IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Employee Sourcing, Acquiring and On-boarding

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Marriage is a relationship in which one person is always right and the other is the husband!

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Marriage is give and take. You’d better give it to her or she’ll take it anyway..

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

A successful marriage requires falling in love many times, always with the same person.

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

There is only one perfect wife in the world and every neighbor has it!

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

• What are advantages / disadvantages of internal and external recruiting?

• Where do we source people from?

• How do we reach them?

• What are steps in the selection process?

• How can staffing decisions minimize hiring / promotion of the wrong people?

• What are some legal constraints of the hiring process?

Challenges in Hiring

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Challenges in Hiring

• What are key performance characteristics?

• What is the applicant’s ability / motivation?

• Who will be involved in selection / hiring?

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Recruitment

Recruitment is the process of searching for and identifying applicants for a position in sufficient quantity and of sufficient quality to meet organisational human resource needs.

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Advantages of Internal Recruitment

Morale/motivation of staff Better assessment Lower costs Rewarding for past and present good

performance Single entry level to company

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Disadvantages of Internal Recruitment

Inbreeding of ‘bad’ ideals and practices Political infighting for promotions Training costs Planning difficulties, including seeking

and training any replacements

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Advantages of External Recruitment

New blood, ideas, ideals and team members

New knowledge and experience Possible competitor insights Cheaper than training a professional

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Disadvantages of External Recruitment

Difficult selectionLowered morale of internal applicantsLonger adjustment periodRecruitment cost

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Selection: Matching People and Jobs

• SelectionThe process of choosing individuals who have

relevant qualifications to fill existing or projected job openings.

• Selection ConsiderationsPerson-job fit: job analysis identifies required

individual competencies (KSAOs) for job success.Person-organization fit: the degree to which

individuals are matched to the culture and values of the organization.

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The Goal of Selection: Maximize “Hits”The Goal of Selection: Maximize “Hits”

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Steps in the Selection ProcessSteps in the Selection Process

Note: Steps may vary. An applicant may be rejected after any step in the process.

Completion of applicationCompletion of application

Initial interview in HR department

Initial interview in HR department

Employment testing(aptitude, achievement)

Employment testing(aptitude, achievement)

Background investigationBackground investigation

Preliminary selection in HR department

Preliminary selection in HR department

Supervisor/team interviewSupervisor/team interview

Medical exam/drug testMedical exam/drug test

Hiring decisionHiring decision

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The Selection Process

• Obtaining Reliable and Valid InformationReliability

The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures.

Validity Degree to which a test or selection procedure measures

a person’s attributes.

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran6–17

Sources of Information about Job Candidates• Application Forms

• Online Applications

• Biographical Information Blanks (BIB)

• Background Investigations

• Polygraph Tests

• Integrity and Honesty Tests

• Graphology

• Medical Examinations

• Employment Tests

• Interviews

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

Figure 6Figure 6–4 –4 The Effectiveness of Selection MethodsThe Effectiveness of Selection Methods

Source: Source: David E. Terpstra, “The Search for Effective Methods,” HRFocus (May 1996).

In a survey of 201 HR executives, participants were asked which selection methods produce the best employees. The mean rating for nine methods on a 5-point scale (1 = not good, 3 = average, 5 = extremely good):

Work samples 3.68

References/recommendations 3.49

Unstructured interviews 3.49

Structured interviews 3.42

Assessment centers 3.42

Specific aptitude tests 3.08

Personality tests 2.93

General cognitive ability tests 2.89

Biographical information blanks 2.84

IPMI – HRM - 2010 Krishnan RajendranIPMI – HRM - 20 Krishnan Rajendran

What are people looking for?

“Choose the phrase that best describes most the most important criterion you will look for in your next position.”