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Chapter
4
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Recruitment and Selection
Describe
the various recruitment policies that
organizations adopt to make job vacancies more attractive.
List the various sources from which job applicants can be
drawn, their relative advantages and disadvantages, and the
methods for evaluating them.
List the common methods used in selecting human
resources.
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Chapter
4
McGraw-Hill/Irwin
Recruitment and Selection
Describe
the degree to which each of the common
methods used in selecting human resources meets the
demands of reliability, validity, generalizability, utility,
and legality.
Establish the basic scientific properties of personnel
selection methods, including reliability, validity, and
generalizability.
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What is recruiting
Human resource recruitment:
The practice or activity carried on by the
organization with the primary purpose of
identifying and attracting potential employees.
Importance of recruiting
 Meeting
organization goals.
 Meeting employee expectations (internal recruiting)
 Creating a good image of the organization (external
recruiting)
The Human Resource Recruitment
Process
Job Choice
Vacancy
Characteristics
Personnel
Policies
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Applicant
Characteristics
Job
Choice
Recruiter Traits
and Behaviors
Recruitment
Sources
Recruitment Influences
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Procedures of recruiting
A. Develop recruiting plans and standards.
 Recruiting plans: what kind of workers and how many?
 Standards: basic requirement for the job posted.
B. Conduct advertising and promoting:
 Advertising: let the public know your needs.
 Promoting: let the public know your image.
C. Conduct recruiting.
D. Evaluate the results of recruiting: cost/benefits.
Personnel Policies
 Characteristics
of the vacancy are more important than
recruiters or recruiting sources.
 Personnel Policies vary:
 Internal

versus External recruiting
opportunity for advancement
 Market
leader pay strategy
 Employment-at-will policies- either party can terminate the
relationship at any time

Due-process policy - employees can appeal a termination
decision
 Image
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advertising
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Recruitment Sources
A. Internal recruiting:
B. External recruiting:
Advertisements in newspapers and periodicals
 Schools and colleges.
 Labor market.
 Employment service agencies.
 Referrals and walk-ins.
 Head-hunting companies.
 Recruiting on Internet.

Recruitment Sources
Colleges and Universities -
Internal Sources -
campus placement services
Public & Private
Employment Agencies -
Faster, cheaper,
more certainty
External Sources New ideas and
approaches
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Direct Applicants
and Referrals self selection,
low cost
headhunters, can be
expensive
JOBS
JOBS
Electronic Recruiting the Internet
Newspaper Advertising large volume, low
quality recruits
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Recruiters
Functional
Area
 HR-
versus operating areaspecialist
Traits
 warm
and informative
Realism
 realistic
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job preview, honesty
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Steps to Enhance Recruiter Impact
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1. Provide timely feedback
1. Provide timely feedback
2. Avoid rude behavior
2. Avoid rude behavior
3. 3.Recruit
in teams
Recruit in teams
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Selection
 Selection
is to choose the most appropriate candidates for
the organization from the applicants’ pool established
during recruiting.
 The most appropriate but not necessarily the best.
Selection Method Standards for
Evaluation Purposes
Reliability
Validity
Generalizability
Utility
Legality
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Reliability
Reliability
is the degree to which a measure of
physical or cognitive abilities, or traits, is free from
random error.
The correlation coefficient is a measure of the
degree to which two sets of numbers are related.
A
perfect positive relationship equals +1.0
 A perfect negative relationship equals - 1.0
Knowing
how scores on the measure at one time
relate to scores on the same measure at another
time refers to test-retest reliability.
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Validity
Validity
is the extent to which performance on the
measure is associated with performance on the job.
Criterion-related validation is demonstrated by a
correlation coefficient that indicates a significant
relationship between scores on the selection
measure and job performance scores. The types
include:
 Predictive
validation
 Concurrent validation
 Content validation
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Generalizability
Generalizability
is the degree to which the
validity of a selection method established in one
context extends to other contexts such as different
situations, different samples of people, and
different time periods.
Three contexts include:
 different
situations
 different samples of people
 different time periods
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Utility
Utility
is the degree to which the
information provided by
selection techniques enhances
the effectiveness of selecting
personnel in organizations.
It is impacted by reliability,
validity, and generalizability.
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Legality
All
selection methods must conform to existing
laws and legal precedents.
Three acts have formed the basis for a majority of
the suits filed by job applicants:
 Civil
Rights Act of 1964 and 1991
 Age Discrimination in Employment Act of 1967
 Americans with Disabilities Act of 1991
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Types of Selection Methods
Interviews
Honesty Tests
and Drug Tests
Work Samples
Personality
Inventories
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References and
Biographical Data
HR
JOBS
Physical Ability
Tests
Cognitive Ability Tests
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Interviews
 Selection
interviews are defined as a dialogue initiated by
one or more persons to gather information and evaluate the
qualifications of an applicant for employment.
 The utility of an interview can be increased by the
following suggestions:
 Interviews
should be structured, standardized, and focused on
goals oriented to skills and behaviors that are observable.
 Ask questions that force the applicant to display job-required
behaviors or knowledge.
 Use multiple, trained interviewers who can avoid personal
bias.
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Situational Interview
A
situational interview
confronts applicants on specific
issues, questions, or problems
that are likely to arise on the job.
These interviews consist of:
 experience-based
questions
 future-oriented questions
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Common mistakes in interview:




First impression: first impression is always
subject to one’s bias or preference.
Personal feeling: personal feeling affects the
judgment of the interviewer.
Comparison: comparison is not reliable without
consistent criteria.
Stereotypes: stereotypes reflect the bias of the
interviewer.
Measures to avoid interview mistakes
Develop
selection criteria for the interview.
Develop interview questions based on the criteria.
Structure the interview to ensure consistency.
Train the interviewer on the criteria and structure
of the interview.
Give weights to different questions to emphasize
the key factors.
Other Selection Methods
 References
and Biographical data gather background
information on candidates.
 Physical ability tests are relevant for predicting not only
job performance but occupational injuries and disabilities.
Types of physical ability tests include:
 muscular
tension, power, and endurance
 cardiovascular endurance
 flexibility
 balance
 coordination
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Other Selection Methods
A
cognitive ability test differentiates candidates
on mental ability. Abilities most commonly
assessed are:
 verbal
comprehension
 quantitative ability
 reasoning ability
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Other Selection Methods
Personality
inventories categorize individuals
by their personality characteristics.
Work samples simulate the job in miniaturized
form.
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Honesty Tests
The
Polygraph Act of 1988
banned the use of polygraph tests
for private companies except
pharmaceutical and security guard
suppliers.
Paper-and-pencil honesty testing
attempts to assess the likelihood
that employees will steal.
 Since
these tests are new, there is
little evidence on their effectiveness.
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Drug Tests
 Drug-use
tests tend to be reliable and valid.
 The major controversies are whether drug tests represent an
invasion of privacy, an unreasonable search and seizure. or
a violation of due process.
 Tests should be administered systematically to all
applicants applying for the same job.
 Testing is likely to be more defensible when there are safety
hazards associated with the failure to perform.
 Test results should be reported to the applicant, who should
have an opportunity to appeal and be re-tested.
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The End