Recruitment and Selection PDF

RECRUITMENT AND SELECTION I: MEASUREMENT, RELIABILITY AND VALIDITY Measurement- a structured process Turnover Risk Mitigation- strategies and action (reduce employees leaving) New Talent Impact- early recognition New Hire Engagement- actively involving and connecting Manager Selection Strength- ma...

RECRUITMENT AND SELECTION I: MEASUREMENT, RELIABILITY AND VALIDITY Measurement- a structured process Turnover Risk Mitigation- strategies and action (reduce employees leaving) New Talent Impact- early recognition New Hire Engagement- actively involving and connecting Manager Selection Strength- managerial role Passive Pipeline Growth- gradual increase Recommendations- start small, create a process KEY COMPONENTS OF SELECTION STRATEGIES: Defining job requirements- clearly outline the skills Recruitment process- Advertise position Selection Test: Intelligence Test- measure cognitive abilities Aptitude Test- predict Personality Test- behavioral Application Sorting Process: 1. List applicants on a control sheet. 2. Assign points to each application criterion. 3. Rank and shortlist candidates based on their scores. 4. Schedule interviews for selected candidates INTERVIEWING METHODS: Individual interview- one on one Panel interview- multiple Selection boards- larger CONDUCTING AN INTERVIEW Interview- involves asking questions and seeking feedback. Open question- finding out information (why, how..) Closed question- checking facts (yes, no) Probing question- explore a topic (tell me more about..) Leading question- what the interviewer expects to hear (i assume..) Double-headed question- questions are strung together Self-assessment question- sell themselves Hypothetical question- imaginary situations STAR MODEL (SITUATION, TASK, ACTION, RESULT)- only specific questions are asked. MAKING DECISIONS- scoring scheme ABILITY TEST- lead to an improvement of the quality Reliability- consistent results TYPES OF RELIABILITY Test Re-test- same test twice Parallel Form reliability- different versions Inter-rater reliability- different raters or judges Internal consistency reliability- similar results Average inter-item correlation- probe the same construct Split half reliability- splitting in half. Validity- accuracy (how well it measures the characteristics) APPROACHES FOR CONDUCTING VALIDATION STUDIES: Criterion-related validation- demonstration of a correlation Content-related validation- test represents important job related behaviors Construct-related validation- measures the construct II: JOB PERFORMANCE Job Performance- overall expected value from employees. 2 types of job performance: 1. Task Performance- transforming raw materials to goods and services 2. Contextual Performance- overall effectiveness supporting social and psychological Measuring Job Performance- decisions to retain, promote or fire people. 3 MAJOR CLASSES OF WORKER PRODUCTIVITY MEASURE: 1. Production cost- attempting to measure 2. Personnel data- information from employees personnel data 3. Judgmental methods- a manager is asked to compare an employee 1. Task Specific Behavior- core substantive task 2. Non-task Specific Behavior- individual is required to undertake which do not pertain only to a specific job. 3. Written and Oral communication task- incubent is evaluated 4. Demonstrating Effort- commit themselves to job task 5. Personal Discipline- good standing with the law 6. Helps out his/her colleagues- work closely or highly interdependent 7. Supervisory- relied upon to undertake things 8. Managerial task- setting an organizational goal Employee Evaluation- represent a fundamental tool used by businesses to conduct periodic appraisals of employee performance. EVALUATION CRITERIA/FACTORS 1. Quality of work- excellence of the work performed 2. Quantity of work- quantity of satisfactory work 3. Job knowledge- should not be restricted to technical knowledge 4. Supervision- (degree of supervision) required in accomplishing assigned duties 5. Attitude- degree of willingness an employee exhibits when given a responsibility 6. Attendance & Punctuality- significant in fulfilling requirements of a particular position A key tool for monitoring the effectiveness of employee performance is through the appraisal process. PERFORMANCE APPRAISALS STEPS Set performance standards Measure employee performance and compare them with standards Provide feedback to your employees III. RECRUITMENT Recruitment- process of attracting, selecting people with the right attitude for the job WHAT DO PEOPLE LOOK FOR IN A JOB? Type of work Security Company Advancement Co-workers Pay Supervision Hours Benefits Working condition Realistic job preview- recruiting tool designed to reduce early turnover Decision making- selection of choice of one best alternative 3 STEPS TO MAKE A DECISION: 1. Brainstorm 2. Prioritize 3. Analyze INTERNAL OR WITHIN THE ORGANIZATION Size of the organization Image of the organization Recruiting policy Image of the job EXTERNAL OR OUTSIDE OF THE ORGANIZATION Demographic factors Labor market Unemployment situations Social and Political environment Legal considerations SEVERAL METRICS THAT ASSIST IN THE ASSESSMENT OF RECRUITMENT PROCESS: Value of recruitment Time to fill the position Vacancy rates Retention rates Quality of hires Turnover rates Selection ratio Recruitment cost ratio IV. Recruitment and Selection Staffing- one of the important task for any businesses Recruitment Steps: Identify vacancy and Evaluate need Develop position description Develop recruitment plan Select search committee Post position and implement recruitment plan Review applicants and develop shortlist Conduct interview Select hire Finalize recruitment THE ENVIRONMENTAL CIRCUMSTANCES INFLUENCING SELECTION Internal Environment- Since the development and implementation of large-scale selection efforts can be very costly, complex selection system are most often found in larger organizations with the economic resources necessary to pay such systems. External Environment- an equally important determinant of the kind of screening system that an organization utilizes. SCREENING STRATEGIES Screening- a process of choosing a qualified person for a specific role 1. Multi-stage selection strategy- combines a number of assessment tools as part of the process. (Ex: Personality test, Skill test) ➔ This strategy is paired with either conjunctive or compensatory strategy ➔ Conjunctive- candidates must meet all specified criteria to continue in the selection process. ➔ Compensatory- If a candidate scores lower in communication skills, they can still advance if they demonstrate exceptional problem-solving abilities or relevant experience. 2. Compensatory selection strategy- this method administers all assessment tools to applicants at the same time. STEPS FOR THE SELECTION SYSTEM 1. Preliminary Interview- to eliminate unqualified applications based on the information supplied in the application forms. 2. Selection Tests- job seekers who passed the preliminary interview are called for test. 3. Employment Interview- interview is a formal and in-dept conversation between applicants acceptability. 4. Reference & Background checks- are conducted to verify the information provided by the candidates. 5. Selection Decisions- after obtaining all the information, the most CRITICAL step is the selection decisions is to be made 6. Physical Examination- after the selection decision is made; the candidate is required to undergo a physical fitness test. 7. Job offer- the next step is selection process is job offer to those applicants who have crossed all the previous hurdles 8. Final Selection HOW TO INTERVIEW JOB CANDIDATES: Preparation Use multiple interviewers per interview TYPES OF SCREENING METHODS: Short Screening Interview Work Sample Test Assessment Center- used to determine a candidate’s qualifications for a particular position. ASSESSMENT CENTER EXERCISES: Oral presentation exercise In- basket exercise Leaderless group discussion Role play exercise Analysis exercise LEGAL IMPLICATION  Race or Color Discrimination Ethnicity Gender Discrimination Pregnancy Discrimination Religion and Creed Discrimination Political affiliation Discrimination Disability Discrimination Age Discrimination WRITTEN CONTRACT OR LEGAL DOCUMENTS- an agreement between two parties under which both must perform. Goodluck!