asliyalcin_PSY341_CHAPTER4.pptx

CHAPTER 4 Employee Recruitment,Selection & Placement Inst. Aslı Yalçın Çankaya University Psychology Department Employee Recruitment & Selection & Placement   JA  basic foundation of personnel psychology JA- better able to find persons who can fill those jobs & excel at performing them.  Or...

CHAPTER 4 Employee Recruitment,Selection & Placement Inst. Aslı Yalçın Çankaya University Psychology Department Employee Recruitment & Selection & Placement   JA  basic foundation of personnel psychology JA- better able to find persons who can fill those jobs & excel at performing them.  Organizations spend much time, money & energy to recruit and select a qualified, capable and productive workforce.  Range from a thousand – hundreds thousands $ (nearly 3 times of the annual salary)  Organizations realize;  Employee Recruitment & Selection  Employee recruitment & use the info. from job applicants make selection decisions?  How organizations place workers in appropriate jobs?  Legal issues in selection & staffing Employee Recruitment   Employee recruitment: the process of attracting potential workers to apply for jobs. Starting point- understanding of the job & what KSAOs needed      advertisements, employment agencies, and employee referrals. Web-based career sites (e.g. Linkedin) Research on effectiveness of recruitments;  Employees referrals & applicant-initiated contacts (walkins)  high quality workers & more likely to remain in the organization. Employee Recruitment   Recruitment  A two-way process: Majority of young job applicants… • • • • • • •  Larger Multinational Type of industry Profitability of company Company’s reputation Opportunities for employee development and advancement Organizational culture Characteristics of an organization’s recruitment program influence applicants’ decisions • • • trustworthy competent informative Employee Recruitment  Present applicants with an accurate picture of the job. (Not misleading & in overly positive manner)  Realistic job previews (RJPs): accurate descriptions of a job’s daily tasks, duties, and responsibilities. (e.g. oral presentation from the recruiter, visit to the job site, a discussion in a brochure, video or company web-site, work simulations)   RJPs  job commitment & job satisfaction & turnover Employee Screening & Selection     Employee screening; the process of reviewing information about job applicants to select individuals for jobs. Data sources; resumes, job applications, letters of recommendation, employment tests, and hiring interviews Employee selection: actual process of choosing people for employment from a pool of applicants All information obtained from employee screening process is combined to make selection decisions. A Model of Employee Selection   The model of recruiting & hiring effective employees consists two categories of variables; Criteria: measures of job success typically related to performance. E.g. Criterion for successful basketball performance  the number of baskets Criterion for successful sales performance  dollar sales figures  Job Performance ; also (e.g. job satisfaction, organizational commitment)  Predictors: variables about applicants related to the criteria; (knowledge, expertise, skills etc…) A Model of Employee Selection Employee Selection  Primary goal in selection process; 1. maximize the probability of accurate decisions 2. decisions free from discrimination  Ideally; employ the applicants who will be successful & reject who will not be successful.  Two types of errors in employee selection;   Erroneous acceptances (false positives): Erroneously accepting applicants who would be unsuccessful on the job. Erroneous rejections (false negatives): Erroneously rejecting applicants who would be successful on the job. Employee Selection  Selection Outcomes;   Erroneous acceptances (false positives) Erroneous rejections (false negatives) should be minimized!   Correct acceptances (true positives): correctly accepting applicants who would be successful on the job Correct rejections (true negatives): correctly rejecting applicants who would be unsuccessful on the job. should be maximized!   Too often, employee selection decisions are made subjectively; clinical approach Decision maker combines the info. to obtain general impression about applicants Employee Selection  Use of statistical decision-making model  Combines info. for the selection of applicants in an objective, predetermined way. - Multiple regression  uses various predictors • • •  Combines the various predictors in an additive, linear fashion. The ability of each of the predictors to predict job performance can be added together. Higher scores on the predictors higher scores on the criterion Compensatory approach; high scores on one predictor can compensate for the low scores on another. Employee Selection   Use of statistical decision-making model Combines info. for the selection of applicants in an objective, predetermined way. - Multiple cut off models  using a minimum cutoff score on each of the various predictors of job performance (mostly in public organizations with a lot of applicants) An applicant must obtain a minimum cut-off score on each predictor.  Scoring below the cutoff on any one predictor automatically disqualifies the applicant. E. g. Hiring a teacher who have scored above the cut-off on a national teacher’s examination.   Ensures all eligible applicants have some minimal amount of ability on all dimensions that are Employee Selection   Use of statistical decision-making model Combines info. for the selection of applicants in an objective, predetermined way. - The multiple hurdle model  uses an ordered sequence of screening devices. At each stage, a decision is made either to reject the applicant / allow to proceed to the next stage. E. g. Police officer- hurdle is receiving a passing score on a civil service exam. If the passing score obtained; application blank is evaluated. - Applicant who cannot pass the exam is no longer considered. - Applicants who passes all the hurdles are selected.  Advantage: Unqualified persons do not have to go through the entire evaluation program. E.g. Multiple Hurdle Model for Police Officers Employee Placement   Employee Placement; deciding to which job hired workers should be assigned (when two or more job openings) Also, can be used when organizations close departments but not want to lay off workers. (Reassign the workers to other positions)    I & O psychologist- The best fit for the already hired applicant (KSAOs & the requirements of the job) How a particular ind. fits with a particular workgroup or team? Multinational organizations  international Equal Employment Opportunities In Employee Selection & Placement  Civil Rights Act (1964), Title VII: protect against discrimination in employment on the basis of race, ethnicity, background, gender or religious preference.  The federal Equal Employment Opportunity Commission (EEOC; 1965): has established guidelines to ensure against discrimination against minorities and other protected groups during selection & placement. EEOC – Uniform Guidelines on Employee Selection Procedures (1974, 1978) Protected groups: women, African-Americans, Native Americans, Asian Americans & Latinos   Equal Employment Opportunities In Employee Selection & Placement      Age Discrimination in Employment Act & American with Disabilities Act (1990): Protected groups extended to the older (above 40 yrs old) & disabled workers. If some action found to discriminate against these groups; adverse impact exists Adverse impact: members of a protected group are treated unfairly either intentionally or unintentionally by an employer’s personnel action. (disproportinate percentage of people in a particular group to be hired in comparision to another group) 4/5 th Rule: Adverse impact exists when the selection rate for any protected group is lower than 4 /5 or 80% of the group with the highest hiring rate. Equal Employment Opportunities In Employee Selection & Placement    If the 4/5 th rule shows an adverse impact; the employer must show that hiring procedures are valid. ADA (1990); against discrimination for disabled workers & requires employers to make reasonable accomodations for disabled workers to perform jobs. Disabled applicants may encounter difficulties with selection test (disabilities may interfere with test performance) E.g. a vision-impaired applicant may need to take a largeprint version of a paper-pencil test. - Problem; comparing the results of two tests. Equal Employment Opportunities In Employee Selection & Placement    Family Medical Care Leave Act (1993): protects employees with children from employment discrimination. Allows for 12 weeks of unpaid leave for family or medical emergencies. Affirmative Action: ensures that jobs are made available to qualified persons regardless of sex, age or ethnic background.  Hire & promote a member of a protected group over an ind. from the majority group if two are determined to be equally qualified.  Exceptions to Title VII: particular position requires the workers to be of only one class. Bona Fide Occupational Qualifications