Week 2: Recruitment and selection

Question 1

HR planning cycle (WF planning)

Answer 1

Workforce planning- organisation ensuring that it has right number of people with the right skills, roles- now & in future.

HR Planning cycle:
1. Stocktaking- identify range of factors currently impacting operations; external & internal.
(economic climate, employment legislation)
2.Forecasting- prediction of the S&D of labour in order to meet strategic goals of the firm. Hiring in line w/ strategic development.
*hire/fire
*switch up part-time and full-time
*increase or decrease working hours

3. Action planning- make a plan.
   there is either
   L shortage: retain, redeploy, recruit)
   L surplus: decrease of hours worked
4. Implementation- implement action plan. Recruitment or L&D.
5. Asses and adjust- was our strategic plan good? Changes? Evaluate–> plan–>review!

Question 2

Internal and external forecasting

Answer 2

Internal-
*nr. of employees in an organisation
*examine skills, competences, motivation, knowledge.
External-
*demographics
*migration
* work ability
*wage levels

Question 3

Talent management

Answer 3

Recruit best employees that would be dominant in future. Valuable employees to strategy and development.

“Stars”–> HIPOs; coaching and career management is key.

Talent management strategy-
where to allocate HIPOs?
ex. cabin crew vs. pilot. Choose cabin crew HIPOs.

Question 4

Recruitment and selection process

Answer 4

Business strategy–>WF planning–>JA—>Recruitment—>Selection

Question 5

Job analysis

Answer 5

Process to gather detailed info about the various tasks and responsibilities involved in a position.
Knowledge, skills, attitudes, behaviours, abilities needed.
*Helps reward management
*To determine L&D objectives
*Helps address questions in performance management
*Base for recruitment and selection

In the end creates:
A)Job description
B)Person specification

Question 6

Methods of job analysis

Answer 6

*Background info
*observations
*questionnaires
*interviews
*wearables
Cafe example in video

Question 7

Recruitment methods

Answer 7

1.Internal
vacancy advertised within existing employee base in organisation.
+cost efficient
+already familiar with the organisation
+important to staff development
+motivating
- restrict innovation
- limited pool
- skill gap
- high training costs
2.External
looking to fill vacancy outside of employee base.
+ and - vice versa uf internal.
3.E-recruitment
can be used as part of internal & external recruitment. Either organisations page or webpage.
4.International recruitment
advertising to potential candidates who are currently residing overseas.
+ incr. possibility to find best fit.
- immigration policies
- high costs

Question 8

Recruitment methods can divide in…

Answer 8

*Formal
vacancy officially advertised, wide pool of applicants.
*Informal
informally informed about the vacancy, proactive approach, individual.

Question 9

AIDA in job advert

Answer 9

Attention
Interest
Desire
Action

Question 10

Shortlisting

Answer 10

candidates who closely match needed abilities are separated from others.
“Shortlisting matrix”
Online screening- using software done digitally.

Question 11

Employer branding

Answer 11

*Perception of a brand (ratings, reputation, familiarity)
*Implication for employer branding-
pointless spending money on explicit statements if it contradicts to brand image.
*Congruency required between employer branding and –>
corporate and organisational identity
current brand image

Question 12

Wide nets vs wide trawls

Answer 12

Wide nets-
position that are hard to recruit for, small pool of candidates, effort to find a BIG FISH. “head hunting” etc.
Wide trawls- vice versa, job boards, adverts etc.

Question 13

Selection

Answer 13

Person-job fit
Person-organisation fit
To predict job performance.

*Validity- measures attributes that are actually valuable to the job.
*Reliability- ex. test repetition etc.
*Legality- adverse impact: employment practices that appears neutral disproportionally affect members of a protected group. Without business necessity. (family questions not ethic etc.)

Question 14

Selection interviews

Answer 14

Structured interview
1. Competency based- about specific behaviours.
2. Situational based interview - what would you do in this situation?
3. Strength based interview- what you enjoy working at?

Unstructured interviews
informal, predictive validity as tossing coin.

Types:
*Video interview
*telephone interview
*one-to-one
*panel interviews- interview more than one person.

Question 15

Problems with selection interview

Answer 15

*Confirmatory bias-
interviewers take on impression quickly and then asks question to confirm it.
*Horns and halo effect -
Centered on one single characteristic.
*Stereotyping-
predjudice of a certain group
*Contrast error-
comparing candidates, that either gives better or worse perception. Should be judged individually.
*Projection error-
rating candidates with similar experience, characteristics as themselves higher.

Question 16

Psychometric testing types

Answer 16

“mental measurement”
*general intelligence tests
*attainment tests- measures levels of knowledge and skill.
*cognitive ability tests-
-Verbal comprehension: to understand written and spoken languages
-Nummerical ability
-Reasoning ability
!possible adverse impact!
Do not use:
Personality assessment: Openness to experience, Agreeableness, Neuroticism

Question 17

Asessment center techniques

Answer 17

*Leaderless group discussions
*Psychometric tests
*Work sample tests
*In-tray exercises
*One-to-one interviews

Asessment centres are usual in graduate recruitment.

Question 18

External recruitment types

Answer 18

*Recruitment consultants
*Employee referrals- less expensive external recruitment form. Inviting existing employees to recommend someone from outside the organisation.
*Graduate recruitment- target is the graduates.