human resource

HUMAN RESOURCEHUMAN RESOURCE

How do HR generate a pool How do HR generate a pool of capable people to apply of capable people to apply for employment? How do for employment? How do they assess suitability for they assess suitability for

succession to a job?succession to a job?

Freely Inspired from Bratton J., Gold J., Human Resource Management, Freely Inspired from Bratton J., Gold J., Human Resource Management, Theory and Practice, Palgrave, 2003 Theory and Practice, Palgrave, 2003 http://www.palgrave.com/business/brattonandgold/

Edited by Fabio Emanuele Noia, Link Campus University of Malta, 2006Edited by Fabio Emanuele Noia, Link Campus University of Malta, 2006

Chapter 7 Chapter 7

Recruitment & SelectionRecruitment & Selection

http://www.palgrave.com/business/brattonandgold/

RecruitmentRecruitment

________________________

The process of The process of generating a pool of generating a pool of

capable people to capable people to apply for apply for

employment to an employment to an organization.organization.

Freely Inspired from Bratton J., Gold J., Human Resource Management, Freely Inspired from Bratton J., Gold J., Human Resource Management, Theory and Practice, Palgrave, 2003Theory and Practice, Palgrave, 2003

SelectionSelection________________________

The process by which The process by which managers and others use managers and others use

specific instruments to specific instruments to choose from a pool of choose from a pool of applicants a person or applicants a person or persons most likely to persons most likely to succeed in the job(s), succeed in the job(s),

given management goals given management goals and legal requirements.and legal requirements.


Stages of recruitment and Stages of recruitment and selectionselection

________________________

Internal and external factors + job Internal and external factors + job analysisanalysis

Human Resource PlanningHuman Resource Planning

RecruitmentRecruitment

Pool of applicantsPool of applicants

SelectionSelection

Job PerformanceJob Performance


Psychological contractPsychological contract________________________

Recruitment and selection are vital Recruitment and selection are vital stages in the formation of the stages in the formation of the expectations that form such expectations that form such

acontract.acontract.

A contract which is key for A contract which is key for organizational commitment and organizational commitment and

motivation.motivation.

Two-way flow of communication is Two-way flow of communication is needed as employees select an needed as employees select an

organization and the work on offer organization and the work on offer as much as employers select as much as employers select

employees.employees.

Mutual and reciprocal Mutual and reciprocal understanding of expectationsunderstanding of expectations


Legal contextLegal context________________________

R&S practices are bound R&S practices are bound by the law of the land.by the law of the land.

These have been notorious These have been notorious areas for demonstrating areas for demonstrating prejudiceand subjective prejudiceand subjective

influence, which could wel influence, which could wel result in infringements result in infringements

under legislation dealing under legislation dealing with discrimination.with discrimination.


3 forms of discrimination3 forms of discrimination________________________

Direct (treated less favourably Direct (treated less favourably based on gender, race ethnicity, based on gender, race ethnicity,

disability, …)disability, …)

Indirect (a requirement not been Indirect (a requirement not been shown to be justified apparently shown to be justified apparently treats everyone equally but has a treats everyone equally but has a

disproportinate effect on a particular disproportinate effect on a particular group – applicant should be 1.85 m group – applicant should be 1.85 m

tall)tall)

Victimization (individuals are Victimization (individuals are discriminated against because they discriminated against because they

have exercised their rights under have exercised their rights under the law).the law).


Equal payEqual pay________________________

For like workFor like work

Work rated as equivalent Work rated as equivalent under a job evaluation under a job evaluation

schemescheme

Work of equal value, in terms Work of equal value, in terms of demands made under such of demands made under such headings as effort, skill and headings as effort, skill and

decision making.decision making.


Diverse workplaceDiverse workplace________________________

Antidiscrimination legislation Antidiscrimination legislation provides the foundation for a provides the foundation for a growing interst in diversity at growing interst in diversity at

work, creating a working culture work, creating a working culture taht seeks, respects, values and taht seeks, respects, values and

harnesses difference.harnesses difference.

Diversity can provide an Diversity can provide an organization with a valuable organization with a valuable resource in competing both resource in competing both

globally and locallyglobally and locally


AttractionAttraction________________________

Assumptions:Assumptions:

People have a choisePeople have a choise

The contribution they will make The contribution they will make is not totally predictableis not totally predictable

Employees will potentially Employees will potentially attempt to retain significant attempt to retain significant

discretion with respect to the discretion with respect to the effort they are prepared to make effort they are prepared to make

and their commitment to and their commitment to organizations.organizations.


AttractionAttraction________________________

As population grow older many As population grow older many organization have to adjust to organization have to adjust to better appeal to older workers better appeal to older workers

(Japan)(Japan)

Reduction of graduate jobs with Reduction of graduate jobs with increasing supply make difficult increasing supply make difficult

to find employment on to find employment on advantageous terms – advantageous terms – overqualification (UK)overqualification (UK)

Small and medium enterprises Small and medium enterprises are becoming key sources of are becoming key sources of graduate recruitment – less graduate recruitment – less

formal and bureaucratic (Italy).formal and bureaucratic (Italy).


Selecting on competencySelecting on competency________________________________

Woodruffe (1992) Woodruffe (1992) ““the set of behavior patterns the set of behavior patterns that the incumbent needs to that the incumbent needs to

bring to a position (relevant) in bring to a position (relevant) in order to perform its tasks and order to perform its tasks and function with competence”.function with competence”.

Dimensions of behavior that are Dimensions of behavior that are distinct and associated with distinct and associated with

competent or effective competent or effective performance should be performance should be

identified and isolated for being identified and isolated for being used as a selection basis.used as a selection basis.


Attraction: HP WayAttraction: HP Way

Clearly designed to bring about Clearly designed to bring about increased motivation, increased increased motivation, increased

acceptance fo responsibility, acceptance fo responsibility, deepened skills and greater deepened skills and greater

commitment from workers already commitment from workers already employed within the organization.employed within the organization.

Projected images, values, and Projected images, values, and information on espoused goals will information on espoused goals will inetract with workers in the external inetract with workers in the external labor market, inclusing both those labor market, inclusing both those employed and those unemployed, employed and those unemployed,

determining the degree of attraction determining the degree of attraction that potential recruits feel towards that potential recruits feel towards

the organization. the organization.

The basis for a compatible person-The basis for a compatible person-organization fit.organization fit.


Attraction Retention Attraction Retention AttritionAttrition

If they don’t fit they will If they don’t fit they will leave (Schneider, 1987)leave (Schneider, 1987)

People are attracted to People are attracted to an organization on the an organization on the

basis of their own basis of their own interests and interests and personality.personality.


Main approaches to attractMain approaches to attract

Walk-insWalk-insEmployee referralsEmployee referrals

AdvertisingAdvertisingWebsitesWebsites

Professional associationsProfessional associationsEducational associationsEducational associations

Professional agenciesProfessional agenciesEmployer BrandingEmployer Branding

E-recruitment (Monster, E-recruitment (Monster, StepStone, Corporate StepStone, Corporate

websites)websites)


Critical variable in attractionCritical variable in attraction

CostCostTimeTime

Labor market focusLabor market focusMobility of laborMobility of labor

Legislation on discriminationLegislation on discrimination


Job descriptionJob description

Job titleJob title

DepartmentDepartment

Responsible to:Responsible to:

RelationshipRelationship

Purpose of Job/overall Purpose of Job/overall objectivesobjectives

Specific duties and Specific duties and responsibilitiesresponsibilities

Physical/economic conditionsPhysical/economic conditions


Personnel specificationPersonnel specification

Physical characteristicsPhysical characteristics

AttainmentsAttainments

General intelligenceGeneral intelligence

Specific aptitudesSpecific aptitudes

InterestsInterests

DispositionDisposition

CircumstancesCircumstances


Performance contractPerformance contract

Added up to job Added up to job description to better description to better

specify what a job holder specify what a job holder agrees to accomplish over agrees to accomplish over

a period of time, a period of time, summarizing the purpose summarizing the purpose of a job, how that purpose of a job, how that purpose will be met over the time will be met over the time

specified and how the specified and how the achievement of objectives achievement of objectives

will be assessed.will be assessed.


Succesful attraction Succesful attraction

Based on whether it Based on whether it attracts a sufficient attracts a sufficient

number of number of applicants of the applicants of the desired quality desired quality

within the budget within the budget set and the time set and the time

limit.limit.


SelectionSelection

Good selection involves correct hiring Good selection involves correct hiring decisions and cost and time decisions and cost and time

considerartions.considerartions.

Correct decisions: depends on Correct decisions: depends on selection process, validity and selection process, validity and

reliability of selected techniques; reliability of selected techniques; training of staff involved in the training of staff involved in the

selectionselection

Costs: cost of people and tools; cost Costs: cost of people and tools; cost of inducting and training new staff; of inducting and training new staff; cost of turnover if selected staff are cost of turnover if selected staff are

not retained.not retained.

Time: relates to succession plan and Time: relates to succession plan and the need to discharge responsibilities the need to discharge responsibilities

in a timely fashion. in a timely fashion.


Tools: interviewTools: interview

Two-way exchange, Two-way exchange, key to introduce key to introduce

company and job to company and job to candidates and candidates and address their address their

expectations, as well expectations, as well as eliciting relevant as eliciting relevant

information; test some information; test some aspects of candidates’ aspects of candidates’ qualities and observe qualities and observe

how they relate to how they relate to people and facts.people and facts.


Tools: interview – Tools: interview – reliability and validityreliability and validity

• ReliabilityReliability• From r=0.23 to 0.97 (Median From r=0.23 to 0.97 (Median

0.57)0.57)

• ValidityValidity• From r=0.09 to 0.94 (Median From r=0.09 to 0.94 (Median

0.27) 0.27)

• The interview seems eficient The interview seems eficient in terms of reliability and in terms of reliability and validity.validity.

• Therefore judgement about Therefore judgement about suitability for employment suitability for employment should be made by other should be made by other techniques.techniques.


Tools: interview - biasesTools: interview - biases

• Pre-interviewPre-interview• First impressionsFirst impressions• StereotypesStereotypes• Contrast (the order matters)Contrast (the order matters)• Attraction (similarity of Attraction (similarity of

opinions and attitudes)opinions and attitudes)

• Structure (if varied affect Structure (if varied affect reliability)reliability)

• Questions (misleading, Questions (misleading, embarassing, …)embarassing, …)

• Listening (talk too much)Listening (talk too much)• Retention and Retention and

interpretation (poor recall interpretation (poor recall or difficult interpretation)or difficult interpretation)


Selection: testingSelection: testing

• A psychological test can be defined as A psychological test can be defined as a standardised situation in which a standardised situation in which human behavior is sampled, observed human behavior is sampled, observed and desribed to produce an and desribed to produce an objective objective and standardised measure.and standardised measure.

• A test is made of a number of items A test is made of a number of items (stimuli) eliciting answers (responses).(stimuli) eliciting answers (responses).

Test categoriesTest categories

• Maximum performance – to assess achieved Maximum performance – to assess achieved abiities or potential (intelligence, cognitive abiities or potential (intelligence, cognitive and practical abilities, attitudes, and practical abilities, attitudes, performance)performance)

• Typical performance – preferences, typical Typical performance – preferences, typical behavior and ways of being of individuals behavior and ways of being of individuals (personality, interests, motivation). No right (personality, interests, motivation). No right or wrong. or wrong.

Maximum performanceMaximum performance

• Measurement is through success in Measurement is through success in addressing problems, predisposition, addressing problems, predisposition, adquired knowledge.adquired knowledge.

– Intelligence test (General IQ) to assess mental Intelligence test (General IQ) to assess mental abilities, development and efficiencyabilities, development and efficiency

– Attitude test to assess the ability to acquire, Attitude test to assess the ability to acquire, through training, abilities and reaction schematathrough training, abilities and reaction schemata

– Performance test to assess already acquired Performance test to assess already acquired knowledge, abilities and competences (school knowledge, abilities and competences (school tests).tests).

Typical performanceTypical performance

• Personality (relatively stable aspects of Personality (relatively stable aspects of personality).personality).

• Is aimed at profiling individuals, not to Is aimed at profiling individuals, not to score them against each other.score them against each other.

• Big Five Theories: Big Five Theories: Consciensciousness, Openess, Consciensciousness, Openess, Extroversion, Emotional Stability,Extroversion, Emotional Stability,

Other classificationsOther classifications

• Objective tests: multiple answers Objective tests: multiple answers (standardised)(standardised)

• Subjective tests: require personalised Subjective tests: require personalised input (fill in the blanks)input (fill in the blanks)

• Projective tests: ambiguous situations Projective tests: ambiguous situations to be interpreted through individual to be interpreted through individual projections (fill in the cloud).projections (fill in the cloud).

Rationale for using testingRationale for using testing

• Irregardless of considerations concerning Irregardless of considerations concerning the commercial success of some products, the commercial success of some products, in selecting tests for personnel selection / in selecting tests for personnel selection / promotion purposes it is important to assess promotion purposes it is important to assess the following:the following:

• Fit of test within the selection processFit of test within the selection process• Fit of test within selection requirementsFit of test within selection requirements• Validity and reliability of testsValidity and reliability of tests• Availability of proper standard population dataAvailability of proper standard population data• Expert administration and interpretation of outcomesExpert administration and interpretation of outcomes• Overall cost-benefit analysis.Overall cost-benefit analysis.

Assessment of drivers’ subjective Assessment of drivers’ subjective mental work-load in a transportation companymental work-load in a transportation company

– Definition of mental workload in the specific Definition of mental workload in the specific contextcontext

– Identification of interactions between tasks, Identification of interactions between tasks, resources and contextresources and context

– Identification of behavioural markers associated Identification of behavioural markers associated with workload variationswith workload variations

– Further statistical analysis and testing of markers Further statistical analysis and testing of markers to define best items for questionnaire.to define best items for questionnaire.

– Administration and analysis of resultsAdministration and analysis of results– Recommendation to improve driving Recommendation to improve driving

conditions/reduce accident risksconditions/reduce accident risks

Assessment of drivers’ subjective Assessment of drivers’ subjective mental work-load in a transportation companymental work-load in a transportation company

– This type of study will permit the company This type of study will permit the company to understand more about the task itself to understand more about the task itself and the requirements for those operators and the requirements for those operators to be assigned to the tasks.to be assigned to the tasks.

– The outcome can serve as a useful input The outcome can serve as a useful input for job re-design/improvement and for a for job re-design/improvement and for a better definition of operator entry / better definition of operator entry / selection / development requirements.selection / development requirements.

Assessment CentersAssessment Centers

Given the weakness of single Given the weakness of single measures organizations are measures organizations are

increasingly combining techniques increasingly combining techniques adn applying them together at events adn applying them together at events referred to as Assessment Centers.referred to as Assessment Centers.

Consist of group discussions, role Consist of group discussions, role plays, simulations, interviews and plays, simulations, interviews and

tests.tests.


Realistic Job PreviewRealistic Job Preview

Both parties in the recruitment and Both parties in the recruitment and selection process are making selection process are making

decisions, and it is important for an decisions, and it is important for an organization to recognize that high organization to recognize that high quality applicants, attracted by the quality applicants, attracted by the image of an organization , could be image of an organization , could be

lost at an early stage unless they were lost at an early stage unless they were supplied with realistic organization supplied with realistic organization

and work information.and work information.

Applicant have expectations about Applicant have expectations about how the organization will treat them how the organization will treat them (also the kind of tests and interwies (also the kind of tests and interwies

they will be administered – face they will be administered – face validity) and R&S represent an validity) and R&S represent an

opportunity to clarify these.opportunity to clarify these.

Recruitment is about making a Recruitment is about making a promise, selection about keeping to it, promise, selection about keeping to it,

properly planning and managing all properly planning and managing all moments of true.moments of true.


Induction: socialization to workInduction: socialization to work

Suitable candidate will be made an Suitable candidate will be made an offer.offer.

The offer will be accepted or rejected The offer will be accepted or rejected or further negotiated by the candidate.or further negotiated by the candidate.

A contract of employment will be A contract of employment will be eventually signed.eventually signed.

Employee will report to his/her new Employee will report to his/her new job on a stated date. job on a stated date.

The new employee will be introduced The new employee will be introduced (abandoned) to office, colleagues and (abandoned) to office, colleagues and job, and will be mentored, tutored or job, and will be mentored, tutored or

trained to get to expected trained to get to expected performance level as soon as performance level as soon as

possible. possible.


AssignmentAssignment

______________________

On line On line recruitment. recruitment.

Visit:Visit:

http://www-aolr.org


http://www-aolr.org/

human resource

Documents

human resource management

valuable resource

management goals

human resourcehow

stages of recruitment

pool of capable people

vital stages

equal pay