Recruitment and SelectionGetting the best employeesthrough the door
Human Resource ProcessesPromotionEvaluationTraining and SocializationSelection and HiringApplicant AttractionRecruitmentMissedopportunityTerminationImage or fitproblemsSuboptimal hirePlateau
Applicant attraction strategies• Rynes (1990). 3 strategies to increase attractionin tight labor markets.• 1. Improve recruitment processes.• 2. Alter employment inducements.• 3. Target non-traditional applicants.Contingencies:labor supply, vacancy characteristics, org characteristicsand ability to pay, phase of the process, and legalconsiderations.
Best-Case Scenario/Goals for HR• Diverse and qualified applicant pool• High reputation/ job desirability• Fair and optimal hiring (fit for job and org)• Flexible training/socialization with highinternal and low external portability• Accurate evaluation with breadth of criteria• Maintain enough talented employees topromote from within/ reduce stagnation
Hiring for Fit• Two types:• Person-Job (P-J). Knowledge, Skills, and Abilities.• Person-Organization (P-O). Values and Personality traits.• P-O and P-J can be complementary (hire more of the same)or supplementary (High overlap with additional skills to fillgaps).
Socialization as Training• Socialization should be a part of training.• Allows employees to better understand the “bigpicture” of how the organization operates.• Socialization has 6 dimensions:• 1.people,• 2. history,• 3.language,• 4. org goals/values,• 5. politics,• 6. performance proficiency/expectations.
Recruitment Strategies:• For managerial positions: internet is mostpopular;• Utilizing internal resources as well as externalresources;• Use different kinds of employment agencies:– temporary and government agencies for non-management employees and– Employment agencies, college and professionalorganizations are used for managerial andprofessional employees.
Best practices: offer fromorganizations• Potential for advancement;• Company reputation;• Stocks;• Benefits package;• Corporate culture;• Salary scale• Positive culture and learningenvironment.
Barrier to effective recruitment andselection:• Shortage of qualified applicants;• Competition for the same applicants;• Difficulty finding and identifying applicants.