Recruiting and Selection

Recruiting
A. Internal v. external

Sources of Job Applicants
ADVANTAGES
Internal
▲ Morale of promotee ▲ Better assessment of abilities ▲ Lower cost for some jobs ▲ Motivator for good performance ▲ Causes a succession of promotions ▲ Have to hire only at entry level ▲ Inbreeding ▲ Possible morale problems of those not promoted ▲ “Political” infighting for promotions ▲ Need strong managementdevelopment program

DISADVANTAGES

Sources of Job Applicants (cont’d)
ADVANTAGES
External
▲ “New blood” bringing new perspectives ▲ Cheaper and faster than training professionals ▲ No group of political supporters in organization already ▲ May bring industry insights ▲ Helps meet equal employment needs ▲ May not select someone who will “fit” the job or organization ▲ May cause morale problems for internal candidates not selected ▲ Longer “adjustment” or orientation time ▲ May bring in an attitude of “This is the way we used to do it at XYZ Company”

DISADVANTAGES

Recruiting

B. What makes recruiting effective/ ineffective? C. How many and what types of contacts should be made? D. Where should you look?

Recruiting
E. What methods should you use to look?

F. What is an RJP?
G. How do you evaluate the effectiveness of your recruiting efforts?

Proof of Job Relatedness
A. Reasons to show job relatedness B. Uniform guidelines C. Validity
1. Construct 2. Content 3. Criterion a. Predictive b. Concurrent

Proof of Job Relatedness
C. Validity (continued)
4. Predictor/Criterion Relationship a. Strength b. Statistical significance 5. Why is validity important?

D. Reliability

Selection Predictors
A. Tests
1. Ability a. Cognitive ability b. Mechanical knowledge c. Psychomotor 2. Personality and interest 3. Work sample tests

Selection Predictors
A. Tests (continued)
4. Training and experience 5. Interviews 6. Graphology 7. Assessment centers

Selection Predictors
B. Valid predictor v. addressing adverse impact C. Usage
1. Possibly violating legal requirements and reducing potential productivity. 2. Reference and recommendations; low validity, high face validity

Selection Predictors
C. Usage (continued)
3. Multiple predictors a. Multiple hurdles b. Compensatory c. Combined

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