Employee Selection: Recruitment

Steps in selecting employees

job analysis

selection of testing methods

test validation

recruitment

screening

testing

selecting

hiring/rejecting

methods for recruitment

advertising

employee referral

employment agencies

school recruiters

walk ins

the web

direct mail

types of media advertisements

newspaper ads

electronic media

types of recruiters

campus recruiters

outside recruiters

employment agencies and search firms

employment agencies

executive search firms

public employment agencies

what to write in recruitments ads

realistic information, detailed description of the job and organization, selection process information

recruitment methods: online and in person

internet: employer based websites, job boards

social media

job marketplaces

job fairs

goal in selecting employees

recruit numerous good applicants

more selective an organization can be, greater chance of hiring successful employees.

criterion

definition of a good employee performance

predictor

anything that relates to the criterion; using validation study to determine this.

steps to conducting a validation study

1. conduct a job analysis

2. specify job performance criteria

3. choose predictors

4. validate the predictors (concurrent vs predictive)

5. cross-validate (validity generalization)

assessment techniques to choose good canidates

previous ratings

emotional intelligence tests

role playing exercise.

how to use predictor information for selection

multiple hurdles (must pass each criterion cutoff to be considered)

regression approach (scores from predictors in equation to estimate criterion, low score can outweigh high score)

combination of hurdles and regression

alternative to validation studies

what is realistic job preview (RJP)

give applicants accurate information about job and organization, reduce number of acceptances, increase job performance and job satisfaction.

what is utility

the degree to which a selection device improves the quality of a personnel system, above and beyond what would have occurred had the instrument not been used

Selection works best when

you have many job openings, many more applicants than openings, have a valid test, job has high salary, job is not easily performed or easily trained.

utility is maximized by

base rate (successful employees/total employees)

selection ratio (hired applicants/applicants)

validity of selection device (should be high)

what do valid predictors do

increase true positives and reduce false positives.

testing proportion of correct decisions

correct rejections (Q2) + correct acceptances (Q4) / total employees (all Q)

testing baseline of correct decisions

successful employees (Q1,2) / total employees (all Q)

international differences In selection

personality and cognitive ability tests are the most popular

less valid procedures used more widely

laws and regulations