RECRUITING AND SELECTION - WordPress.com1.Describe recruitment policies organizations use to make...
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RECRUITING AND SELECTION
UNIT 04
NGÔ QUÝ NHÂM
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WHAT DO I NEED TO KNOW?
1. Describe recruitment policies organizations use to make job vacancies more attractive.
2. List and compare sources of job applicants.3. Identify the elements of the selection process.4. Define ways to measure the success of the selection
method.5. Compare the common methods used for selecting
human resources.6. Describe major types of employment tests.7. Discuss how to conduct effective interviews.8. Explain how employers carry out the process of making
a selection decision.
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RECRUITING & SELECTION
vRecruiting: any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
vPersonnel Selection: the process through which organizations make decisions about who will or will not be allowed to join the organization.
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PERSONNEL POLICIES
Internal versus external recruiting
Lead-the-market pay strategies
Image advertising
Several personnel policies are especially relevant to recruitment:
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RECRUITMENT SOURCES: INTERNAL SOURCES
vJob Posting: the process of communicating information about a job vacancy:• On company bulletin boards• In employee publications• On corporate intranets• Anywhere else the organization communicates with
employees
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ADVANTAGES OF INTERNAL SOURCES
1. Applicants who are well known to the organization.2. Knowledgeable about the organization’s vacancies
minimizes the possibility of unrealistic job expectations.
3. Cheaper and faster than looking outside the organization.
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ONE IN THREE POSITIONS AREFILLED WITH INSIDERS
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RECRUITMENT SOURCES: EXTERNAL SOURCES
Direct applicants
Referrals
Advertisements in newspapers and magazines
Electronic recruiting
Public employment agencies
Private employment agencies
Colleges and universities
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EXTERNAL RECRUITING SOURCES –PERCENTAGE OF EMPLOYEES HIRED
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EVALUATING THE QUALITY OF A SOURCE
v Yield Ratios: A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
v Cost Per Hire: Divide total cost of the source by the number of people hired to fill that type of vacancy.
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RESULTS OF A HYPOTHETICAL RECRUITING EFFORT
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PERSONNEL SELECTION
vPersonnel Selection: the process through which organizations make decisions about who will or will not be allowed to join the organization.
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DISCUSION
Bril
liant
Dumb
Energetic Lazy
Who do you want to select and for what type of job?
Hammerstein-Equord Matrix
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DISCUSIONB
rillia
nt Appoint to the generalstaff
Appoint to the Highest Leadership Posts
Dumb
DangerousUse under certain
circumstances
Energetic Lazy
Hammerstein-Equord Matrix
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STEPS IN THE SELECTION PROCESS
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CRITERIA FOR MEASURING THE EFFECTIVENESS OF SELECTION TOOLS AND METHODS
The method provides reliable information.
The method provides valid information.
The information can be generalized to apply to the candidates.
The method offers high utility.
The selection criteria are legal.
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CRITERION-RELATED MEASUREMENTS OF A STUDENT’S APTITUDE
The Figure shows an example of a company comparing two measures – an intelligence test and college grade point average – with performance of sales representative. Which one is more valid?
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LEGAL STANDARDS FOR SELECTION
vIn many countries, all selection methods must conform to existing laws and legal precedents.
vIn Vietnam, there is still no specific act/law that form requirements in selection
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GATHERING BACKGROUND INFORMATION
Application Forms Résumés
Reference Checks
Background Checks
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APPLICATION FORMS
vA low-cost way to gather basic data from many applicants.
vIt ensures that the organization has certain standard categories of information:²Contact information²Work experience²Educational background²Technical experience²Memberships in professional or trade groups
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EMPLOYMENT TESTS
Aptitude tests: assess how well a person can learn or acquire skills and abilities.
Achievement tests: measure a person’s existing knowledge and skills.
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EMPLOYMENT TESTS AND WORK SAMPLES
Employment Tests &
Work Samples
Physical Ability Tests
Cognitive Ability Tests
Job Performanc
e Tests
Work Samples
Personality Inventories
Honesty Tests
Drug Tests
Medical Examination
s
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QUIZ
vDoes personality have impact on job performance?
vShould company test applicants’ personality and make selection decision on the basis of this test result?
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FIVE MAJOR PERSONALITY DIMENSIONS MEASURED BY PERSONALITY INVENTORIES
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INTERVIEWS
Interviewing Techniques
Nondirective Interview
Structured Interview
Situational Interview
Behavior Description
Interview
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INTERVIEWING EFFECTIVELY
1. Be prepared2. Assign responsibilities3. Put the applicant at ease4. Ask about past behaviors5. Figure out what your employees do, and ask
questions that look for similar behaviors6. At the end of the interview, make sure the
candidate knows what to expect next
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BEHAVIORAL INTERVIEW TECHNIQUES(STAR INTERVIEW)
What?(Situations,
Tasks)
How?(Actions)
What is result?(Results, learning)?