3. Staffing, recruitment, and selection

Staffing

is a process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to positively impact an organization's effectiveness.

Job analysis

is a systematic process of collecting and analyzing information about a jobs content, context, human requirements, task, duties, responsibilities, KSAOs

Job description

a written statement describing what the job entails. Includes duties, responsibilities, and working conditions.

Job specification

a statement of the minimum qualification required to perform the job successfully. Includes education, experience, skills, and other requirements.

Recruitment

is the process of identifying, attracting and encouraging potential candidates to apply for job vacancies within an organization.

Internal Recruitment

Hiring from within the organization

External Recruitment

Employee referral

current employees recommend candidates from their professional or personal networks. Often is the most used and safe method of recruitment

Selection

refers to the formal and informal procedures used by organization to choose individuals with desired attributes from the applicant pool.

Primacy effect

first impression bias

Contrast effect

comparison with previous candidates

Serial interview

series of individual interviews

Return interview

serial interview with time gap between interviews

Panel interview

multiple interviewers, one applicant

Group interview

multiple applicants interviewed simultaneously

Serial-panel-group interview

series of interview with many interviewer and many applicants at the same time

Clarifiers

a type of interview question where its purpose is obtain more detail or clarify response.

Disqualifiers

a type of interview question where its purpose is to determine whether minimum job requirements are met.

Skill-level determiners

a type of interview question where its purpose is to assess proficiency in critical skills.

Future-focused/situational questions

a type of interview where its purpose is to assess reactions to hypothetical job-related situations

Past focused/patterned behavior questions

a type of interview where its purpose is to predict future behavior based on past actions

Organizational fit questions

a type of interview where its purpose is to assess alignment with organizational culture and values

Top-down selection

a selection method where applicants are ranked by test scores.

Rule of three

a selection method where top three scorers are considered by the decision-maker.

Cutoff scores

a selection method where minimum scores required for acceptable job performance

Multiple cutoff approach

a selection method where the score of applicants for all test are combined

Multiple hurdle approach

a selection method where it test administered sequentially; failure to a test stops the progression to the next test.

Banding

a selection method where Anyone whose score falls within a certain range or score is considered qualified.

Taylor-russel tables

a type of table where it estimates the proportion of selected applicants who will be successful on the job. Ilang applicants ang makakapasa sa job. (If we use this test, how many of those we hire will succeed?)

Lawshe tables

estimate the probability that an applicant will be successful based on content validity. (Are our test questions appropriate for the job position we are hiring?)