- process of attracting and selecting applicants for job vacancies
Employee Recruitment and Selection Process
- competency, knowledge, skills, behavior
- review job description and specifications of vacant position
- plan sourcing strategy
- create shortlist and qualified applicants
- assess and select candidate for vacant position
Methods of Recruitment
A. Internal Sourcing
1) Employee Referrals / Recommendation
2) Job Posting
3) HR Info System
4) Internship Program
B. External Sourcing
1) Advertisement
2) Online Job Search Engine
3) Company Website / Social Network
4) Job Fair / Special Events
5) Campus Recruitment
6) Professional Organization
7) Employment Agencies
8) Employee Outsourcing
Employee Selection
- choosing the right person to succeed in a particular job
Methods in Employee Selection
1) Screening of Application Form
2) Employment Interview
3) Employment Testing
4) Reference Checking / Background Investigation
Criteria for Selection Methods
- Validity
- Reliability
1) Screening of Application Form
- company specific employment form to generate info needed to evaluate suitability
- if properly designed, it can predict successful performance
- Weighted Application Form assigns value or weight to predictors of successful performance
- in reviewing resume: scan appearance, look for blank, competencies, work history, inconsistencies, frequency of job changes, reasons for leaving previous job, salary history
2) Employment Interview
- assess the competencies in relation to job requirement
- universal selection tool
- one on one or panel interview
- assess how applicant respond to challenging situations (stress interview)
- effective intervew are objective interview and standardized
- collecting observable facts or evidence if it fit into the culture of the organization
a. Core Competencies - needed at all levels to be effective
b. Technical Competencies - specialized skills, specific functional area
c. Behavioral Interview
- structured interview
- ask the applicant how they handle a specific experience in the past
- past behavior can predict future performance
- use STAR (Situation, Task, Action, Result)
3) Employment Testing
- most frequent used tests: cognitive ability test, personality test, job assessment test
a. Cognitive Ability Test
a1. Intelligence Test (general ability to think, analyze, reason, plan, and solve problem)
- Abstract Reasoning Test
- Numerical Reasoning Test
- Verbal Reasoning Test
a2. Aptitude Test (ability to learn or potencial to develop proficiency in specialized field)
- Mechanical Aptitude Test
- Sales Aptitude Test
- Supervisory Aptitude Test
- Differential Aptitude Test
b. Interest Test
- measuring level of individual's interest or preference activities
- Vocational Preference Inventory Questionnaire (John Holland's Interest Classification Scheme) *widely used*
b1. Realistic - physical activities
b2. Investigative - thinking, organizing, understanding
b3. Artistic - creative expression
b4. Social - helping others
b5. Enterprising - influence others and obtain power
b6. Conventional - rule regulated, orderly, unambiguous activities
c. Personality Test
- consistent pattern of thoughts, feelings, and behaviors
- widely used: Guilford Zimmerman Temperament Survey, 16 PF, MMPI, MBTI
c1. Big Five Personality Traits (FFM)
- Agreeableness
- Extraversion
- Openness
- Conscientiousness
- Neuroticism
c2. Emotional Intelligence
- major factors being considered in selection process.
- high EI = greater mental health, exemplary job performance, potent leadership skills
- ability to understand, recognize, and respond to other's emotions in a positive and constructive manner
- Daniel Goleman (Father of EI); EI is self-awareness, self-regulation, social skills,empathy and motivation
- MBTI (Myer-Briggs Type Indicator) - Katherine and Isabel - measures how people perceive and make decisions (EI, SN, TF, JP)
- Stengthsfinder Assessment (Donald O. Clifton - grandfather of positive psychology), 34 talent themes, 177-item web-based personality
-Projective Tests, let people responde to ambigous stimuli, revealing hidden emotions and conflicts/motivations (Rorschach Inkblot Test, Thematic Apperception Test, Sentence Completion Test, Draw A Person Test, Graphology
- Job Performance Test, require applicant to demonstrate skills
- Assessment Center, for mngt level position (by trained raters)
- issues in Employment Testing; test validity and applicability, overacceptance of test, test familiarity, faking test responses, lack of knowledgr
d. Background Investigation and Reference Check (verify info of the applicant)
