Staffing Chapters 5 - 7. Chapter 5 – External Recruiting To identify and attract job applicants...

Staffing

Chapters 5 - 7

Chapter 5 – External Recruiting

To identify and attract job applicants from outside the organization

Application #1 – Improving a college recruitment program


Organizational Issues:

In-house or external agency

Individual v. cooperative alliances

Centralized v. decentralized


Administrative IssuesRequisitionsNumber of contactsTypes of contactsBudgetRecruitment guide Select, train and reward recruitersMaintain flow records


Recruiting strategies

Open v. targeted

What are the factors to consider in targeted recruitment? (P. 212)


Recruiting Sources

Where do you find good candidates?


Recruiting SourcesThe authors mention several, a few are:

Walk-ins (unsolicited) Referrals and networks Advertisements Online… Etc.


On-line recruiting…

Application #2 – Internet recruiting


Criteria to be used to select which sources are most appropriate for each search:

Quantity of laborQuality of laborAvailabilityEtc. (P. 228)


The recruitment message

Realistic v. Employment Brand (i.e., Attractive) v.Targeted


Your Turn…

Create a few descriptive messages about the following job using one of the types of messages…

Delivery person/driver for produce co. Works 10 p.m. to 6:00 a.m., some weekends, health/dental benefits and bonuses. Physically demanding, must be able to pack trucks, heavy lifting, carrying, walking, and bending. Work directly with customers.


Communication Medium

What medium would you use for the delivery person/driver job? (beginning p. 233)

Discuss this with your team members and be prepared to share your ideas with the class.


Applicant Reactions

RecruitersRecruitment process


Legal Issues

Who is an applicant?AAPElectronic recruitmentJob adsFraud and mispresentation

Chapter 6 – Internal Recruiting

To identify and attract applicants from among individuals already holding jobs with the organization.


Organizational Issues

Mobility paths

Traditional v. Innovative


Administrative IssuesRequisitionsCoordinationBudgetRecruitment guide

Note: difference between internal and external administration


Recruiting strategies

ClosedOpenTargeted


Recruitment sources

Job posting Skills inventory Nominations Employee referral In-house temp pools Succession plans Intranet and intraplacement


Succession Planning

Application #2 – Succession Planning for a CEO


Criteria to be used to select recruitment sources:Quantity of laborQuality of laborBudget constraintsLegal obligations/contracts


The recruitment message

Typically job description

Supervisors, HR, peers

Be careful, grapevine is a strong and effective communication tool!


Applicant Reactions

Organizational justice and perceived fairness Procedural Distributive justice


Application #1 – Recruitment in a changing internal labor market


Legal Issues

AAPSeniority systemsGlass ceiling and other barriers to mobility

Chapter 7 – Measurement

Process of assigning numbers to objects to represent quantities of an attribute of the objects.

What does that mean ?


Use of measures in staffing:

Choose and define attributeDevelop measure of the attributeMeasure and determine scoreMake evaluation and decision


Your Turn …

Using Exhibit 7.1, select an attribute for the following job and describe a useful measure…

Manager of a clothing store.


Developing “good” measures…

Standardization (3 properties)

1. identical content

2. identical administration

3. rules of assigning numbers is clear


Levels of Measurement

Nominal – no order or level Ordinal – rank order representing differences Interval – differences between scales points are

equal Ratio - differences between scales points are

equal and there is a logical zero point


Scoring

Central tendency (Interval level data) Mean (average) Median (middle) Mode (frequent)


Scoring

Variability: Range (spread of scores from lowest to highest) Standard deviation (average amount of

deviation of individual scores from the average score)


Scoring

Percentiles (% scoring below)Standard scores (controlling variability)


Scoring – Correlation

Relationship between two scores as shown by the correlation coefficient

Positive and negative (r), + or – 1.

Practical and Statistical significance

Chapter 7 – MeasurementQuality of the measure

Reliability (coefficient alpha) Coefficient alpha (α) Interrater agreement Test-retest reliabilty Intrarater agreement

Measurement error Deficiency error Contamination error


ValidityAccuracy of a test; is the selected

attribute measured

Criterion-related validity – is the criterion job-related and predictive of job performance

Content validity – does the test represent the job criterion sufficiently


Evaluating assessment methods…

Application #1 – Evaluation of two assessment methods


Administering measures/tests

Paper – pencilPC and web based testing

American Psychology Assoc. and National Council on Measurement: Standards for Educational and Psychological Testing


Legal Issues

Measurement is used to judge an organization’s compliance with EEO/AA requirements

Measurement must be standardized and valid


Application #2 – Conducting empirical validation and adverse impact analysis

Staffing Chapters 5 - 7. Chapter 5 – External Recruiting To identify and attract job applicants...

Documents

Transcript of Staffing Chapters 5 - 7. Chapter 5 – External Recruiting To identify and attract job applicants...