5-1 copyright ©2010 pearson education, inc. publishing as prentice hall recruiting and selecting...

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Copyright ©2010 Pearson Education, Inc. publishing

as Prentice Hall

Recruiting and

Selecting Employees

Chapter 5

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HR Supply and Demand The Hiring Process Challenges in Hiring Process Meeting the Challenges of Effective Staffing

The Recruitment Process The Selection Process Legal Issues in Staffing

Chapter 5 OverviewChapter 5 Overview

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Process used to ensure that an org has the “right” people when needed Right number With right skills

Human Resource PlanningHuman Resource Planning

Failure to plan has sig. financial costs Forecast future labor demand Forecast future labor supply Compare forecasted supply and demand

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Human Resource Supply and Human Resource Supply and DemandDemand

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The Hiring ProcessThe Hiring Process

Three components in hiring process:

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Above average employee worth about 40% more than average employee

Costs of TurnoverCosts of Turnover

Turnover costs about 25% of salary Costs both direct and indirect Major costs include:

Separation Recruitment Selection Hiring Productivity

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What characteristics most important?

Challenges in the Hiring Challenges in the Hiring ProcessProcess

How do you measure the characteristics? How do you account for motivation?

Performance = ability x motivation Context dependent

Who makes the hiring decision?

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A “sales activity”

RecruitmentRecruitment

Sources of recruiting Current employees (ILM) Referrals from current employees Former employees Former military Customers

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Sources of Recruiting (continued)Print and radio advertisements Internet advertising and career sitesEmployment agenciesTemporary workersCollege recruitingNontraditional Recruiting

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Internal vs. External Recruiting External—fresh perspectives

o Is learning curve associated with new hires Internal—less costly

o Signals opportunity to workforceo May not have as many new ideas


Evaluating recruiting sources Cost of sources? How long do employees recruited

from different sources stay?

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Planning recruitment efforts Should be tied to HRP How many candidates to attract? Depends on Yield ratios

o Applicant to Interviewo Interview to Offero Offer to Acceptance


Recruiting protected classes Target potential recruits through

media that focuses on minorities

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Reliability—consistency of measurement Across time and judges Almost always involves “noise”

SelectionSelection

Validity—does the device do what you want? Content—degree which selection device

measures actual job content Empirical—measures relationship between

selection device and job performance

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Letters of recommendation Poor predictors of job performance Look at traits instead of tone

Application forms Ability tests

Cognitive and Physical ability tests Work Sample

Honesty tests Psychology tests

Selection ToolsSelection Tools

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Personality tests Extroversion Agreeableness Conscientiousness Emotional stability Openness to

experience

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Interviews


Structured Interview

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Assessment centers Usually for managerial positions In basket exercise


Drug tests Reference checks Background checks Handwriting analysis

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Reactions to Selection Devices

SelectionSelection

Applicant reactions to selection devices Prefer job simulations and interview Dislike personality and cognitive ability

tests Manager reaction to selection systems

Little research Need devices that are quick, easy to

administer and easy to interpret

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Legal Issues in StaffingLegal Issues in Staffing

Discrimination Laws Develop clear policies for Hiring, disciplining and dismissing employees

Affirmative Action Not just for govt. and govt. contractors Can apply if guilty of discrimination

Negligent Hiring Learn as much as possible about past

work-related behavior

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HR Planning is essential

Summary and ConclusionsSummary and Conclusions

Hiring process—3 activities and all impt. Many challenges in the hiring process Each step of hiring process must be managed

Recruiting—look everywhere! Best selection tools both reliable and valid

If not job-related, don’t ask

5-1 copyright ©2010 pearson education, inc. publishing as prentice hall recruiting and selecting...

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