Week 5 Recruitment and Selection Powerpoint Final

8/12/2019 Week 5 Recruitment and Selection Powerpoint Final

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Recruitment and Selection:

Hiring the Right Person


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SHRM 2008 2

Learning Objectives

At the end of this module, students will

understand the:

> Methods used by organizations to recruit

and select employees.

> Legal issues that affect recruitment and

selection.

> HRs role in the recruitment and selection

process.

> Role of supervisors and peers in the

recruitment and selection of team members.


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The Hiring Process

Recru i tment

Select ion

Social izat ion


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SHRM 2008 4

Hiring the Right Person: Recruitment

RECRUITMENT

> The process of attracting individuals in adequate

numbers with the right skills and at appropriate times

to apply for open positions within the organization.


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SHRM 2008 5

Recruitment Issues

Alternatives to recruitment:> Outsourcing.

> Contingent labor.

> Part-time employees.

> Overtime.


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6

Internal Environment

Promotion from within:

> Advantages:

Promotion as a reward for good work.

Motivational tool for other employees. Promoted employee gets up to speed

must faster in his or her new job.

> Disadvantages:

Must fill the position vacated by thepromoted employee.

Lack of new ideas and creativity that may

come from a new person.

Jealousy from those not promoted.


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SHRM 2008 7

Internal Environment

Nepotism: Hiring relatives.

> Does your organization have a policy on

nepotism?

> May be discriminatory.> Must ensure individuals are not in

supervisory positions managing their own

relatives.

> May create issues of favoritism.


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SHRM 2008 8

Internal Recruitment

Job Posting: The process of announcing job

openings to employees.

> Job information must be made available to all

employees.

> Ensure minority workers and disadvantaged

individuals are aware of job opportunities.

> Employee cynicism occurs when there is not

equal opportunity for open positions.

Employee Referrals:

> Some believe this is the route to the bestemployees.

> Can continue discriminatory hiring practices.


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SHRM 2008 9

External Recruitment

Employment agencies. Executive search firms.

In-house recruiters.

Local advertising:

> Newspaper.

> Multimedia.

Internships.

Job fairs.

College recruiting.

Walk-in candidates.


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SHRM 2008

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Screening Interview

Usually conducted by telephone.

Not done in all organizations.

A few straight-forward questions.

Can eliminate those less qualified early in the

selection process.


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Selection

Reliability and validity Selection tools as predictors of job

performance

Combining analysts

Selection and the person/organization fit

Reactions to selection devices


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ReliabilityConsistency of measurement, usuallyacross time but also across judges. (trustworthy)

ValidityThe extent to which the technique

measures the intended knowledge, skill, or ability.

In the selection context, it is the extent to which

scores on a test or interview correspond to actualjob performance.


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Selection tools as predictors of job performance> Letters of recommendation

> Application forms

> Ability tests

> Personality tests

> Psychology tests

> Honesty tests

> Interviewsstructured

> Assessment centers

> Drug tests> Reference checks

> Background checks

> Handwriting analysis


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Personal i ty Tests Extroversion or self-con f idence

Friendl iness

Conscient iousness

Emot ion al stabi li ty Openness to experience


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Structured Job Interview

Situational Interview

Job Knowledge

Worker Requirements

Questions


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Unstructured Does not Mean Unprepared:

Making the Most of the Hiring Interview

Six Simple Tasks

Be prepared

Put applicants at ease in the first few minutes

Dont be ruled by snap judgments or stereotypes

Ask results-oriented questions

Dont underestimate the power of silence

Close the interview with care


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Legal Issues in Staffing

Discrimination Laws

Affirmative Action

Negligent Hiring

Develop clear policies on hiring as

well as on disciplining and

dismissing employees

Check state laws regarding hiring

applicants with criminal records

Learn as much as possible about

applicants past work-related

behavior


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SHRM 2008

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Kinds of Selection Tests

Cognitive aptitude tests measure reasoning,vocabulary, verbal and numeric skills.

Job knowledge tests measure knowledge regardinga particular job.

Work sample tests allow candidates to demonstrate

how they would work on the job. Psychomotor abilities tests assess the skill level of

tasks required on the job.

Personality tests assess traits and personalcharacteristics. They are used to determine if the

applicant is the right fit for the organization. Vocational interests tests identify occupations in

which the candidate is most interested.

Honesty and integrity tests try to measure acandidates truthfulness .


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SHRM 2008

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Interviewing Candidates

Team or individual interviewer? Structured or patterned interview:

> Pre-set questions asked of all candidates.

Nondirective interview:

> Minimum of questions, not planned in advance.

> Open-ended questions; interviewer follows the

candidates lead.

Situational and problem-solving interview:

> Candidate describes how he or she would solve a

problem. Behavioral interview:

> Candidate describes how he or she responded to a

specific situation.


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SHRM 2008

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Background Verification and Reference

Checks

The importance of checking:

> 40 percent of applicants lie about work

histories and educational backgrounds.

> 20 percent of applicants falsify credentialsand licenses.

> 30 percent of applicants make

misrepresentations on their resumes.


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SHRM 2008

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The Job Offer

Making the job offer:> May be done by phone, letter or in person.

> Make arrangements for further conditions:

Physical exam and drug screen.

> Discuss salary and benefits:

Avoid quoting an annual salary.

> Realistic job preview,


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Week 5 Recruitment and Selection Powerpoint Final

Documents

Transcript of Week 5 Recruitment and Selection Powerpoint Final