2:Recruitment and Selection Flashcards
What is the workforce? What is it made up of?
The workforce is drawn from the segment of the population of working age
This ranges from 16 up to state retirement age
What is the talent paradox
The current talent paradox is that,
- Despite high unemployment,
- Many companies are facing shortages in the critical areas
- Where they most need to attract and keep highly skilled talent
In other words, a surplus of jobseekers doesn’t mean that talent is available where and when it is needed
Show graphically how HR planning relates to strategy
What are the different stages in the recruitment process
ESTABLISH THE NEED
IDENTIFY THE REQUIREMENT
ATTRACT CANDIDATES
IDENTIFY THE “BEST” CANDIDATE
EVALUATE THE RECRUITMENT PROCESS
What are the different ways of assessing job quality?
The quality of jobs on offer in the labour market varies
Traditionally, economists have used PAY as the measure of job quality
- However, this may no longer be an appropriate measure
Social scientists have stressed the level of skill as a key measure
- Skilled work not only provides workers with better pay but also more variety, personal autonomy and involvement
Ultimately, it gives them more control over their effort
What are the important questions you should ask to establish the need for recruitment
Establish the need
- Is the role required
- Is recruitment appropriate
- Can the need be satisfied using existing resources?
- If not can the work be re-designed to allow this?
- Should the requirement be filled by recruitment or outsourcing?
- Should recruitment be delayed to save costs
What are the ways of identifying the requirement for recruitment
Identifying the requirement
- Job description: purpose; duties; responsibilities
- Person specification: physical; qualifications; intelligence; interests; motivation
- Common to differentiate between requirements that are essential to the job and those that are merely desirable
- Competencies: the work related personal attributes, knowledge, experience, skills and values that a person draws on to perform their work well
- E.g. planning and organising, managing relationships, decision making
What are the different ways of attracting candidates
Attracting candidates
- Informal personal contacts
- Word of mouth
- Formal personal contacts
- Employee referral schemes; open days
- Noticeboards
- Internal or external
- Press/media advertising
- E.g. local newspapers; radio; TV
- Internet advertising
- External sources
- E.g. Job Centres; careers service, “head hunters”
What are the different ways of identifying the best candidate
Identify the “best” candidate
Shortlisting
- Screening CV, cover letter
- Explicit vs implicit criteria
- Self de-selection
- Job previews
- “Killer” questions
- Software-based CV assessment
- Secondary short listing
- Telephone interview
Interviews
- Structured, unstructured
Aptitude tests
- Specific skills; ability
Assessment centres
Job simulation
References
- Employer; Personal
Gamification
What are some recruitment difficulties and their solutions
Problems: Solutions
Lack of necessary skills: Appoint people with “potential”
Insufficient experience/qualifications: Take account of broader range of qualities
Applicants expect more pay than offered: Increase pay or salary
No applicants: Redefining the job, bounty payments to staff
What are the different costs of recruitment?
Cost of recruitment
- Direct recruitment costs
- Sign on bonus
- Work permit
- Relocation
- Training
- Productivity costs
- Downtime associated with jobholder changing jobs
- Start up time required
- Shortfall in productivity
- Psychological impact of “failure” (internal candidates)
- Failure costs
- No appointable candidate
- Wrong decision
Whats the different ways the recruitment process is evaluated?
Effectiveness
- Progress, duration of employment etc
- Difficult to determine, but may be able to assess over large sample
Efficiency
- Cost of process, offer acceptance rate etc. cost per candidate
Fairness
- Often limited to tracking gender, race, disability etc.
Explain the social process model
Social Process Model
- Recruitment and selection is a two way process
- Both candidate and organisation are evaluating
- Assessment process enables exchange of information and evaluation of compatibility
- Matching expectations and needs; culture and values
- Assessment as a learning process
What is performance mgmt.?
A process which contributes to the effective management of individuals and teams
to achieve high levels of organisational performance
It establishes SHARED UNDERSTANDING about what is to be achieve and an APPROACH TO LEADING AND DEVELOPING PEOPLE which will ensure that it is achieved.
