Recruitment Process

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Recruitment Recruitment is the process of generating a pool of capable people to apply for is the process of generating a pool of capable people to apply for

employment to an organization. employment to an organization.

SelectionSelection is the process by which managers and others use specific is the process by which managers and others use specific

instruments to choose from a pool of applicants a person or instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management persons most likely to succeed in the job(s), given management goals and legal requirements.goals and legal requirements.



Recruitment and Selection

Recruitment and selection are vital to the formation of a positive Recruitment and selection are vital to the formation of a positive psychological contract, which provides the basis of organizational psychological contract, which provides the basis of organizational commitment and motivation.commitment and motivation.

The attraction and retention of employees is part of the evolving The attraction and retention of employees is part of the evolving employment relationship, based on a mutual and reciprocal employment relationship, based on a mutual and reciprocal understanding of expectations.understanding of expectations.

There are wide variations in recruitment and selection practices, There are wide variations in recruitment and selection practices, reflecting an organization’s strategy and its philosophy towards reflecting an organization’s strategy and its philosophy towards the management of people.the management of people.

Progressive HR practices are crucial to a positive psychological Progressive HR practices are crucial to a positive psychological contract – this includes attention to effective recruitment and contract – this includes attention to effective recruitment and selection practices.selection practices.



Recruitment and Selection

Various recruitment and selection practices are bound by the Various recruitment and selection practices are bound by the law of the land.law of the land.

In general there are three forms of discrimination that are In general there are three forms of discrimination that are against the law:against the law:

DirectDirect

IndirectIndirect

VictimizationVictimization

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The Legal Context

Sex Discrimination Act 1975 (amended 1986)Sex Discrimination Act 1975 (amended 1986)

Race Relations Act 1976 (amended 2000)Race Relations Act 1976 (amended 2000)

Equal Pay Act 1970 (amended 1983 to include work ‘of equal Equal Pay Act 1970 (amended 1983 to include work ‘of equal value’)value’)

Disability Discrimination Act 1996Disability Discrimination Act 1996

Directives from the EU such as the 1998 Data Protection ActDirectives from the EU such as the 1998 Data Protection Act



Key Legal Provisions in the US

A key role for HR is to align performance within roles with the A key role for HR is to align performance within roles with the strategy, so recruiting for the ‘right’ people for a role depends on strategy, so recruiting for the ‘right’ people for a role depends on how it is defined in terms relating to performance to achieve the how it is defined in terms relating to performance to achieve the strategy.strategy.

Criterion-related behaviours or standards of performance are Criterion-related behaviours or standards of performance are referred to as competencies.referred to as competencies.

Competencies can be used to provide the behaviours needed at Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organizations to work to achieve the business strategy, and enable organizations to form a model of the kinds of employee it wishes to attract through form a model of the kinds of employee it wishes to attract through recruitment.recruitment.



Recruitment and Attraction


Six Point Organizational Diagram

The main approaches to attracting applicants can be The main approaches to attracting applicants can be summarized as follows:summarized as follows:

• Walk-insWalk-ins

• Employee referralsEmployee referrals

• AdvertisingAdvertising

• WebsitesWebsites

• Professional associationsProfessional associations

• Educational associationsEducational associations

• Professional agenciesProfessional agencies

• E-recruitment (general recruitment agents/ companies’ own E-recruitment (general recruitment agents/ companies’ own sites)sites)

• Word-of-mouthWord-of-mouthLet's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your AreaLet's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area


Recruitment and AttractionRecruitment and Attraction

An organization will take account of a number of factors when forming An organization will take account of a number of factors when forming its recruitment plans and choice of media.its recruitment plans and choice of media.

These might include:These might include:

CostCost

Time taken to recruit and selectTime taken to recruit and select

Labour market focus, for example: skills, profession or occupationLabour market focus, for example: skills, profession or occupation

Mobility of labour – geographic and occupationalMobility of labour – geographic and occupational

Legislation on sex discrimination, race discrimination and disabilityLegislation on sex discrimination, race discrimination and disability




Personnel specifications versus competenciesPersonnel specifications versus competencies

Personnel specifications may contain stereotypes of the ‘ideal’ Personnel specifications may contain stereotypes of the ‘ideal’ person and so organizations may be reinforcing the stereotype in person and so organizations may be reinforcing the stereotype in their recruitment practices.their recruitment practices.

The use of competencies allows organizations to free themselves The use of competencies allows organizations to free themselves from traditional stereotypes in order to attract applicants from a from traditional stereotypes in order to attract applicants from a variety of sources.variety of sources.

Competencies appear to be more objective, have a variety of uses Competencies appear to be more objective, have a variety of uses in attracting applicants and allow an organization to use more in attracting applicants and allow an organization to use more reliable and valid selection techniques.reliable and valid selection techniques.



Recruitment and AttractionRecruitment and Attraction

Organizations have become increasingly aware of making good Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs:selection decisions, since it involves a number of costs:

The cost of the selection process itself, including the use of The cost of the selection process itself, including the use of various selection instrumentsvarious selection instruments

The future costs of inducting and training new staffThe future costs of inducting and training new staff

The cost of labour turnover if the selected staff are not retainedThe cost of labour turnover if the selected staff are not retained

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Selection: CostsSelection: Costs

Underlying the process of selection and the choice of Underlying the process of selection and the choice of techniques are two key principles:techniques are two key principles:

Individual differences: Individual differences: Attracting a wide choice of applicants Attracting a wide choice of applicants will be of little use unless there is a way of measuring how will be of little use unless there is a way of measuring how people differ, i.e. intelligence, attitudes, social skills, people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience etc.psychological and physical characteristics, experience etc.

Prediction:Prediction: A recognition of the way in which people differ A recognition of the way in which people differ must be extended to a prediction of performance in the must be extended to a prediction of performance in the workplace.workplace.



Selection: Principles

Reliability and Validity IssuesReliability and Validity Issues

ReliabilityReliability refers to the extent to which a selection technique refers to the extent to which a selection technique achieves consistency in what it is measuring over repeated use.achieves consistency in what it is measuring over repeated use.

ValidityValidity refers to the extent to which a selection technique refers to the extent to which a selection technique actually measures what it sets out to measure.actually measures what it sets out to measure.



Selection: Process

Information elicitedInformation elicited – interviews have a specific focus, i.e. facts, – interviews have a specific focus, i.e. facts, subjective information, underlying attitudes.subjective information, underlying attitudes.

StructureStructure – ranging from the completely structured to the – ranging from the completely structured to the unstructured. A compromise between the two enables the unstructured. A compromise between the two enables the interviewer to maintain control yet allowing the interviewee free interviewer to maintain control yet allowing the interviewee free expression.expression.

Order and involvementOrder and involvement – the need to obtain different kinds of – the need to obtain different kinds of information may mean the involvement of more than one information may mean the involvement of more than one interviewer. Applicants may be interviewed serially or in a panel.interviewer. Applicants may be interviewed serially or in a panel.



Selection Interviews

Personality research has lent support to the use of sophisticated Personality research has lent support to the use of sophisticated selection techniques such as psychometric tests that have a good selection techniques such as psychometric tests that have a good record of reliability and validity.record of reliability and validity.

• Ability tests:Ability tests: these focus on mental abilities (verbal/numerical) and these focus on mental abilities (verbal/numerical) and physical skills testing. Right/wrong answers allow applicants to be physical skills testing. Right/wrong answers allow applicants to be placed in ranked order.placed in ranked order.

• Inventories:Inventories: self-report questionnaires indicating traits, intelligence, self-report questionnaires indicating traits, intelligence, values, interests, attitudes and preferences. No right/wrong answers but values, interests, attitudes and preferences. No right/wrong answers but a range of choices between possible answers.a range of choices between possible answers.



Psychometric TestingPsychometric Testing

On-line testing, or e-assessment, is also used for selection and On-line testing, or e-assessment, is also used for selection and other HR purposes.other HR purposes.

Benefits:Benefits:

Online testing enables organizations to test at any time and Online testing enables organizations to test at any time and anywhere in the world.anywhere in the world.

It enables the quick processing of applicants.It enables the quick processing of applicants.

Drawback:Drawback:

Loss of control over the administration of the tests – anyone can Loss of control over the administration of the tests – anyone can be called on to helpbe called on to help



E-assessmentE-assessment

Assessment centres are designed to yield information that can Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job.be used to make decisions concerning suitability for a job.

They provide a fuller picture by combining a range of They provide a fuller picture by combining a range of techniques.techniques.

General methods used include group discussions, role plays General methods used include group discussions, role plays and simulations, interviews and tests.and simulations, interviews and tests.

Candidates attending an assessment centre will be observed Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates’ by assessors who should be trained to judge candidates’ performance against criteria contained within the competency performance against criteria contained within the competency framework.framework.



Assessment CentresAssessment Centres

Applicants have expectations about how the organization will treat Applicants have expectations about how the organization will treat them. Recruitment and selection represent an opportunity to them. Recruitment and selection represent an opportunity to clarify these.clarify these.

Realistic job previews (RJPs) provide a means of achieving this.Realistic job previews (RJPs) provide a means of achieving this.

RJPs can take the form of case studies, shadowing, job sampling RJPs can take the form of case studies, shadowing, job sampling and videos – this enables the expectations of applicants to and videos – this enables the expectations of applicants to become more realistic.become more realistic.

RJPs: lower initial expectations, cause some applicants to de-RJPs: lower initial expectations, cause some applicants to de-select themselves, increase levels of organization commitment, job select themselves, increase levels of organization commitment, job satisfaction, performance and job survival.satisfaction, performance and job survival.



Realistic Job PreviewsRealistic Job Previews

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Recruitment Process

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