MN220 Recruitment, Selection and Retention

Topic Overview

• Topic: Building a Workforce Recruitment, Selection & Retention

• Presented by: Dr. Edward O'Connor, Maynooth University School of Business

Workforce Challenges

• Talent Shortage in Ireland:

  • 81% of Irish employers struggle to find skilled talent.

  • Current talent shortage is unprecedented in severity.

Strategies for Addressing Talent Shortage

• Flexibility in Scheduling:

  • 52% of companies are offering flexible hours.

• Wage Increases:

  • 32% plan to raise wages to attract staff.

Talent Management Strategies

• Talent Strategies:

  • Build (Make): Focuses on developing talent internally.

  • Buy: Hiring external candidates.

  • Bridge: Forming partnerships to fill skill gaps.

  • Borrow: Utilizing temporary or contract staffing.

Recruitment and Selection Process

• Recruitment and Selection are separate yet interconnected processes for workforce building.

Recruitment Process

• Definition: Identifying, attracting, and engaging candidates for a role.

• Distinct from Selection: Recruitment focuses on bringing in potential candidates, while selection deals with choosing the best fit.

Selection Process

• Stages Involved:

  1. Vacancy establishment (Replacement or new position).

  2. Initial screening and job analysis.

  3. Job evaluation and specification.

  4. Assessment of candidates through various tests and interviews.

  5. Conditional job offer and induction process.

Importance of Recruitment

• Pool of Qualified Candidates: Ensures availability when job openings occur.

• Alignment with Culture and Goals: Helps find candidates that match the organization’s values.

• Flawed Recruitment Consequences: Inefficient recruitment can hinder overall HRM effectiveness.

Stages of Recruitment Process

1. Drafting a Recruitment Policy: Establishes the framework for recruitment activities.

2. Defining Vacancy Details: Job descriptions and specifications are critical for effective recruitment.

3. Attracting Candidates: Utilize advertising and networking to garner interest.

Factors to Consider in Recruitment Policy

• Emphasizing internal applications

• Processing applications with care

• Compliance with equality policies and legality

• Avoidance of misleading claims in job advertisements

Evaluating Vacancies

• Evaluate if a vacancy is needed:

  • Can existing roles be reshuffled or automated?

  • Is outsourcing a viable option?

Defining Job Requirements

• Job Analysis: Gathering detailed information about the job.

• Job Description: Outlines key responsibilities and objectives.

• Person Specification: Details required skills and experience.

Attracting Candidates

Internal Methods

• Internal Job Posting: Promoting positions within the organization.

• Employee Referral Programs: Engaging current employees to refer candidates.

External Methods

• Job Boards: Posting vacancies on platforms like LinkedIn and Indeed.

• University Partnerships: Engaging colleges for recruitment of new graduates.

• Recruitment Agencies: Collaborating with agencies for specialized roles.

• Networking Events: Attending job fairs to meet potential candidates.

Inclusive Recruitment Practices

1. Clear Role Requirements: Remove biased language.

2. Alternative Channels: Engage diverse groups for greater inclusivity.

3. Anonymized Applications: Ensure fairness in the selection process.

Employer Branding

• Definition: Attributes and qualities making an organization appealing to candidates.

• Importance: Core to attracting the right talent and enhancing organizational reputation.

• Consistency: Must be demonstrated internally and externally to avoid discrepancies.

Benefits of a Strong Employer Brand

• Seen as an Employer of Choice.

• Expands talent pool and reduces hiring costs.

• Lower turnover rates and higher employee engagement.

Employee Value Proposition (EVP)

• Definition: Defines the organization's promise to employees, encompassing benefits and culture.

• Market Segmentation: Recognizing diverse workforce needs in benefits offerings.

Selection Process Overview

• Objective: Match candidates with job requirements and organizational culture.

• Main Stages: Shortlisting, Selection Decision, Post-Offer Stage.

• Key Considerations: Reliability and validity of chosen methods.

Selection Methods

• Common methods include application forms, interviews, psychometric tests, and assessment centers.

Interview Techniques

• Types of Interviews: Structured, Unstructured, Competency-based (using STAR method), and Panel Interviews.

• Competency-Based Discussions: Focus on specific past experiences to gauge suitability.

• Situational Questions: Test responses to hypothetical scenarios relevant to the job.

Psychometric Testing

• Used to assess choice areas: ability, aptitude, and personality.

• Types of Assessments: Numerical, verbal, and spatial reasoning tests.

Aptitude Testing

• Evaluates learning capacity for tasks rather than current skill level.

• Important in determining fit for positions requiring specific skills.

Assessment Centers

• Holistic evaluations through standardized exercises and simulations.

• Focus on interpersonal skills and predict job performance reliably.

Realistic Job Preview

• Provision of balanced information about job aspects to candidates, promoting transparency.

Evaluation in Selection

• Importance of data-driven decisions based on gathered assessments and interviews.

• Ensures alignment with organizational goals in candidate selection.

Post-Selection Process

• Communicating offer formally and ensuring transparency of conditions.

• Updated records for data protection and feedback mechanisms for all candidates.

Induction, Turnover, and Retention

Induction

• Process: Adjustment of new hires to their roles, distinct from basic orientation.

• Importance: Proper induction reduces turnover and integrates employees effectively.

• Tools Used in Induction: Buddy system, meet & greet sessions, workplace tours, etc.

Turnover Management

• Definition: Employee turnover needs to be managed for operational continuity.

• Turnover Calculation: Method for determining turnover rates using formulas.

• Healthy Turnover: Moderate turnover can drive innovation and skill development.

Retention Strategies

• Systematic approaches aimed at keeping productive employees within the organization.

• Costs of high turnover impact both direct hiring expenses and indirect morale issues.

• Garger’s Strategic Approach: Focus on recruitment, training, retention, and compensation to foster employee commitment.