PS10C

1
PS10C

• EMPLOYEE RECRUITMENT SELECTION

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The Employee Selection Process

• Pre-recruitment Questions
• 1.
• 2.
• 3.

What does the organisation do?
End process
Why is the job needed?
- - - - - -
Recruitment and Selection
Why at given level?
Job Analysis
4.
Job Description
5.
6.
Recruitment
7.
Screening
Selection Placement
8.
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Employee Recruitment

• The process by which companies attract qualified
  applicants
• Important question to consider what kind of
  work characteristics are required for the job?
• - Job analysis
• - Job description
• - Job specifications

4
Employee Recruitment

• Techniques
• Job advertisement
• - in newspapers and magazine
• - on television, radio the internet
• - on billboards
• Use of Employment Agencies
• Referrals by current employees
• Job fairs

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Employee Recruitment

• Recruitment is a two-way process

We are looking for the best person for our
organisation
Is this the best choice?
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Employee Recruitment

• Two important goals in the recruitment process
• 1. Avoid overselling the organisation
  (Realistic Job Review RJP)
• 2. Avoid intentional or unintentional
  discrimination against underrepresented groups

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Employee Selection(Screening)

• The process of reviewing information about job
  applicants
• What are the sources of information?
• Biographical
• - Application letters
• - Resumes
• - Standard application forms
• - References Letters of Recommendation

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Employee Screening

• Employment Testing
  (Instruments Methods)
• Cognitive Ability Tests
• Mechanical Ability Tests
• Motor and Sensory Ability Tests
• Job Skills and Knowledge Tests
• Personality Tests

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Employee Screening

• Test Formats
• Individual vs Group Tests
• Speed vs Power Tests
• Paper and Pencil vs Performance Test

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Employee Screening

• Other Tests
• Hygiene
• Drugs
• Medical
• Graphology

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Employee Screening

• Issues to consider in the development and use of
  personnel screening and testing methods
• Reliability of tests and results
• Reliability refers to the consistency of a
  measurement instrument or its stability over time
• Methods of Estimating Reliability
• Test-retest reliability administer the same
  test to the same people at two different times
  and then correlate the scores
• Parallel form correlate the scores on two
  different but equivalent version of the same
  instrument
• Internal consistency examine how the various
  items on the instrument intercorrelate

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Employee Screening

• Contd - Issues to consider in the development
  and use of personnel screening and testing
  methods
• 2. Validity of tests and results
• Validity refers to the accuracy of a measurement
  instrument and its ability to make accurate
  inferences about a criterion
• Methods of Estimating Validity
• Content validity the items (questions) on an
  instrument must measure adequately the
  characteristics needed to perform the job
• Construct validity the test must measure what
  it is supposed to measure and yield accurate
  predictions of job performance
• Criterion related validity - looks at the
  relationship between test scores and some
  measurable criterion for job success

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Employee Screening

• Other considerations in the development and use
  of personnel testing and screening methods
• Effectiveness use of a combination of tests
  (Test Battery)
• Validity generalisation the ability of a
  screening instrument to predict performance on a
  job or a situation different from which the test
  was validated

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Employee Screening

• Other considerations contd
• Test Utility contribution to organisational
  objectives and outcomes
• The issues of faking purposely distorting ones
  responses to a test to try to beat the test

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Employee Selection(Assessment Methods)

• Assessment Centre a detailed, structured
  evaluation of job applicants using a variety of
  instruments and techniques

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Employee Selection(Assessment Methods)

• Hiring Interviews
• Effective Interviewing
• - Use structured approach
• - Consider using a panel or multiple interviews
• - Develop a scoring or rating system
• - Interview questions should be job related
• - Limit prompting and follow-up questions
• - USE TRAINED INTERVIEWERS

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Employee Selection(Assessment Methods)

• Important issues to be considered in job
  interviewing
• Personal
• - First impressions (snap judgment)
• - Halo effect
• Procedural
• - No. of interviewers
• - Time
• - Questioning the interviewee

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Employee Selection(Decision)

• Clinical Approach (subjective)
• Statistical Approach (objective)
• Multiple Cutoff Model a minimum cutoff score is
  used on each of the various predictors of job
  performance
• Multiple hurdled Model this strategy requires
  that an acceptance or rejection decision at each
  of the several stages in a screening process

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Employee Placement

• Employee placement is the process of assigning
  workers to the appropriate jobs.
• Consideration
• - KSAOs
• - LRIDA (Labour Relations and Industrial
  Disputes Act), 1975 (as amended)

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End of Presentation