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Getting the best employees through the door
Recruiting is a complex activity
Recruiting efforts should be aligned with strategic plans Choice of recruiting methods Success of recruitment depends to a great extent on nonrecruitment HR issues and policies.
Factors that make recruiting more challenging
Need for a confidential search Technically complex position Competition in the market place A poor industry, company, or division reputation Low pay relative to what other firms offer No housing assistance or relocation cost An undesirable location
Sources of candidates
Internal Job Posting Rehiring Succession planning External
TV.External sources of candidates Advertising The Media (Newspaper. Internet) Employment Agencies College Recruiting Employee Referrals Walk-ins Recruiting on the Internet . Magazines.
Recruiting yield pyramid New Hires 50 100 100 150 200 1.200 Offers made (2 :1) Candidates interviewed (3:2) Candidates invited (4:3) Leads generated (6:1) .
Low Involvement Recruitment Practices General recruitment ads Display ads in newspapers Recruitment posters placed in hallways in college buildings Banner ads on websites Sponsored scholarships Donate money for naming rights .
. Research findings suggest that high-involvement practices are more effective for firms with relatively high levels of corporate advertising and firm reputation.High involvement Recruitment practices Detailed recruitment ads Employee endorsements Research findings suggest that low-involvement practices are more effective for firms with relatively low levels of corporate advertising and firm reputation.
Constructing the Ad Attention Interest Desire Action .
Measuring recruiting effectiveness % of resumes that result in interviews % of interviews that lead to offers Cost of hiring Time to fill-in the vacancy .
reference checks. background investigation. . on-line job posting boards. signing bonus.Cost of hiring Sourcing Print ads. resume bank Screening Preliminary phone interviews Interviewing Hiring Referral fee for agency (or) employees. re-location cost.
Why careful selection is important? .
Choose valid predictors Selection means making predictions about: How people will perform How long people will stay Whether people will be good corporate citizens Validity Refers to the usefulness of information for predicting future job behavior .
Consequences of selection decisions High performance Reject a qualified candidate (Incorrect decision) Accept a qualified candidate (Correct decision) Low performance Reject an unqualified candidate (Correct decision) Accept an unqualified candidate (Incorrect decision) Do not offer Offer the job .
Selection methods Psychometric Tests Mental measurement Assessment Centre Interview Psychophysiological (less in vogue) Graphology (less in vogue) Astrology (less in vogue) .
Psychometric Tests Basic testing concepts Validity Does this test measure what it is supposed to measure? . .Content validity Measures whether the test constitutes a fair sample of the content of the job.Predictive validity A measure that shows that those who do well on the test also do well on the job . .
Psychometric Tests Basic testing concepts Reliability A measure of consistency .
lathe operators) Personality tests Integrity tests Motor and physical abilities .Tools for selection Weighted application blank (WAB) Biodata Job experience questionnaire Tests Cognitive ability test Work-sample test (telephone sales jobs) Trainability test (electronic assemblers.
Some examples of Personality Tests Myers-Briggs Type Indicator (MBTI) 16 Personality Factors FIRO-B Thomas Profiling Thematic Apperception Test Big-Five Personality Inventory Emotional Intelligence Test .
E) Tell the customer which stores carry that brand.Situational Judgment Test (Work sample test for a job of a retail clerk) A customer asks for a specific brand of merchandise the store doesn t carry. but point out that your brand is similar B) Ask the customer more questions so you can suggest something else. C) Tell the customer that the store carries the highest quality merchandise available. . D) Ask another sales person to help. How would you respond to the customer? A) Tell the customer which stores carry that brand.
.Situational Judgment Test (For a job in a hotel) You are the only bellcap at the front of the hotel because your coworker just left for a short break. B) Leave your door to get the towels for the guest. D) Explain to the guest that you are unable to leave your post. A guest asks you to get him some fresh towels. What would you do? A) Ask the guest to inform someone inside of the hotel of the request. E) Get someone else to help the guest and follow-up. C) Wait until you coworker returns and then take care of the request.
14 (old research) Bur recent research suggests that well structured interview has higher predictability.Interview Reliability Inter-rater reliability is usually weak. Validity The validity of the interview for predicting job performance was . .Tools for selection .
Interview .Errors committed by Interviewers Similarity error Contrast error Overweighting of negative information Gender. and appearance bias First impression error Halo error Nonverbal factors Faculty listening and memory Difference between interviewers .
Types of Interviews Unstructured interviews Semistructured interviews Situational Interview Behavioral interview .
Cone method of semistructured Interviewing Tell me about your last job? Broad introductory question on topic Moderately specific questions What did you learn from that job? What were your major duties? What were your greatest accomplishments? How would you describe your boss on that job? Could you tell me more about that? Elaborate on why you chose to do it that way? Probes Very specific and yes/no questions How many subordinates did you have? Were you paid on a commission basis? .
What would you do? .Situational Interview How would you deal with a subordinate who is coming to work late three days in a row? Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer.
Behavioral interview Can you provide an example of a specific instance where you developed a sales presentation that was highly effective? .
Job related interview What factors should you consider when developing a TV advertising campaign? .
How much money has Vishal.201 between them.Puzzle questions Vishal and Mahesh have Rs. Vishal has Rs.200 more than Mahesh. and how much money has Mahesh? .
Validity seems to be enhanced if interviewers act more as information gatherers than as decision makers. . Structured situational interviews have validities about twice those of unstructured interviews.Improving the Interview Based on thorough job analysis Structured Contain either situational or behavioral questions Conducted by a panel of interviewers who have been trained to avoid common errors.
Other tools for selection Physical Testing The physical examination Strength and fitness testing Drug testing Reference and Background checks .
Selecting Managers .
Assessment Centers The in-basket Case analysis Leaderless group discussion Management Games Role-play Individual presentation Objective Tests The Interview .
Role of the assessor Observe Record Classify Evaluate .
Types of interviews Appraisal interview Exit interview Selection interview .
Designing and conducting the effective interview Ready for demonstration? .