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23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
23454029 recruiting-and-selection
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23454029 recruiting-and-selection

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  • 1. Recruiting and Selection
  • 2. Recruiting <ul><li>A. Internal v. external </li></ul>
  • 3. Sources of Job Applicants ADVANTAGES DISADVANTAGES Internal <ul><li>Morale of promotee </li></ul><ul><li>Better assessment of abilities </li></ul><ul><li>Lower cost for some jobs </li></ul><ul><li>Motivator for good performance </li></ul><ul><li>Causes a succession of promotions </li></ul><ul><li>Have to hire only at entry level </li></ul><ul><li>Inbreeding </li></ul><ul><li>Possible morale problems of those not promoted </li></ul><ul><li>“Political” infighting for promotions </li></ul><ul><li>Need strong management-development program </li></ul>
  • 4. <ul><li>“New blood” bringing new perspectives </li></ul><ul><li>Cheaper and faster than training professionals </li></ul><ul><li>No group of political supporters in organization already </li></ul><ul><li>May bring industry insights </li></ul><ul><li>Helps meet equal employment needs </li></ul><ul><li>May not select someone who will “fit” the job or organization </li></ul><ul><li>May cause morale problems for internal candidates not selected </li></ul><ul><li>Longer “adjustment” or orientation time </li></ul><ul><li>May bring in an attitude of “This is the way we used to do it at XYZ Company” </li></ul>ADVANTAGES DISADVANTAGES External Sources of Job Applicants (cont’d)
  • 5. Recruiting B. What makes recruiting effective/ ineffective? C. How many and what types of contacts should be made? D. Where should you look?
  • 6. Recruiting <ul><li>E. What methods should you use to look? </li></ul>F. What is an RJP? G. How do you evaluate the effectiveness of your recruiting efforts?
  • 7. Proof of Job Relatedness <ul><li>A. Reasons to show job relatedness </li></ul>B. Uniform guidelines C. Validity 1. Construct 2. Content 3. Criterion a. Predictive b. Concurrent
  • 8. Proof of Job Relatedness C. Validity (continued) 4. Predictor/Criterion Relationship a. Strength b. Statistical significance 5. Why is validity important? D. Reliability
  • 9. Selection Predictors 1. Ability a. Cognitive ability b. Mechanical knowledge c. Psychomotor 2. Personality and interest 3. Work sample tests A. Tests
  • 10. Selection Predictors 4. Training and experience 5. Interviews 6. Graphology 7. Assessment centers A. Tests (continued)
  • 11. Selection Predictors B. Valid predictor v. addressing adverse impact C. Usage 1. Possibly violating legal requirements and reducing potential productivity . 2. Reference and recommendations; low validity, high face validity
  • 12. Selection Predictors C. Usage (continued) 3. Multiple predictors a. Multiple hurdles b. Compensatory c. Combined

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