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Recruitment and Selection:
Hiring the Right Person
Staffing Management •
Myrna L. Gusdorf, MBA, SPHR • 2008
For more on Indian HR industry, click here
©
SHRM 2008
2
Hiring the Right Person: Recruitment
• RECRUITMENT
> The process ...
For more on Indian HR industry, click here
©
SHRM 2008
3
Recruitment Issues
• Alternatives to recruitment:
> Outsourcing.
...
For more on Indian HR industry, click here
4
Internal Environment
• Promotion from within:
> Advantages:
• Promotion as a ...
For more on Indian HR industry, click here
©
SHRM 2008
5
Internal Environment
• Nepotism: Hiring relatives.
> Does your or...
For more on Indian HR industry, click here
©
SHRM 2008
6
External Environment
• Labor market conditions:
> Strong economy ...
For more on Indian HR industry, click here
©
SHRM 2008
7
Internal Recruitment
• Job Posting: The process of announcing job...
For more on Indian HR industry, click here
©
SHRM 2008
8
External Recruitment
• Employment agencies.
• Executive search fi...
For more on Indian HR industry, click here
©
SHRM 2008
9
Internet Recruiting
• Advantages:
> Inexpensive.
> Quick and easy...
For more on Indian HR industry, click here
10
Recruitment for Diversity
• An ethnically diverse workforce enhances
creativ...
For more on Indian HR industry, click here
©
SHRM 2008
11
HR Dilemma: Employee Referrals
An organization starts an employe...
For more on Indian HR industry, click here
©
SHRM 2008
12
The Employment Application
• Applications must include:
> Applic...
For more on Indian HR industry, click here
©
SHRM 2008
13
Screening Interview
• Usually conducted by telephone.
• Not done...
For more on Indian HR industry, click here
©
SHRM 2008
14
Selection Tests
• SELECTION TEST: Any instrument that is used to...
For more on Indian HR industry, click here
©
SHRM 2008
15
Kinds of Selection Tests
• Cognitive aptitude tests measure reas...
For more on Indian HR industry, click here
©
SHRM 2008
16
Interviewing Candidates
• Team or individual interviewer?
• Stru...
For more on Indian HR industry, click here
©
SHRM 2008
17
Background Verification and Reference
Checks
• The importance of...
For more on Indian HR industry, click here
©
SHRM 2008
18
The Job Offer
• Making the job offer:
> May be done by phone, le...
For more on Indian HR industry, click here
©
SHRM 2008
19
Evaluating the Recruitment and
Selection Process
• Cost:
> Did y...
For more on Indian HR industry, click here
©
SHRM 2008
20
CONGRATULATIONS!
You have a new employee!
Thank You!
For more on Indian HR industry, click here
Resource made available by SHRM US
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HR Challenges: Recruitment and Selection:Hiring the Right Person - SHRM India

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The process of attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization.

Published in: Business, Technology
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HR Challenges: Recruitment and Selection:Hiring the Right Person - SHRM India

  1. 1. Recruitment and Selection: Hiring the Right Person Staffing Management • Myrna L. Gusdorf, MBA, SPHR • 2008
  2. 2. For more on Indian HR industry, click here © SHRM 2008 2 Hiring the Right Person: Recruitment • RECRUITMENT > The process of attracting individuals in sufficient numbers with the right skills and at appropriate times to apply for open positions within the organization.
  3. 3. For more on Indian HR industry, click here © SHRM 2008 3 Recruitment Issues • Alternatives to recruitment: > Outsourcing. > Contingent labor. > Part-time employees. > Overtime. • Costs of recruitment and selection: > Replacing supervisory, technical and management personnel can cost from 50 percent of salary to several hundred percent of salary.
  4. 4. For more on Indian HR industry, click here 4 Internal Environment • Promotion from within: > Advantages: • Promotion as a reward for good work. • Motivational tool for other employees. • Promoted employee gets up to speed must faster in his or her new job. > Disadvantages: • Must fill the position vacated by the promoted employee. • Lack of new ideas and creativity that may come from a new person. • Jealousy from those not promoted. © SHRM 2008
  5. 5. For more on Indian HR industry, click here © SHRM 2008 5 Internal Environment • Nepotism: Hiring relatives. > Does your organization have a policy on nepotism? > May be discriminatory. > Must ensure individuals are not in supervisory positions managing their own relatives. > May create issues of favoritism.
  6. 6. For more on Indian HR industry, click here © SHRM 2008 6 External Environment • Labor market conditions: > Strong economy = difficulty hiring. > Weak economy = too many applicants.
  7. 7. For more on Indian HR industry, click here © SHRM 2008 7 Internal Recruitment • Job Posting: The process of announcing job openings to employees. > Job information must be made available to all employees. > Ensure minority workers and disadvantaged individuals are aware of job opportunities. > Employee cynicism occurs when there is not “equal” opportunity for open positions. • Employee Referrals: > Some believe this is the route to the best employees. > Can perpetuate discriminatory hiring practices.
  8. 8. For more on Indian HR industry, click here © SHRM 2008 8 External Recruitment • Employment agencies. • Executive search firms. • In-house recruiters. • Local advertising: > Newspaper. > Multimedia. • Internships. • Job fairs. • College recruiting. • Walk-in candidates.
  9. 9. For more on Indian HR industry, click here © SHRM 2008 9 Internet Recruiting • Advantages: > Inexpensive. > Quick and easy to post announcement. > Responses arrive faster and in greater quantity. > Will generate a wider range of applicants. > Applicants can be screened by computer. > Some selection tests can be administered by computer. > Automated applicant tracking. • Disadvantages: > Ease of submission will result in a lot of applicants, many whom are not qualified. > May take more HR time to sort through the greater quantity of applicants.
  10. 10. For more on Indian HR industry, click here 10 Recruitment for Diversity • An ethnically diverse workforce enhances creativity and may facilitate expansion into global markets. • Recruiting must generate applicants from a wide variety of individuals. • Train recruiters to use objective standards. • Include pictures of minority and disabled employees on recruitment flyers. • Make sure ads and interviews are bi-lingual. © SHRM 2008
  11. 11. For more on Indian HR industry, click here © SHRM 2008 11 HR Dilemma: Employee Referrals An organization starts an employee referral program to find employees for its assembly plant. The program is very effective, but no candidates from protected groups are referred or hired. 1. Could the organization be guilty of discrimination? 2. Should the organization abandon its referral program?
  12. 12. For more on Indian HR industry, click here © SHRM 2008 12 The Employment Application • Applications must include: > Applicant information. > Applicant signature certifying validity of information. > Statement of employment at will, if permitted. > Permission from the applicant for reference check. • Avoid the following: > Discriminatory information. > Disability information. > Past salary levels. > Birth date or education dates. > Driver’s license information, unless driving is a job requirement.
  13. 13. For more on Indian HR industry, click here © SHRM 2008 13 Screening Interview • Usually conducted by telephone. • Not done in all organizations. • A few straight-forward questions. • Can eliminate those less qualified early in the selection process.
  14. 14. For more on Indian HR industry, click here © SHRM 2008 14 Selection Tests • SELECTION TEST: Any instrument that is used to make a decision about a potential employee.(1) • STANDARDIZATION: Uniformity of procedures and conditions related to administering tests.(2) • RELIABILITY: The extent to which a selection test provides consistent results.(2) • VALIDITY: The extent to which a test measures what it claims to measure.(2) Do higher test scores relate to higher success on the job? (1) Myrna L. Gusdorf (2) R. Wayne Mondy
  15. 15. For more on Indian HR industry, click here © SHRM 2008 15 Kinds of Selection Tests • Cognitive aptitude tests measure reasoning, vocabulary, verbal and numeric skills. • Job knowledge tests measure knowledge regarding a particular job. • Work sample tests allow candidates to demonstrate how they would work on the job. • Psychomotor abilities tests assess the skill level of tasks required on the job. • Personality tests assess traits and personal characteristics. They are used to determine if the applicant is the right fit for the organization. • Vocational interests tests identify occupations in which the candidate is most interested. • Honesty and integrity tests try to measure a candidate’s truthfulness .
  16. 16. For more on Indian HR industry, click here © SHRM 2008 16 Interviewing Candidates • Team or individual interviewer? • Structured or patterned interview: > Pre-set questions asked of all candidates. • Nondirective interview: > Minimum of questions, not planned in advance. > Open-ended questions; interviewer follows the candidate’s lead. • Situational and problem-solving interview: > Candidate describes how he or she would solve a problem. • Behavioral interview: > Candidate describes how he or she responded to a specific situation.
  17. 17. For more on Indian HR industry, click here © SHRM 2008 17 Background Verification and Reference Checks • The importance of checking: > 40 percent of applicants lie about work histories and educational backgrounds. > 20 percent of applicants falsify credentials and licenses. > 30 percent of applicants make misrepresentations on their resumes.
  18. 18. For more on Indian HR industry, click here © SHRM 2008 18 The Job Offer • Making the job offer: > May be done by phone, letter or in person. > Make arrangements for further conditions: • Physical exam and drug screen. > Discuss salary and benefits: • Avoid quoting an annual salary. > Realistic job preview, > Verify employment eligibility: • I-9 form.
  19. 19. For more on Indian HR industry, click here © SHRM 2008 19 Evaluating the Recruitment and Selection Process • Cost: > Did you stay within your recruitment budget? • Time: > How long did it take you to fill the position? • Quality: > Were your applicants well qualified for the job? • Longevity: > What about turnover? Do your new hires stay for the long term?
  20. 20. For more on Indian HR industry, click here © SHRM 2008 20 CONGRATULATIONS! You have a new employee!
  21. 21. Thank You! For more on Indian HR industry, click here Resource made available by SHRM US

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