HN 347Public Personnel Adminstration

Russell Goodwin

MA, MBA, LPC

Kaplan University

Unit Five Objectives

Develop a job ad for a public personnel position

Analyze local recruitment issues that may have implications for public personnel administration

Develop appropriate questions to use in a job hiring interview

Seminar Objectives

Discussion question review

Review previous assignment and preview this week's assignment

Explore the process of job recruiting

First Things First.....

Any questions regarding the DQs?

General feedback on the Unit Four paper

Preview of Unit Five assignment

Four Considerations

When attempting to match applicants to jobs, consider these factors:

Business Strategy Organizational Culture Reliability of Assessment Tools Validity of Assessment Tools

The Recruitment Process

Initial Screening Selection Orientation Placement Performance Management

The Labor Market Supply and demand

– Tight versus loose labor markets

Factors that define and limit the labor market

– Geography

– Education and/or technical background required to perform a job

– Industry

– Licensing or certification requirements

– Union membership

– Any others?

The Scarce Labor Market

How can an organization adjust policies to attract talent when the labor market is scarce?

Two Types of Recruitment

Internal

– What are the advantages of internal recruitment?

– What are the limitations? External

– When is external recruitment a better option?

– What are the limitations of external recruitment?

Internal Job Recruitment

Strategies:

– Internal Job Posting

– Employee referrals

– Temporary Worker Pools

– Any others you can think of?

External Job Recruitment

Strategies:

– University Relations

– Virtual Job Fairs

– Executive Search Firms

– Employment Agencies

– Recruitment Advertising

– Anything else?

The RJPA useful recruitment and retention tool is the Realistic Job

Preview:

Tells the positives about the job (pay, benefits, etc)

And the negatives (“You will be on call every other weekend.”)

Goal is to lower unrealistic expectations on part of applicant

Job acceptance rates are lowered but job performance, job satisfaction, and retention are higher (Cascio, 2010, p. 221)

Can be administered after hire

RJP Criteria

How to decide what information to include in an RJP: It would be important to most recruits It is not widely known outside the organization It is a factor that causes new hires to quit It is correlated to successful job performance

More on RJP

When is the RJP most appropriate? When few applicants are actually hired When used with entry level positions When unemployment is low When else might it be

appropriate/inappropriate?

The Interviewing Process

Two types of questions: Open ended

What are the advantages of open ended questions?

Close ended What are the advantages of close ended

questions?

Job Interview Questions

What is the proper way to inquire about each of the following in a job interview?

Criminal History Marital Status National Origin Disability Sexual Orientation Citizenship Status Situational Questions (Directly related to job)

Questions?

What is one “take away” you gained from the seminar?

Is there an area where you would like to focus during the next seminar?

How might you utilize what you have learned in seminar and through completing the weekly assignments?

References

Cascio, W. (2010). Managing human resources. New York, NY: McGraw-Hill.