020055 Human Resource Management

Week 4

Recruitment & Selection

Core Text
Course structure
Fundamentals of Human Resource Management Week 1 Introduction to HRM
Week 2 Human Resource Planning
by Gary Dessler
Week 3 Job Analysis & Design
5th edition (global edition), 2019
Week 4 Recruitment & Selection
Pearson
Week 5 Training & Development
Week 6 Performance Appraisal
Week 7 Managing Careers & Retention
Week 8 Presentation
Week 9 Compensation
Week 10 Employee Health & Safety,
Employee Relations, and Unions
Week 11 Review
Return to Last Week

▸ Understanding of Job analysis

▸ Basic steps of job analysis
▸ Methods for collecting information to analyze jobs
▸ The structure & content of job description
▸ How to write job specifications
 Moving to Week 4

RECRUITMENT & SELECTION

Learning Objectives
By the end of this week, you should have a good understanding of:

▷ Describe recruitment & selection

▷ Discuss the major internal and external sources of labor
▷ Explain selection approaches to selection decision making
▷ Understand employee testing and selection
▷ Explain basic types of interviews
Learning Contents

01 Understand Recruiting
02 Recruitment: Sources & Methods
03 Employee Testing & Selection
04 Interview: Types and an Effective Interview
1- Understand Recruiting

Recruiting & Why recruiting is important

finding and/or attracting ▷ Effective Recruiting

applicants for the employer’s
open positions
▷ to generate A Pool Of Qualified
Applicants for organizations to
choose from
o Financial limits
o Time limits
o Labor market dynamics
o Business strategy
o Quantity of good candidates
o Quality of good candidates
o HR, Line, & Staff cooperation
1- Understand Recruiting

Improving recruitment effectiveness

recruiters o recruiters’ presentation; interpersonal skills; knowledge about recruiting,

recruitment process, pros & cons of working for the employer; etc.

recruitment o determine recruitment options, assess and select one best for the job.
sourcing o internal sources + external sources

Employer o distinct image of the company that captures the essence of it to

Branding engage employees & outsiders’
2- Recruitment: Sources & Methods

Understand Labor Markets

Labor Force
Population

Applicant
Population

Applicant
Pool

Selected
candidates
2- Recruitment: Sources & Methods

Internal sources of candidates

▷ current employees or hiring from within

identifying internal candidates: typically, rely heavily on job posting and the
firm’s skills inventories

▷ organization’s data
▷ job posting
▷ employee-based recruiting
2- Recruitment: Sources & Methods

Outside sources of candidates

▷ a part of effective talent acquisition

⌕ Recruiting via the Internet

⌕ Advertising: printed ads and online ads
⌕ Employment agencies
⌕ Executive Recruiters (Headhunters)
⌕ Referrals and Walk-ins
⌕ College/ University recruiting
⌕ Internship
2- Recruitment: Sources & Methods

Developing and using Application Forms

⌕ Application forms A form used by employers to compile information

regarding an applicant’s identity and educational,
military, and work history.

⌕ Purpose of Application forms

3- Employee Testing & Selection

The Basic of testing and selecting

▷ Employee testing is to assess various individual factors

that are important to determine the fit.

▷ Selection: the process of choosing individuals with the

correct qualifications needed to fill jobs in a company.
3- Employee Testing & Selection

The Basic of testing and selecting

Employee TESTING – two important characteristics

▷ Reliability - refers to the consistency of scores obtained by the same person

when retested with the identical or equivalent tests.

▷ Validity - The accuracy with which a test, interview, and so on measures what it
purports to measure or fulfills that function it was designed to fill.
o criterion validity
o content validity
o construct validity
3- Employee Testing & Selection

The Basic of testing and selecting

Employee tests ▷ tests of cognitive abilities

▷ tests of motor and physical abilities
▷ tests of personalities
▷ achievement tests
▷ situational judgment tests
▷ computerized and online testing
▷ work samples and simulations
▷ management assessment centers
▷ video-based situational testing
4- Interview: Types & an Effective Interview

Interview
a procedure designed to solicit information from a
person’s oral responses to oral inquiries.

Types of interviews Types of questions How to administer

▷ structured interview ▷ situational questions ▪ one-on-one interview
▷ unstructured/ less ▷ behavioral questions ▪ sequential interview
structured interview ▷ knowledge and ▪ panel interview
background questions
4- Interview: Types & an Effective Interview

S.T.A.R technique in interview

▷ better determine the quality of each candidate’s experience as it relates to the job.

S Situation
to ask about challenges applicants faced or needed to accomplish
T Task

A Action to uncover the actions or behaviors the candidate took

R Result to evaluate the candidate through the result of his or her actions
4- Interview: Types & an Effective Interview

The Structured Situational Interview

▷ a series of job-relevant questions with predetermined answers that interviewers

ask of all applicants for the job.

Step 1 Step 2 Step 3 Step 4 Step 5

JOB RATE THE JOB’S CREATE CREATE APPOINT THE
ANALYSIS MAIN INTERVIEW BENCHMARK INTERVIWE
COMPETENCIES QUESTIONS ANSWERS PANEL &
CONDUCT
INTERVIEWS
4- Interview: Types & an Effective Interview

Conduct an Effective Interview

Design the Review the Establish Ask Close the Review the
candidate’s
interview background rapport questions interview interview
4- Interview: Types & an Effective Interview

Other selection tools

background
honesty
investigations & graphology
testing
reference checks make the develop &
selection
interview + selection extend the
tapping decision job offer
realistic
friends & medical drug
job
acquaint- exams screening
reviews
ances
law
compliance
IN SUMMARY

Employee recruiting
• find and/or attract applicants for open positions; to generate a pool of qualified applicants
Effective recruiting
• is important since without enough candidates, employers cannot effectively screen the
candidate or hire the best.
• open positions can be filled out with internal sources and outside sources of candidates.
Recruitment methods
• Employers use different methods to recruit.
• They develop and use application forms to collect essential information.

Employee tests and Selection Interviews

• to measure the ability of candidates fitting the job.
• structured and unstructured selection interviews; 03 types of interview questions
• 06 steps to conduct an effective interview; the use of STAR technique

Other selection tools

• reference checks, background checks, physical exams, and realistic preview.
CRITICAL THINKING

Self-Assessment Questions

◆ Assume you are going to look for a current job of interest to you. Utilize
general job websites such as Vietnamworks, Career Builders, Glassdoor
and LinkedIn Job! to learn about job possibilities for yourself.
◆ Develop a slate of 06-08 behavioral interview questions to use for hiring
a waitress for a restaurant.
 Carter Cleaning Company: Getting Better Applicants
Read The case study ‘Carter Cleaning company’ in your Textbook, pg. 177).

Questions:

Provide a detailed list of recommendations concerning how the

company should go about increasing its pool of acceptable job
applicants so they no longer face the need to hire almost anyone
who walks in the door.

CASE STUDY
ANALYSIS
To Our Next Week

HR Training & Development

Read
Chapter 7 – Training & Developing Employees