L3. RECRUITMENT & SELECTION. PPT Flashcards
2 key parts of the hiring process that allow companies to find and attract the best talent
recruitment and selection
involves getting a job description in front of as many people as possible
recruitment
involves narrowing down the pool until you’re left with the best person for the role
selection
the process of generating a pool of qualified candidates for a particular job
recruitment
recruitment goals
attract the qualified applicants
encourage unqualified applicants to self-select themselves out
recruitment process (organization)
vacant or new position occurs
generate candidate pool via internal or external recruitment methods
evaluate candidates via selection process
impress candidates
make offer
recruitment process (candidate)
receive education and choose occupation
acquire employment experience
search for job openings
apply for jobs
impress company during selection process
evaluate jobs and companies
accept or reject job offers
strategic recruiting decisions
hr planning decisions
strategic recruiting decisions
decisions on recruiting sources/methods
sources of recruitment
internal sources and external sources
internal sources of recruitment
- job posting and bidding
- promotions and transfers
- employees referrals
- re-recruiting former employees and applicants
- internal recruiting data base
advantages of internal sources
- morale of promotee
- better assessment of abilities
- lower cost for some jobs
- motivator for good performance
- causes a succession of promotions
- have to hire only at entry level
disadvantages of internal sources
- inbreeding
- possible morale problems of those not promoted
- political infighting for promotions
- need for management-development program
external sources of recruitment
- schools colleges and universities
- labor unions
- media sources
- employment agencies
advantages of external sources
- new blood brings new perspectives
- cheaper and faster than training
- professionals
- no group of political supporters in company
- organization already
- may bring new industry insights
disadvantages of external sources
- may not select someone who will fit the job or organization
- may cause morale problems for internal
- candidates not selected
- longer adjustment or orientation time
internet recruiting methods
- job boards
- employer web sites
advantages of internet recruiting methods
- cost savings
- time savings
- expanded pool of applicants
disadvantages of internet recruiting methods
- more unqualified applicants
- additional work for HR staff members
- many applicants are not seriously seeking employment
- access limited or unavailable to some applicants
recruiting evaluation
- quantity of applicants
- quality of applicants
- yield ratio
- evaluating recruiting costs and benefits
as the goal of a good recruitment program is to generate a large pool of applicants from which to choose, it is a natural place to begin evaluation
quantity of applicants
the issue arises as to whether or not the qualifications of the applicant pool are sufficient to fill the job openings. do the applicants meet job specification and do they perform the jobs well after hire?
quality of applicants
comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
yield ratio
constraints on recruitment
- image of the company
- attractiveness of job
- internal organizational policy
- recruitment cost
process of making a hire or no hire decision regarding each applicant for a job
selection
process of choosing qualified individuals who are available to fill the positions in organization
selection
basic selection area
formal education
experience and past performance
physical characteristics
personality characteristics
selection methods
- testing
- gathering information
- interviewing
measure knowledge, skill, and ability, as well as other characteristics such as personality traits
testing
testing types
- cognitive ability test
- personality test
- physical ability test
- integrity test
- drug test
- work sample testing
measures the learning, understanding, and ability to solve problems
cognitive ability testing
assesses muscular strength, cardiovascular endurance, and coordination
physical ability testing
measures the patterns of thought, emotion, and behavior
personality testing
designed to assess the likehood that applicants will be dishonest or engage in illegal activity
integrity testing
normally requires applicants to provide required sample that is tested for illegal substances
drug testing
measures performance on some element of the job
work sample testing
types of interviews
- structured interviews
- unstructured interviews
2 types of structured interviews
situational
behavioral
selection method that uses a list of predetermined questions. all applicants are asked the same set questions.
structured interviews
type of situational interview, in which the interviewer asks questions about what the applicant would do in a hypothetical situation
situational interview
type of structured interview, in which the questions focus on the applicant’s behavior in past situations
behavioral interview
selection methods that includes interviews with open ended questions and more on about “tell me about yourself”
unstructured interviews
