EMPLOYEE TESTING AND SELECTION

Dr. Zanete Garanti

Faculty of Business Administration

DIFFERENCES BETWEEN RECRUITMENT AND SELECTION

Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms

for the post have arrived at the organization

Selection then consists of the processes involved in choosing from applicants a

suitable candidate to fill a post

Attracting the right candidates to apply for a job can be an expensive process

It is even more expensive when done badly because when unsuitable candidates apply for

a job, then the post may need to be re-advertised so it is best to get it right first

time!

The starting point is to carry out job analysis (planning) to identify the sorts of skills,

knowledge and essential requirements that someone needs to have to carry out a job

RECRUITMENT DEFINITIONS

The process or art of finding candidates for a post in an organization

Refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm

Recruitment can focus on the internal labor market (pursuing staff already employed by the organization) or the external labor market (pursuing applicants from outside the organization)

INTERNAL RECRUITMENT

This refers to the filling of job vacancies from within the business where existing employees are selected rather than employing someone from outside

A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development program has been effective

HOW TO DO INTERNAL RECRUITMENT?

Internal vacancies are usually advertised within the business via a variety of media: Job offer to particular employee as a result

of individual assessment Internal database Staff notice boards Intranets In-house magazines / newsletters Staff meetings

INTERNAL RECRUITMENT: SUMMARY

Advantages Disadvantages

Knowledge of how a business operates will need shorter

periods of training and time for 'fitting in’

Replacement of the person who has been promoted

Person is used to working with others in the organization

An insider may be less likely to make the essential criticisms required to get the company

working more effectively

Internal promotion acts as an incentive to all staff to work harder within the organization

Promotion of one person in a company may upset someone

else

The strengths and weaknesses of an insider known. Avoid an

outsider who may only be a success 'on paper’

EXTERNAL RECRUITMENT

External recruitment is the process of searching outside of the current employee pool to fill open positions in an organization

It can cost more than hiring from within, but it also provides an opportunity for a fresh outlook on the industry that a company may need to stay competitive

SUCCESSFUL EXTERNAL RECRUITMENT

The HRM function has to take initiatives in four important areas to make the external recruitment efficient, quick and bringing the right quality of candidates:

Organization Brand Name (http://www.forbes.com/sites/georgeanders/2012/10/11/the-20-most-desired-employers-from-google-to-loreal/)

Correct Positioning of Job Posting Channels used to promote the job vacancy Speed of the Recruitment Process

EXTERNAL RECRUITMENT: SUMMARY

Advantages Disadvantages

Provides new ideas and new insight Loss of time due to adjustment

Allows employee to make changes without having to please

constituent groups

Destroys incentive of present employees to strive for

promotions

Does not change the present organizational hierarchy as

much

No information is available about the individual’s ability to fit with the rest of organization

RECRUITMENT CHANNELS: JOB ADVERTISEMENTS IN MEDIA

Advertisements are the most common form of external recruitment. They can be found in many places: local and national newspapers, notice boards, recruitment fairs.

It allows to attract wide range of applicants, but can be costly and time consuming process.

Job centers are paid by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use

What could be advantages and disadvantages using job centers?

RECRUITMENT CHANNELS: JOB CENTERS

Recruitment agency provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They often specialize in particular employment areas e.g. nursing, financial services, teacher recruitment etc. They work for fee, that can be up to 20% of candidates’ salary

What could be advantages and disadvantages using job centers?

RECRUITMENT CHANNELS: RECRUITMENT AGENCY

HEAD HUNTING

Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set

Headhunting is also a recruitment process that involves convincing the person to join your organization

Often referred to as ‘word of mouth’ and can be a recommendation from a employee, colleague at work, business partner etc. . A full assessment of the candidate is still needed however but potentially it saves on advertising cost.

What could be advantages and disadvantages using personal recommendations?

RECRUITMENT CHANNELS: PERSONAL RECOMMENDATION

RECRUITMENT CHANNELS: INTERNET

Modern, fast and popular way to attract attention. Advertisements can be placed in: Site of company: people who are interested in

your company will find you! Job advertisement site, Recruitment agency site, Other opportunities (banners , social networking sites etc.)

Using connection with schools and universities to find new professionals.

Employee Leasing- arrangement in which a firm (called subscribing firm) transfers its employees to another firm (called leasing firm). The subscribing firm leases its employees back as employees of the leasing firm and usually pays more for their services than their salaries at the time of transfer. This way the payroll and associated expenses and taxes of the leased employees become the leasing firm’s liabilities.

Employee Outsourcing- company provides employees either on a short or long-term contract basis.

RECRUITMENT CHANNELS: DIFFERENT CONNECTIONS, EMPLOYEE LEASING, EMPLOYEE OURSOURCING ETC.

SELECTION Is the process of discovering the qualifications and

characteristics of the job applicant in order to establish their likely suitability for the job position.

A good selection requires a methodical approach to the problem of finding the best matched person for the job.

• Selecting the right candidate

• Rejecting the wrong candidate

Positive outcome

• Selecting the wrong candidate

• Rejecting the correct candidate

Negative outcome

SELECTION PROCESS

Resumes/ CVs Review

Initial Screening Interview

Analyze the Application Blank

Conducting Tests and Evaluating performance

Preliminary Interview

Core and Departmental Interviews

Reference checks

Job offer

Medical Evaluation

SELECTION TECHNIQUES AND THE FREQUENCY OF USE

Technique Percentage of firms reporting to use (USA)

Reference checking 96

Interviews 94

Application forms 87

Ability tests 78

Medical examinations 50

Mental ability 31

Drug tests 26

Personality inventory 17

Weighted application forms 11

Honesty tests 7

Lie detector tests 5

APPLICATION FORMS Contains:

Personal information Education, qualifications Work experience, salary Personality items References

Evaluation of application forms:

1. Clinical method In this method, all the information furnished by the

applicant in the form is analyzed and inferences are made about applicant’s personality

2. Weighted method In this method, certain points or weights are

assigned to each item in the application form

SELECTION TESTS

Intelligence Interest Aptitude Personality Achievements Situational Graphology Others See the test examples:

http://www.jobs.mahle.com/C12578D4003EF749/vwContentByUNID/F9CE3FA1CF74AC37C1257B3C005E4964/$FILE/Pre-Employment%20Math%20Morristown.pdf

Interviews

Preliminary interview

Selection interview

Decision making

interview

Unstructured

Formal and structured

Stress

Group

Panel In- depth

NEXT CLASS: JOB INTERVIEW

We are going to have a job interview role play on Tuesday, March 24.

Here is the situation: You are a graduate of UMK, Faculty of Business. You

applied to work in a KOOP bank as a bank clerk. Prepare yourself for a job interview as both

interviewer and an applicant. You will be assested on ability to carry out both

roles (it will count as your first quiz). Attendace is compulsory! Find examples of the job interview questions

and prepare both to ask them and to answer them: http://jobsearch.about.com/od/interviewquestionsanswers/a/top-50-job-interview-questions.htm

INDUCTION Induction is a structured and standardized means

of communicating corporate goals, policies, procedures and standards to new staff. It assists with their socialization into organizational values and culture.

It is a supportive process that includes mentoring, coaching and the provision of information and learning materials that address technical and professional aspects of the job. It is primarily work-based and, as such, is the responsibility of the department and supervisor.

Induction is an opportunity to discuss what systems are in place for managing and supporting staff, including their career development, training, and performance management.

A PROPERLY CONDUCTED INDUCTION SHOULD: Reinforce the staff member’s decision to join the

organization, Enable staff to quickly commence work in an effective

manner, Clarify expectations and reduce anxiety, Increase the predictability of a staff member’s behavior,

i.e. that he or she will act in accordance with their terms and conditions of employment and in the interest of the organization,

Promote enthusiasm and excitement about the staff member’s role,

Link the new staff member to the organization’s work and collegial networking structures,

Provide information about staff member’s rights and obligations.

APPLICATION HOMEWORK

Chapter 6 of Dessler HRM book: http://

www.prenhall.com/behindthebook/0131746170/pdf/Dessler2_When_On_Your_Own.pdf