The Hiring Stage: Recruitment and Employee Selection PDF
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This document provides an overview of the hiring stage, including recruitment and employee selection. It covers recruitment methods, such as using referrals, advertising, and online job boards. The document also details different types of tests used to assess candidates, such as personality and skills tests.
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The Hiring Stage: Recruitment and Employee Selection RECRUITMENT What is Recruitment? It is an HRM practice of tracing and enticing probable hires from a pool of job seekers. The company starts by notifying job seekers about the qualifications needed to match the particular job and the...
The Hiring Stage: Recruitment and Employee Selection RECRUITMENT What is Recruitment? It is an HRM practice of tracing and enticing probable hires from a pool of job seekers. The company starts by notifying job seekers about the qualifications needed to match the particular job and the personal and professional advancements they can offer. Sources of Locating and Attracting Candidates 1. Outside Sources a. Advertising b. Walk-ins c. Internet Recruiting d. Employee Referral Program 1. Up the Ante 2. Pay for performance 3. Tailor the program 4. Increase Visibility 5. Keep the Data 6. Widen the Boundary of your Strategy 7. Measure Outcomes e. Head Hunters f. Campus Recruiting g. Employment Agencies 2. Recruitment from within Advantages and Limitations of Recruiting from Within Setting Performance Goals Promoting from within could make perfect sense due to the fact that the potential candidate is already a member of the work team, and Performance Expectations Of Employees & Superiors managers already know their performance level as well as their good and bad qualities. Above all, internal recruiting lessens recruitment and hiring costs. Streamlining Team Communication Setting Performance Standards Developing HR Training Programs Methods for Identifying Qualified Internal Candidates Inventory Job Posting and Management Job Bidding Talent Organizations communicate information More firms are electronically capturing about job openings through a process qualifications of each of their employees referred to as job posting and job bidding. using some information to properly spot The jobs are normally published on a firm's the skills and capabilities of their existing data base or on company bulletin boards employees. This information system allows easily visible to the employees. It can also the organization to quickly review the be made known through the company's workforce pool to find the most qualified newsletter, internal vacancy notification internal candidate to fill the vacant memo, electronic mail, or via public position. address system Steps in Recruitment Determine Vacancy Plan How to Fill an Open Position Identify the Target Segment Reaching out to Target Segment Meet-up with Job Candidates SELECTION THE SELECTION PROCESS 1.Completion of Application 5. Supervisor/Team Interview 2. Initial Interview 6. Medical Exam/Drug Test 3. Pre-employment Testing 7. Hiring Decision 4. Reference/Background Check 8. Job offer Types of Tests Tests of Cognitive Tests of Motor Measuring Personality I mproving Abilities and Physical and Interests performance through Abilities HRIS Tests of Physical abilities may Personality tests measure basic Computerization and Online also be required. These include aspects of an applicant’s Testing static strength (such as lifting personality such as weights) dynamic strengths introversion, stability, and (pull-ups) body coordination motivation. and stamina Types of Tests (Work Samples and Simulations) Using Work Situational Management Situational Testing and Sampling for Judgement Assessment Centers Video-based Employee Selection Tests situational testing A management assessment The work sampling technique Situational judgment tests are center is a 2- to 3-day Situational tests require tries to predict job performance personnel tests "designed to simulation in which 10 to 12 examines to respond to by requiring job candidates to assess an applicant's judgment candidates perform realistic situations representative of the perform one or more samples regarding a situation management tasks (like job. of the job's tasks. encountered in the workplace making presentations) under the observation of experts who appraise each candidate's leadership potential. Types of Tests (Work Samples and Simulations) Realistic Job Choosing a Selection PReviews Method The employer needs to consider several things before choosing to use a particular selection tool (or tools) Employers such as Honda first train and then have applicants perform several of the job tasks, and then evaluate the candidates before hiring them Thank You For Your Attention
