PRELIMS LESSON 2 Flashcards
process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization
Recruitment
STEPS IN RECRUITMENT AND HIRING
STEP 1: IDENTIFY VACANCY AND EVALUATE NEED
STEP 2: DEVELOP POSITION DESCRIPTION
STEP 3: DEVELOP RECRUITMENT PLAN
STEP 4: SELECT SEARCH COMMITTEE
STEP 5: POST POSITION AND IMPLEMENT RECRUITMENT PLAN
STEP 6: REVIEW APPLICANTS AND DEVELOP SHORT LIST
STEP 7: CONDUCT INTERVIEW
STEP 8: SELECT HIRE
STEP 9: FINALIZE RECRUITMENT
When it is determined a new position is needed, it is important to:
Newly Created Position
When attrition occurs, replacing the role is typically the logical step to take
Replacement
A DECREASE IN THE WORKFORCE
ATTRITION
the core of a successful recruitment process
position description
used to develop interview questions, interview evaluations, and reference check questions
position description
what should the hiring manager identify prior to developing a job description?
General Information, Position Purpose, Essential Functions, Minimum Requirements Preferred Qualifications
contains advertising channels to be used to achieve the goals of the recruitment plan
position’s placement goals
typically developed by the hiring manager in conjunction with the Departmental HR Coordinator
recruitment plan
Recruitment plan elements:
- Posting Period
- Placement Goals
- Additional Advertising Resources
- Diversity Agencies
- Resume Banks
Major Sources of candidates to fill a vacant position
Internal Source
External Source
these are the qualified candidates from the company and within the ranks of its present employees.
Internal Source
effects of hiring internally
- It boosts employee morale
- Career development
- Less expensive of time and resources
- Best applicable for supervisory or mid-level positions.
2 Internal Sources of Recruitment
Promotion
Transfer
reassignment of an employee to a higher promotion
Promotion
Selection of talented personnel from other branches of the company to another branch where there is a shortage of people
Transfer
why do companies hire from outside their company employees?
- No one from within among the next rank or employees can successfully perform the job.
- New vacant position requires added skills due to new technology
- Culture of conflict vying for a new position
Recruitment Methods
- Job posting
- The Word- of -Mouth System
- Advertising media
- Walk ins and Unsolicited applicants
- Campus and University Recruitment
- Job Fair and Open House
- Government Agencies
- The internet
- Recruitment Agency
- Executive Search firms
- Employee referral/ Personal recommendations referral of acquaintances or friends.
When a position becomes available it is posted on the company bulletin board for the information of interested parties.
Job posting
considered as the least expensive.
The Word- of -Mouth System
Advertisements and promotions typically include important information such as the location, job title, description, compensation package, and instructions on how to apply for jobs.
Advertising media
- soliciting applicants through media, newspapers, magazines, radio, television
Advertising media
organizations send recruiters to college to interview students for available positions
Campus and University Recruitment
organizational representatives of the company gather and interview several applicants over a period of time in some specified field. (big events, malls, and city halls)
Job Fair and Open House `
an employment service operated by a state or a local government, designed to match applicants with job openings.
. Government Agencies
person/entity engaged in recruitment and placement of workers for a fee which is charged directly/indirectly to workers/employers or both.
. Recruitment Agency
Head hunters, a consultancy agency, for hiring executive or managerial positions.
Executive Search firms
form to ensure applicants selected for an interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias
selection committee
hiring managers make this committee through a diverse cross-section of the staff
selection committee
Once the position description has been completed, the position can then be posted. Every effort should be made to ensure the accuracy of the job description and posting text. It may not be possible to change elements of a position once posted, because it may impact the applicant pool.
POST POSITION AND IMPLEMENT RECRUITMENT PLAN
-To ensure applicants selected for an interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias, a selection committee is formed
SELECT SEARCH COMMITTEE
A step in recruitment wherein It is recommended that all search committee members review all Applicants to ensure more than one person assesses their qualifications and that individual opinion or biases are avoided
REVIEW APPLICANTS AND DEVELOP SHORTLIST
Human Resources may review all Applicants during this step
REVIEW APPLICANTS AND DEVELOP SHORTLIST
ASSESSMENT METHODS FOR SELECTION AND PLACEMENT
- PSYCHOLOGICAL TESTS
- BIOGRAPHICAL INVENTORY
- INTERVIEWS
- WORK SAMPLES
- ASSESSMENT CENTERS
is a standardized series of problems or questions that assess a particular characteristic
Psychological Test
o Used to assess KSAOs including knowledge, skill, ability, attitudes, interests, and personality
Psychological Test
Characteristics of Test
- Group vs. Individual tests
- Objective vs. Open-ended tests
- Paper- and Pencil vs. Performance Tests
- Power vs. Speed Tests
can be administered to several people at once.
Group test
adminitered when one has to score the items as the test proceeds or when an apparatus is involved that only one person can use at a time.
Individual test
the test taker must choose one of several possible responses
Objective test
an essay exam
Open-ended tests
responses are made in written form, often with a pencil
Paper- and Pencil Tests
involves the manipulation of apparatus, equipment, materials, or tools.
Performance test
gives the test taker almost unlimited time to complete a test.
Power tests
has a strict time limit and designed with time pressure.
Speed test
Candidates are generally favorable toward computer-based testing because it is usually quicker, provides immediate feedback, and results in more timely employment decisions
Computer-based testing
Candidates who are more favorably disposed to a selection procedure have higher test-taking motivation and, consequently, do better on the particular test
Test-taking motivation
assess a person’s capacity to do or learn a particular task.
ability or aptitude tests
Individual cognitive abilities such as the mathematical or verbal ability.
Cognitive Ability tests
assess such things as the ability to manipulate objects and use tools
Psychomotor Ability tests
often called an Achievement test.
Knowledge and skill test
assess what a person is able to do.
skill test
assess what the person knows.
Knowledge test
the predisposition or tendency to behave in a particular way across different situations.
Personality trait
Applicants react less favorably to personality tests than other types of paper-and-pencil tests; this may be because they are less clearly related to job behavior, because they are longer, or because, unlikeability or knowledge tests, personality tests have no “correct” answers
Personality tests
The ability people have to control and recognize emotions in themselves and in others.
Emotional Intelligence Tests
Designed to predict whether or not an employee will engage in counterproductive or dishonest behavior on the job. Cheating, poor performance, sabotage and theft
Integrity Tests
Matcher either the interests or personality of test taker to variety of different occupations and occupational categories.
Vocational Interests Tests
Asks specific experiences at school and work or even other areas of life.
Biographical Information
A face-to –face meeting between one or more interviewers who are collecting information or making hiring decisions and an interviewee.
INTERVIEWS
preplanned questions that are asked of every person who is interviewed.
Structured interview
no specific reference and the applicant is given a free hand taking about himself and the interviewer makes an assessment.
Unstructured interview
KINDS OF INTERVIEW
STRUCTURED INTERVIEW UNSTRUCTURED INTERVIEW ONE-ON-ONE INTERVIEW SERIAL INTERVIEW PANEL INTERVIEW GROUP INTERVIEW
Types of interview Questions
Clarifier Disqualifiers Past focus Skill or knowledge focus Future focus Organizational fit focus
allows the interviewer to clarify information in the resume, application letter, or form, fill in the gaps and obtain other necessary information.
Clarifier
question in which a wrong answer will disqualify a person from further consideration.
Disqualifiers
focus on what the applicant has done rather than what they can do.
Past focus
a type of structured interview question designed to tap an applicant’s knowledge or skill.
Skill level determiner
A structured interview question in which applicants are given a situation and asked how they would handle it.
. Future focus
Questions that tap how well an applicant’s personality and values will fit with the organization’s culture.
Organizational fit focus
An assessment device that requires a person to demonstrate how well he can perform tasks involved in a job under standardized conditions
WORK SAMPLES
Measures how well a person is able to perform the tasks of a specific job
ASSESSMENT CENTERS
It consists of several different types of exercises that take place over one or more days. Used to identify people’s managerial potential.
ASSESSMENT CENTERS
COMPONENTS OF HIRING DECISIONS
Workplace Personality 50% Mental Abilities 20% Experience 18% Education 10% References 2%
HIRING DECISIONS TOOLS
- Resumes/CV’s
- Medical Results
- Background check
- Reference Investigation
- Document Legalities
- Interview
- Psychological Test
o Preparing for the Interview
Panel Interviews
Virtual Interviews
Interview Questions
Process of choosing the right person for the right job from a pool of different candidates who applied for a certain job.
Selection
step in recruitment wherein the Once the interviews have been completed, the committee will meet to discuss the interviewees. Committee members will need to assess the extent to which each one met their selection criteria.
STEP 8: SELECT HIRE
Process of Selection
- Resume Screening/ Application form
- Written test
- Interview
- Medical exam
- Initial job offer (salary and benefits; counter offers; bargaining)
- Final offer
- Induction or placement. (needs documentation)
done to obtain information about a candidate’s behavior and work performance from prior employers that could be critical to your decision, regardless of their skills, knowledge, and abilities
Reference Checks
As past performance is the best predictor of future success, it is recommended references be obtained from current and previous supervisors who can speak to the candidate’s on the job performance
Reference Checks
If an employee engages in harmful behavior, which would have been revealed in a reference check, the company can be held legally responsible for ________
“negligent hiring”
states the law against age discrimination
Congress House Bill 2591
Anti- Age Discrimination Act of 2010
STEPS IN FINALIZING RECRUITMENT
o Initiating the Offer
o Negotiating the Offer
o Countering the Offer
o Finalizing the Offer
