Recruitment

1
Matching Individual and Organization
Organizations Decision to retain,fire or promote
Job Performance
Competencies
Job requirements
Traditional Recruitment
Tenure in organization
Individual
Organization
Realistic Recruitment
Culture
Needs
Individuals Decision to Stay or Quit
Job Satisfaction
2
Realistic Recruitment Exchange Theory
What I expect from company
What Company expects from me
?

3
Three Stage Model ofIndividual Job Choice
Processfrom Individual Perspective
Labor Market Vacancies
Stage 1
Stage2
Stage 3
Compensatory Decision Process
Noncompensatory Decision Process
Implicit Favorite
job openings
threshold characteristic must be met to continue
weigh or - of various characteristics
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

4
Factors that Influence Job Choice
JOB CHOICE
Vacancy Characteristics
Applicant Characteristics
Personnel Policies
Recruitment Sources
Recruiter Characteristics
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

5
Role of Human Resource RecruitmentThe
Organizational Perspective
designed to affect

• Number of applicants
• Type of applicant
• Those likely to accept position if offered

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

6
Personnel Policies
can affect the nature of Job Vacancy
characteristics
Specific features include

• Internal vs. External recruiting
• opportunity for advancement
• Market Leader Pay strategy
• Employment-at-Will policy
• Image Advertising

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

7
Recruitment Sources

• Internal sources
• faster, cheaper, more certainty
• External sources
• new ideas approaches
• Direct applicants referrals
• self-selection, low cost
• Newspaper advertising
• Public employment agencies
• blue-collar jobs
• Private employment agencies
• white-collar jobs
• Colleges Universities
• Electronic recruiting - the Internet

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

8
Selection Method Standards for Evaluation
Purposes

• Reliability
• Validity
• Generalizability
• Utility
• Legality

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

9
Reliabilty
The degree to which a measure is consistent over
time.
Reliabilty .95
Reliabilty .7
Measure
Measure
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

10
Validity
The extent to which performance on a measure is
related to job performance.

• Criterion-related
• predictive
• concurrent
• Content

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

11
Criterion - RelatedValidity
Determines a relationship between selection test
scores and job performance.
Predictive
Concurrent
Measure performance of those hired
test existing employees
Measure their performance
test applicants
TIME
TIME
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

12
Validity Testing
Predictive
.
.
.
.
.
.
Minimum Level
.
.
.
PERFORMANCE
TEST SCORE
13
Validity Testing
Predictive
ERROR
.
.
.
.
SUCCESS
.
.
Minimum Level
.
.
.
FAILURE
PERFORMANCE
ERROR
REJECT
ACCEPT
TEST SCORE
14
Generalizability

• Degree to which one can extend validity to other
  contexts
• Three contexts include
• different situations
• especially true for more complex jobs
• different samples of people
• more similar across race and gender than thought
• different time periods

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

15
Utility

• Degree to which information from selection method
  enhances bottom line effectiveness.
• Does the test increase the accuracy of the
  selction process?

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

16
Low Utility
ERROR
SUCCESS
70
15
Minimum Level
5
10
FAILURE
PERFORMANCE
ERROR
ACCEPT
REJECT
without test - 85 accuracy with test - 87
accuracy
TEST SCORE
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

17
High Utility
ERROR
SUCCESS
30
20
Minimum Level
10
40
FAILURE
PERFORMANCE
ERROR
ACCEPT
REJECT
without test - 50 accuracy with test - 75
accuracy
TEST SCORE
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

18
Legality

• Constitutional law used sparingly
• Legislation (CRA, ADEA, ADA)
• employers need to establish business necessity
  for any method showing adverse impact
• prohibits preferential treatment for protected
  groups
• Executive Orders ( 11246)
• prohibits discrimination
• mandates affirmative action to hire qualified
  minorities for government contracts

IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

19
ADVERSE IMPACT CASES
Adverse Impact
Business Necessity
Job Relatedness
Case
1 2 3 4 5 6 7 8
HIGH HIGH HIGH HIGH LOW LOW LOW LOW
HIGH HIGH LOW LOW HIGH HIGH LOW LOW
HIGH LOW HIGH LOW HIGH LOW HIGH LOW
20
Adverse Impact
Majority
ERROR
SUCCESS
Minimum Level
Protected
FAILURE
PERFORMANCE
ERROR
ACCEPT
REJECT
TEST SCORE
If Selection Ratio of majority 60, for Adverse
Impact to occur the Selection Ratio of protected
class must be less than (4/5 of 60) or 48.
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997

21
Evaluating Various Selection Methods
General- zability
Method
Reliability
Validity
Utility
Legality
Interview References Bio-data Physical
Ability Cognitive Ability Personality Work-samp
les Drug Honesty
Low Low High High High High High High
Low Low High Mod - High Moderate Low High H
igh
Low Low Job specific Low High Low Job
specific High
Low Low High Moderate High Low High Costly
Low Libel? Adverse Impact -sex,race Adverse
Impact-sex Adverse Impact-race Low High Privacy

I n s u f f i c i e n t I n f o r m a t i o n
IRWIN

• a Times Mirror Higher Education Group, Inc.,
  company, 1997