for a post in an organization
Refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm
Recruitment can focus on the internal labor market (pursuing staff already employed by the organization) or the external labor market (pursuing applicants from outside the organization)
INTERNAL RECRUITMENT
This refers to the filling of job vacancies from within the business where existing employees are selected rather than employing someone from outside
A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development program has been effective
HOW TO DO INTERNAL RECRUITMENT?
Internal vacancies are usually advertised within the business via a variety of media: Job offer to particular employee as a result
of individual assessment Internal database Staff notice boards Intranets In-house magazines / newsletters Staff meetings
INTERNAL RECRUITMENT: SUMMARY
Advantages Disadvantages
Knowledge of how a business operates will need shorter
periods of training and time for 'fitting in’
Replacement of the person who has been promoted
Person is used to working with others in the organization
An insider may be less likely to make the essential criticisms required to get the company
working more effectively
Internal promotion acts as an incentive to all staff to work harder within the organization
Promotion of one person in a company may upset someone
else
The strengths and weaknesses of an insider known. Avoid an
outsider who may only be a success 'on paper’
EXTERNAL RECRUITMENT
External recruitment is the process of searching outside of the current employee pool to fill open positions in an organization
It can cost more than hiring from within, but it also provides an opportunity for a fresh outlook on the industry that a company may need to stay competitive
SUCCESSFUL EXTERNAL RECRUITMENT
The HRM function has to take initiatives in four important areas to make the external recruitment efficient, quick and bringing the right quality of candidates:
Organization Brand Name (http://www.forbes.com/sites/georgeanders/2012/10/11/the-20-most-desired-employers-from-google-to-loreal/)
Correct Positioning of Job Posting Channels used to promote the job vacancy Speed of the Recruitment Process
EXTERNAL RECRUITMENT: SUMMARY
Advantages Disadvantages
Provides new ideas and new insight Loss of time due to adjustment
Allows employee to make changes without having to please
constituent groups
Destroys incentive of present employees to strive for
promotions
Does not change the present organizational hierarchy as
much
No information is available about the individual’s ability to fit with the rest of organization
RECRUITMENT CHANNELS: JOB ADVERTISEMENTS IN MEDIA
Advertisements are the most common form of external recruitment. They can be found in many places: local and national newspapers, notice boards, recruitment fairs.
It allows to attract wide range of applicants, but can be costly and time consuming process.
Job centers are paid by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use
What could be advantages and disadvantages using job centers?
RECRUITMENT CHANNELS: JOB CENTERS
Recruitment agency provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They often specialize in particular employment areas e.g. nursing, financial services, teacher recruitment etc. They work for fee, that can be up to 20% of candidates’ salary
What could be advantages and disadvantages using job centers?
RECRUITMENT CHANNELS: RECRUITMENT AGENCY
HEAD HUNTING
Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set
Headhunting is also a recruitment process that involves convincing the person to join your organization
Often referred to as ‘word of mouth’ and can be a recommendation from a employee, colleague at work, business partner etc. . A full assessment of the candidate is still needed however but potentially it saves on advertising cost.
What could be advantages and disadvantages using personal recommendations?
RECRUITMENT CHANNELS: PERSONAL RECOMMENDATION
RECRUITMENT CHANNELS: INTERNET
Modern, fast and popular way to attract attention. Advertisements can be placed in: Site of company: people who are interested in
your company will find you! Job advertisement site, Recruitment agency site, Other opportunities (banners , social networking sites etc.)
Using connection with schools and universities to find new professionals.
Employee Leasing- arrangement in which a firm (called subscribing firm) transfers its employees to another firm (called leasing firm). The subscribing firm leases its employees back as employees of the leasing firm and usually pays more for their services than their salaries at the time of transfer. This way the payroll and associated expenses and taxes of the leased employees become the leasing firm’s liabilities.
Employee Outsourcing- company provides employees either on a short or long-term contract basis.
RECRUITMENT CHANNELS: DIFFERENT CONNECTIONS, EMPLOYEE LEASING, EMPLOYEE OURSOURCING ETC.
SELECTION Is the process of discovering the qualifications and
characteristics of the job applicant in order to establish their likely suitability for the job position.
A good selection requires a methodical approach to the problem of finding the best matched person for the job.
• Selecting the right candidate
• Rejecting the wrong candidate
Positive outcome
• Selecting the wrong candidate
• Rejecting the correct candidate
Negative outcome
SELECTION PROCESS
Resumes/ CVs Review
Initial Screening Interview
Analyze the Application Blank
Conducting Tests and Evaluating performance
Preliminary Interview
Core and Departmental Interviews
Reference checks
Job offer
Medical Evaluation
SELECTION TECHNIQUES AND THE FREQUENCY OF USE
Technique Percentage of firms reporting to use (USA)
Reference checking 96
Interviews 94
Application forms 87
Ability tests 78
Medical examinations 50
Mental ability 31
Drug tests 26
Personality inventory 17
Weighted application forms 11
Honesty tests 7
Lie detector tests 5
APPLICATION FORMS Contains:
Personal information Education, qualifications Work experience, salary Personality items References
Evaluation of application forms:
1. Clinical method In this method, all the information furnished by the
applicant in the form is analyzed and inferences are made about applicant’s personality
2. Weighted method In this method, certain points or weights are
assigned to each item in the application form
SELECTION TESTS
Intelligence Interest Aptitude Personality Achievements Situational Graphology Others See the test examples:
http://www.jobs.mahle.com/C12578D4003EF749/vwContentByUNID/F9CE3FA1CF74AC37C1257B3C005E4964/$FILE/Pre-Employment%20Math%20Morristown.pdf
Interviews
Preliminary interview
Selection interview
Decision making
interview
Unstructured
Formal and structured
Stress
Group
Panel In- depth
NEXT CLASS: JOB INTERVIEW
We are going to have a job interview role play on Tuesday, March 24.
Here is the situation: You are a graduate of UMK, Faculty of Business. You
applied to work in a KOOP bank as a bank clerk. Prepare yourself for a job interview as both
interviewer and an applicant. You will be assested on ability to carry out both
roles (it will count as your first quiz). Attendace is compulsory! Find examples of the job interview questions
and prepare both to ask them and to answer them: http://jobsearch.about.com/od/interviewquestionsanswers/a/top-50-job-interview-questions.htm
INDUCTION Induction is a structured and standardized means
of communicating corporate goals, policies, procedures and standards to new staff. It assists with their socialization into organizational values and culture.
It is a supportive process that includes mentoring, coaching and the provision of information and learning materials that address technical and professional aspects of the job. It is primarily work-based and, as such, is the responsibility of the department and supervisor.
Induction is an opportunity to discuss what systems are in place for managing and supporting staff, including their career development, training, and performance management.
A PROPERLY CONDUCTED INDUCTION SHOULD: Reinforce the staff member’s decision to join the
organization, Enable staff to quickly commence work in an effective
manner, Clarify expectations and reduce anxiety, Increase the predictability of a staff member’s behavior,
i.e. that he or she will act in accordance with their terms and conditions of employment and in the interest of the organization,
Promote enthusiasm and excitement about the staff member’s role,
Link the new staff member to the organization’s work and collegial networking structures,
Provide information about staff member’s rights and obligations.
APPLICATION HOMEWORK
Chapter 6 of Dessler HRM book: http://
www.prenhall.com/behindthebook/0131746170/pdf/Dessler2_When_On_Your_Own.pdf