Matching Individual and Organization

Job Performance
Competencies Job requirements

Organizations Decision to retain,fire or promote

Traditional Recruitment

Individual
Realistic Recruitment
Needs

Organization

Tenure in organization

Culture

Job Satisfaction

Individuals Decision to Stay or Quit

Realistic Recruitment & Exchange Theory

What I expect from company

What Company expects from me

Three Stage Model of Individual Job Choice Process from Individual Perspective
Labor Market Vacancies
job openings

Stage 1
Noncompensatory Decision Process
threshold characteristic must be met to continue

Stage2
Compensatory Decision Process
weigh + or of various characteristics

Stage 3
Implicit Favorite

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Factors that Influence Job Choice

JOB CHOICE
Vacancy Characteristics Applicant Characteristics

Personnel Policies

Recruiter Characteristics

Recruitment Sources

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Role of Human Resource Recruitment:

The Organizational Perspective

designed to affect :

Number of applicants Type of applicant Those likely to accept position if offered

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Personnel Policies
can affect the nature of Job Vacancy characteristics

Specific features include :

Internal vs. External recruiting opportunity for advancement Market Leader Pay strategy Employment-at-Will policy Image Advertising

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

Recruitment Sources
Internal sources faster, cheaper, more certainty External sources new ideas & approaches Direct applicants & referrals self-selection, low cost Newspaper advertising Public employment agencies blue-collar jobs Private employment agencies white-collar jobs Colleges & Universities Electronic recruiting - the Internet
IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

Selection Method Standards for Evaluation Purposes

Reliability Validity Generalizability Utility Legality

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Reliabilty
The degree to which a measure is consistent over time.

Reliabilty = .95

Reliabilty = .7

Measure

Measure

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Validity
The extent to which performance on a measure is related to job performance.

Criterion-related predictive concurrent Content

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Criterion - Related
Validity
Determines a relationship between selection test scores and job performance.

Predictive
test applicants Measure performance of those hired

Concurrent
test existing employees Measure their performance

TIME

TIME

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

Validity Testing Predictive

Minimum Level

PERFORMANCE

.. . .. .. ..

TEST SCORE

Validity Testing Predictive

ERROR

Minimum Level

PERFORMANCE

.. . .. .. ..
ERROR
ACCEPT

SUCCESS

FAILURE

REJEC T

TEST SCORE

Generalizability
Degree to which one can extend validity to other contexts Three contexts include different situations especially true for more complex jobs different samples of people more similar across race and gender than thought different time periods

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

Utility

Degree to which information from selection method enhances bottom line effectiveness. Does the test increase the accuracy of the selction process?

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Low Utility
ERROR
70% Minimum Level 15% 5% 10%

SUCCESS

PERFORMANCE

FAILURE

ERROR
REJECT ACCEPT

without test - 85% accuracy with test - 87% accuracy

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

TEST SCORE

High Utility
ERROR
20% 40% 30%

SUCCESS

Minimum Level

10%

PERFORMANCE

FAILURE

ERROR
REJECT

ACCEPT

without test - 50% accuracy with test - 75% accuracy

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

TEST SCORE

Legality
Constitutional law used sparingly Legislation (CRA, ADEA, ADA) employers need to establish business necessity for any method showing adverse impact prohibits preferential treatment for protected groups Executive Orders ( 11246) prohibits discrimination mandates affirmative action to hire qualified minorities for government contracts

IRWI N a Times Mirror Higher Education Group, Inc., company, 1997

ADVERSE IMPACT CASES

Case 1 2 3 4 5 Adverse Impact HIGH HIGH HIGH HIGH LOW Business Necessity HIGH HIGH LOW LOW HIGH Job Relatedness HIGH LOW HIGH LOW HIGH

6
7 8

LOW
LOW LOW

HIGH
LOW LOW

LOW
HIGH LOW

Adverse Impact
ERROR

Majority

SUCCESS Minimum Level

Protected FAILURE

PERFORMANCE
ERROR

REJECT

ACCEPT

TEST SCORE
If Selection Ratio of majority = 60%, for Adverse Impact to occur the Selection Ratio of protected class must be less than (4/5 of 60%) or 48%.

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Evaluating Various Selection Methods

Method Interview Reliability Low Validity Low Generalzability Utility Low Low Legality Low

References
Bio-data Physical Ability

Low
High High

Low
High Mod - High

Low
Low

Low

Libel?

Job specific High

Cognitive Ability
Personality Work-samples Drug Honesty

High
High High High

Moderate
Low High High

High
Low High

Adverse Impact -sex,race Moderate Adverse Impact-sex Adverse High Impact-race

Low Costly

Low High Privacy

Job specific High

Insuf f icient Inf ormation

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