Employee selection and recruitment

2 approaches

1. selection

2. training

Selection approach

• Letting go of poor performers and hiring better people

• Using better selection methods

• Not employee-friendly

• Less expensive

Training approach

• Offer those current employees training

• Trying to keep employees

The steps in selecting employees

1. Planning

2. Acquiring applicants

3. Selecting applicants

4. Hiring

8 factors in selection

1. Job analysis

2. Selection of testing methods

3. Test validation

4. Recruitment

5. Screening

6. Testing

7. Selecting

8. Hiring/rejecting 

What is involved in anticipating needs for human resources?

Expansion vs replacements

Ways recruitment is done

• Advertising

• Employee referral

• Employee agencies

• School recruiters

• Walk-ins

• Internet

5 Recruitment methods

media ads

recruiters

employment agencies and search firms

employee referrals

direct mail

Media ads

• Newspaper

• Online

Recruiters

• Campus recruiters

• Outside recruiters

Employmenta agencies and search firms

• Employment agencies

• Executive search firms

• Public employment agencies

Writing recruitment ads

• Realistic information

• Detailed description of the job and organization

• Selection process information

Recruitment methods: online and in person

• Internet

  • Employer based sites

  • Job boards

• Social media

• Job marketplaces

• Job fairs

True or false: In competitive jobs, many companies fight for the same employees

True!

Inside sources perform better

• Referrals + transfers

• High job satisfaction and lower early turnover - Why?

  • Avoid disappointing the person who referred you

  • The person being referred is likely a decent fit for the job

  • The referral is a pre screening

    • The person being referred has more knowledge about the job before being hired and likely won't have inflated expectations and quit sooner

True or false: the internet has made recruiting less efficient

False

What do we hope for when selecting employees

That we will recruit several good applicants because being selective will lead to hiring successful employees

What is a criterion

• Definition of good employee performance for specific position

• KSAOs are linked to performance

• behaviours that help predict the outcome

Sales example

• Sales representative: can look at actual sale rates

  • If applicant has no previous sales experience, need to look at something related that will help predict sale rates

Software dev example

coding quality, efficiency, successful project completion

What is a predictor

• Anything that relates to the criterion

• Related to performance

How do we determine if predictor relates to criterion

Perform a validation study

What are the five steps to perform a validation study

1. conduct a JA

2. specify job performance criteria

3. choose predictors

4. validate the predictors

5. cross validate

3. choose predictors

i.e., psych tests or interviews

4. Validate the predictors using concurrent and predictive validity

1. Concurrent validity: collecting data at the same time

   1. Faster, but not ideal when you need more scores

2. Predictive validity: only one set of scores, wait 6mo - 1yr to gather performance scores and compare

   1. Need to wait to get scores

5. cross validate

1. Validity generalization

   1. Can be the scale be used in different organizations/positions?

2. Cross-validate predictors

Using Predictor Information for Selection: Multiple hurdles

• Must pass each criterion cutoff to be considered

• Can save expensive tests for only best applicants

• Know who will pass or fail before continuation

• Can be difficult for HR to make the right decision

Using Predictor Information for Selection: Regression Approach

• Uses score from each predictor in an equation to estimate criterion

• Low score in one area can be outweighed by other high score in another

• Indicates which method is better over another

Using Predictor Information for Selection: Combination of hurdles and regression

Add up scores to find out who has better performance

Using Predictor Information for Selection: alternatives to validation studies

i.e., previously validated selection tools

Getting applicants to accept the offer: Selection is of little value if employees do not accept and keep job offers

• Positive recruitment process

• Comparable salary benefits

• Cafeteria benefits

Getting applicants to accept the offer: Realist Job Preview (RJB)

• Give applicants accurate info about job and organization

• Reduce number of acceptances

• Increase job performance and job satisfaction

  • People will have a better understanding of the job and they know what's going on

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

• Value of selection system to the organization

• Taylor-Russell Tables

Utility is maximized by

• Base rate (successful employees + total employees)

  • When base rate is low: looking for better improvement

• Selection ratio (hired applicants + applicants)

• Validity of selection device: should be nigh

• Valid predictors increases true positives and reduce false positives

• Must determine if benefits to the organization outweigh the costs of the selection devices

Selection works best

• Many job openings

• You have more applicants than openings

• Using a valid test

• The job has a high salary

• The job is not easily performed or easily trained

What is going on in this image?

True neg: lowest performance = correct decision to reject

True pos: highest performance = correct decision to accept

False neg: high performance but poor interview score = rejected; but would likely perform better if hired

False pos: hired because of interview score but may not perform well enough if hired

International Differences in Selection

• Personality and cognitive ability tests are the most popular

• Less valid procedures used more widely

• Laws and regulations

  • Laws shape selection in most developed countries

  • Unions in many European countries