Lecture 6 - Recruitment

fundamentals of
Human Resource Management 4th edition

by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright
Lecture 5
Recruiting and Selecting
Employees
McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.
• What is recruitment?
• What are its sources?
• What is selection?
• 5 steps of selection?
6-2
Recruiting
• Any activity carried on by the organization with the primary

purpose of identifying and attracting potential employees.
• Recruiting brings together those with jobs to fill and those
seeking jobs.
6-3
Goals of Recruiting and selection
The goals of
• recruiting (encouraging qualified people to
apply for jobs) and
• discourage unqualified ones from applying.
• selection (deciding which candidates would
be the best fit)
6-4
Sources of Recruitment
Critical element of organization’s recruitment strategy is its
decisions about where to look for applicants
6-5
Recruitment Sources: Internal Sources
Hiring from within ideally relies on job posting and the firm’s skills inventories. Job posting
means publicizing the open job to employees (usually by literally posting it on company intranets
or bulletin boards). These postings list the job’s attributes, like qualifications, supervisor, work
schedule, and pay rate.
6-6
Recruitment Sources: External Sources
6-7
SELECTION
6-8
Personnel Selection
• Personnel Selection: the process through which
organizations make decisions about who will or
will not be allowed to join the organization.
• Selection begins with the candidates identified
through recruitment.
• It attempts to reduce their number to the
individuals best qualified to perform available
jobs.
• It ends with the selected individuals placed in
jobs with the organization.
6-9
Figure 5.1 Steps in the Selection Process
6-10
STEP 1
Application Forms
• A low-cost way to gather basic data from many
applicants.
• It ensures that the organization has certain
standard categories of information:
– Contact information
– Work experience
– Educational background
– Technical experience
– Memberships in professional or trade groups
6-11
STEP 2
Employment Tests
6-12
STEP 3
Interviews
6-13
Interviewing Effectively
1. Be prepared
2. Put the applicant at ease
3. Ask about past behaviors
4. Listen – let the candidate do most of the
talking
5. Take notes – write down notes during and
immediately after the interview
6. At the end of the interview, make sure the
candidate knows what to expect next
6-14
Step 4
Background Checks
Background checks are a way to verify that applicants are as they represent
themselves.
• 8 out of 10 large companies and 2/3rds of smaller

orgs report conducting background checks
• Internet allows for faster and easier searching for
convictions (60% of males have been arrested at
some point)
• Requests for expunging police records has been on
the rise so background checks may not be as
complete as employers would prefer.
6-15
Step 5
Communicating the Decision
• When a candidate has been selected, the
organization should communicate the the offer to
the candidate. The offer should include:
– Job responsibilities
– Work schedule
– Rate of pay
– Starting date
– Other relevant details
6-16
A Strategic Approach
to Personnel Selection
• Organizations should create a selection
process in support of its job descriptions.
• The selection process should be set up in a
way that it lets the organization identify
people who have the necessary KASOs.
• This kind of strategic approach to selection
requires ways to measure the effectiveness of
the selection tools.
6-17
Practical Value and Utility
• Being valid, reliable, and generalizable adds value
to a selection method.
• Another consideration is the cost of using the
selection method.
• Selection methods should cost significantly less
than the benefits of hiring new employees.
• Methods that provide economic value greater
than the cost of using them are said to have
utility.
6-18
Meeting the Organization
• View getting a job as your job at the moment.
• Preparing Your Resume
– Use quality paper and easy to read type.
– Proofread carefully.
– Include volunteer experience.
– Use typical job description phraseology.
– Use a cover letter to highlight your greatest strengths.
• Don’t forget about networking as an excellent
way of gaining access to an organization.
Fundamentals of Human Resource 6-19

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fundamentals of

Human Resource Management 4th edition

• Any activity carried on by the organization with the primary

• 8 out of 10 large companies and 2/3rds of smaller

Fundamentals of Human Resource 6-19

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