Recruitment and Selection

 “Getting the right people on the bus.”

 Recruiting for diversity
 Goal is to generate a pool of qualified
applicants through many different sources that
are demographically representative of the
population at large.
 Networking appears to be the most
successful job-hunting method.
The Selection Process: An
Overview
 Screening and Selection
 Similar to a hurdle race:
 Résumé screening
 Reference and background checks
 Psychological tests, physical examinations,
interviews, work-sampling
 Steps in the PROCEED Model
 PrepareReviewOrganizeConductEv
aluateExchangeDecide
The Selection Process: An
Overview (cont’d)
 Job Analysis
 The process of identifying basic task and skill
requirements for a specific job by studying
superior performers.
 Job Description
 A concise document that outlines the role
expectations and skill requirements for a specific
job.
 Job Specification
 The knowledge, skills, and abilities required for
the job incumbent.
Recruitment and Selection
 Employment Selection Tests
 Any procedures used in the employment decision
process such as
 Pencil-and-paper tests
 Unscored application forms
 Informal and formal interviews
 Performance tests
 Physical, education, or experience requirements
 Tests must be unbiased, statistically valid, and
reliable predictors of job success.
Recruitment and Selection
(cont’d)
 Interviewing
 Interviews are the most common selection tool.
 There is unsubstantiated confidence in the traditional
interview.
 Unstructured Interviews
 No fixed question format or systematic scoring
 Shortcomings:
 Susceptible to distortion and interviewer bias
 Open to legal attack; legally indefensible if contested.
 Apparent but no real validity; may not be totally job-related and
possibly invasive of privacy.
 Highly inconsistent in application as selection tool.
 Lack of feedback to interviewers about selection errors.
Recruitment and Selection
(cont’d)
 Structured Interview
 A set of job-related questions with standardized
answers.
 Question types used in structured Interviews
 Hypothetical situations
 Job knowledge
 Job sample simulation
 Worker requirements
 Behavioral Interviewing
 Posing detailed questions to candidates about their
personal, specific behaviors in actual past job-
related situations.