Recruitment and Selection:
Hiring for the Job or the
Organization?
Module 13
Copyright 2000 - South-Western College Publishing
Module 13-0
Module Overview
 Matching
individuals & organizations
 The recruitment & selection process
 Organization vs. job analysis
 Person-job fit vs. person-organization fit
 The legal environment
 Strategic issues in recruitment & selection
Copyright 2000 - South-Western College Publishing
Module 13-1
Relation To The Frame
ORGANIZATIONAL CONTEXT
HR Choices
HR Roles
Unilateral
(managerial
discretion)
Joint
(negotiated)
Imposed
(no choice)
Transactional
Managerial
Transformational
STRATEGIC OBJECTIVES
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Module 13-2
A Mutual Matching Process
Organization
Individual
Job Requirements
Qualifications
Rewards
Motivation
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Module 13-3
Stages of the Recruitment &
Selection Process
Stages of The Recruitment and Selection Process
Stage 1
Stage 2
Stage 3
Stage 4
Organization
Identify and
attract
applicants
Narrow pool
to minimally
qualified
applicants
Further
narrow pool
to those who
best fit the
job
Individual
Identify and
attract
organizations
Narrow pool
to minimally
acceptable
organizations
Further
narrow pool
to those who
best fit with
needs/career
goals
Further
narrow pool
to those who
best fit job
and
organization
Further
narrow pool
to those who
have
desirable
jobs and
desirable
cultures
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Stage 5
Decide
whom to
hire
Decide
which job
offer to
accept
Module 13-4
Organization & Job Analysis
Process
Organization Analysis
Recruitment
Selection
Job Analysis
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Module 13-5
Organization Analysis
 Long-
& short-term goals
 Staffing needs
 Nature of environment
 Climate/culture
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Module 13-6
Job Analysis
 Task
 Job
context
 Knowledge
 Skill
 Ability
 Other
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Module 13-7
Job Rewards
 Extrinsic
 Intrinsic
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Module 13-8
Person-Job Fit
Overqualified
Match
Underqualified
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Module 13-9
Person-Organization Fit
Personality
 Goals
 Values
 Interpersonal skills

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Module 13-10
Recruiting Issues
 Internal
vs. external recruiting sources
 Recruiting scope & intensity
 Recruitment message
 Recruitment media
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Module 13-11
Applicant Pool Quality
Best
Applicant
Pool
Applicant
Pool
“Best of the Best”
“Best of the Worst”
Worst
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Module 13-12
Selection Steps
 Get
applicant KSAO & motivation data
 Assess person-job fit
 Assess person-organization fit
 Decide whom to hire
 Make job offer(s)
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Module 13-13
Selection Methods
Initial Assessment
Methods
 Resumes & cover
letters
 Application blanks
 Biographical
information
 Reference reports
 Screening interviews
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Substantive
Contingent
Assessment Methods Assessment Methods




Ability tests
Personality tests
Job knowledge tests
Performance tests &
work samples
 Integrity tests
 Interviews
 Drug tests
 Medical exams
Module 13-14
Selection Rules-Of-Thumb
Use multiple methods
to get KSAOs.
 Identify patterns of
past behavior.
 Simulate job situations
when possible.

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Module 13-15
Evaluating Selection Methods
 Reliability
 Validity
 Utility
 Applicant
reactions
 Adverse impact
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Module 13-16
Characteristics of a Useful
Selection Method
 It
is reliable.
 It is valid.
 Its benefits outweigh its costs.
 Applicants respond favorably to it.
 It does not screen out a disproportionate
number of legally protected group members.
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Module 13-17
Selection: Decision Making
 Combining
information
– compensatory
– noncompensatory
 Decision
rules
– top-down ranking
– grouping
 Job
offers
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Module 13-18
Why Validate?
 Legal
protection
 Sound business decision making
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Module 13-19
The Half-Million Dollar
Investment
Cumulative Investment in One Employee’s Base Salary
Tenure (Years)
Starting
Salary
5
10
15
20
25
30
$15,000
77,284
160,541
250,232
346,855
450,945
563,080
$20,000
103,045
214,054
333,643
462,473
601,260
$25,000
128,807
267,568
417,053
578,092
$30,000
154,568
321,082
500,464
Note: a 1.5% annual cost-of-living increase is included in these figures
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Module 13-20
The Legal Environment
 Federal
laws
 State laws
 Local laws
 Executive orders
 Agency guidelines
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Module 13-21
Prohibited Criteria
Race
 Color
 Religion
 Sex

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National origin
 Age
 Disability
 Handicap
 Ancestry

Module 13-22
Two Types of Illegal
Discrimination
 Disparate
treatment
 Disparate impact
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Module 13-23
Characteristics of Legal Selection
Practices
 Job-related
– essential job functions
– business necessity
 Standardized
– content
– administration
– scoring
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Module 13-24
Two Major Strategic Issues
 How
can HR selection affect an
organization’s ability to formulate &
implement a successful business strategy?
 Should an organization “make” or “buy” its
needed human resources?
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Module 13-25
Three Approaches
 Traditional
 Staffing
as strategy implementation
 Staffing as strategy formation
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Module 13-26
Traditional Approach
 Strategy
is a contextual feature
 Hire for person-job fit
 Select best person for a specific job
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Module 13-27
Staffing as Strategy
Implementation
 Human
resources support strategy
 Hire for person-strategy fit
 Select best person with needed capabilities
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Module 13-28
Staffing as Strategy Formation
 Human
resources can influence strategy
formation
 Hire for person-organization fit
 Hire people with unique or complementary
KSAOs
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Module 13-29
Make or Buy Human Resources?
 Make
– Hire trainable employees.
 Buy
– Hire fully trained employees.
 Make
& buy
– Buy fully trained employees for critical jobs.
– Hire trainable employees for all other jobs.
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Module 13-30
Human Resource Flows
Inflows
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Upward
Lateral
Downward
Outflows
Module 13-31
The Forest and the Trees
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Module 13-32