Recruitment and Selection:

Hiring the Right Person

Hiring the Right Person: Recruitment

RECRUITMENT

The process of attracting individuals in sufficient numbers

with the right skills and at appropriate times to apply for
open positions or planned positions within the
organization.

Recruitment Sources
Internal

Search

Promotion

Within
Employee Referrals
External

Search

Advertisement
Employment

Agencies
Schools, Colleges, universities
Job Fairs

Internal Search
Promotion Within

Employee Referral

Advantages

Advantages
Disadvantages

Disadvantages

External Search - Agency

Costs of mistakes:
engaging incompetent,
underqualified,
unmotivated employees;
employing another
person requires repeating
the process and
generates costs

Element of PR
strategy

External Cost Effective Search

Internet

Recruiting

Employee

Leasing

Recruitment Dilemmas
Diversity

vs Employee Referral
Labor vs Employee

Recruitment

Staffing process
Planning and approval for staffing
Position announcement
Selection of recruitment strategies

Selection

Selection of tests
Screen, interview, and checks (reference and other)
Final selection / Negotiate and hire
Postselection considerations

Selection Process

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Initial Screening

Usually conducted by telephone.

Not done in all organizations.
A few straight-forward questions.
Can eliminate those less qualified early in the
selection process.

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The Employment Application

Applications must include:

Applicant information.
Applicant signature certifying validity of information.
Statement of employment at will, if permitted.
Permission from the applicant for reference check.

Avoid the following:

Discriminatory information.
Citizenship and Social Security data.
Disability information.
Past salary levels.
Birth date or education dates.

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Applicants perspective
Avoiding cold, unthoughtful and dilatory
treatment:
Timing to minimize anxiety
Feedback to optimize scarce job search
resources
Information that makes distinctions
Enthusiastic, informative, and credible
representatives

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Employment Tests

SELECTION TEST: Any instrument that is used to make a

decision about a potential employee.(1)

STANDARDIZATION: Uniformity of procedures and conditions

related to administering tests.(2)

RELIABILITY: The extent to which a selection test provides

consistent results.(2)

VALIDITY: The extent to which a test measures what it

claims to measure.(2) Do higher test scores relate to higher
success on the job?

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Kinds of Selection Tests

Cognitive aptitude tests measure reasoning, vocabulary, verbal and

numeric skills.
Job knowledge tests measure knowledge regarding a particular job.
Work sample tests allow candidates to demonstrate how they would
work on the job.
Psychomotor abilities tests assess the skill level of tasks required
on the job.
Personality tests assess traits and personal characteristics. They are
used to determine if the applicant is the right fit for the
organization.
Vocational interests tests identify occupations in which the
candidate is most interested.
Honesty and integrity tests try to measure a candidates
truthfulness .

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Interviewing Candidates

Team or individual interviewer?

Structured or patterned interview:
- Pre-set questions asked of all candidates.

Nondirective interview:
- Minimum of questions, not planned in advance.
- Open-ended questions; interviewer follows the candidates lead.

Situational and problem-solving interview:

- Candidate describes how he or she would solve a problem.

Behavioral interview:
- Candidate describes how he or she responded to a specific
situation.

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Background Verification and

Reference Checks

The importance of checking:

40 percent of applicants lie about work histories
and educational backgrounds.
20 percent of applicants falsify credentials and
licenses.
30 percent of applicants make
misrepresentations on their resumes.

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Legal Liability

DEFAMATION: The act of harming the reputation

of another by making a false statement to a third
party.(1)

NEGLIGENCE: The failure to exercise the standard

of care that a reasonably prudent person would
have exercised in the same situation.(1)

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JobOffer
Making

the job offer:

May

be done by phone, letter or in person.

Make arrangements for further conditions:
Physical

Discuss
Avoid

exam and drug screen.

salary and benefits:

quoting an annual salary.

Realistic

job preview,
Verify employment eligibility:
I-9

form.

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Evaluating the Recruitment

and Selection Process

Cost:
- Did you stay within your recruitment budget?

Time:
- How long did it take you to fill the position?

Quality:
- Were your applicants well qualified for the job?

Longevity:
- What about turnover? Do your new hires stay for the long
term?

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CONGRATULATIONS!
You have a new employee!

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