What is recruitment?- The process which aims to attract suitably qualified candidates for a job (from which it is possible to select a competent person.)
-Main elements to consider Pre Recruitment:
-Is there a case for recruitment? Job analysis (Stage 1)
-analysis of the labour market (Stage 2)
Note:Must also take into account other contingency variables e.g. economic conditions
-Recruitment is sometimes regarded as the poor relation of selection. Decisions have to be made about whether or not to recruit, whom which source, the cost factor. Furthermore legal factors have to be kept in mind (e.g. design and wording of adverts and in online channels). If recruitment process generates insufficient applications or too many unsuitable ones, it will be expensive. Thus a cost effective recruitment method depends on factors specific to each organisation and to different types of vacancy.
-Key methods- closed searches (i.e. word of mouth, recruitment agencies<81% in 2004>) , open searches (newspaper advert<87% in 2004>, employers website). All in all, without effective recruitment practices, there may be limited numbers of applicants to choose from.
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What is selection? -The application of techniques with the aim of selecting and appointing a competent person.
Methods of Selection?
-Recruitment is sometimes regarded as the poor relation of selection. Decisions have to be made about whether or not to recruit, whom which source, the cost factor. Furthermore legal factors have to be kept in mind (e.g. design and wording of adverts and in online channels). If recruitment process generates insufficient applications or too many unsuitable ones, it will be expensive. Thus a cost effective recruitment method depends on factors specific to each organisation and to different types of vacancy.
-Key methods- closed searches (i.e. word of mouth, recruitment agencies<81% in 2004>) , open searches (newspaper advert<87% in 2004>, employers website). All in all, without effective recruitment practices, there may be limited numbers of applicants to choose from.
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What is selection? -The application of techniques with the aim of selecting and appointing a competent person.
Methods of Selection?
-Interviews
-Assessment Centres
-Psychometric testing
-Work Samples
-Bio Data
-Graphology
-References
- In evaluating the effectiveness of selection methods- Muchinshky's ideas are very useful:
1.validity analyses if the selection method is an accurate predictor job performance. Interviews are highly criticized for low levels of reliability, poor predictive ability, etc. For example work sampling is very high in validity when assessing competencies for jobs with mechanical components rather than service based components. It is also valid when predicting current ability to perform rather than ability to learn. Furthermore biographical data has a very impressive validity of 0.70 and can be implemented at minimal cost. Although a highly applicable method, it poses serious legal issues about privacy, hence perceived as unfair! This is an example that firms should also take into account of contextual conditions. Best to improve validity by conjoining many methods together.
2. Fairness examines if the method suffers from any biases or discrimination such as age, gender or race.
3. Applicability -can the selection method be applied to a wide range of job and applicant types?
4. Cost of method implementation- is it economical? There is little point in sunning a sophisticated and complex personality test if just one candidate applies for it or if it is for a temporary post.
2. Fairness examines if the method suffers from any biases or discrimination such as age, gender or race.
3. Applicability -can the selection method be applied to a wide range of job and applicant types?
4. Cost of method implementation- is it economical? There is little point in sunning a sophisticated and complex personality test if just one candidate applies for it or if it is for a temporary post.
Paradigms of employee selection and their key assumptions:
-Psychometric paradigm (traditional approach)
-people don’t change much, static process.
-people don’t change much, static process.
-The main purpose of selection is to predict job performance.
-The best performers are the most suitable.
-The better the selection, the better the performance.
-The best performers are the most suitable.
-The better the selection, the better the performance.
-Person Organisation Fit-
-Organisations, jobs and business environment always changing.
-Organisation needs employees who develop and grow with them.
-Prime focus is on building up a mutually beneficial relationship for both parties- employers seek to recruit an all rounder and employees seek an environment that they will thrive in (opportunity for self and career developments)
-Organisations, jobs and business environment always changing.
-Organisation needs employees who develop and grow with them.
-Prime focus is on building up a mutually beneficial relationship for both parties- employers seek to recruit an all rounder and employees seek an environment that they will thrive in (opportunity for self and career developments)
-Social Process:
-individuals have to choose the organisation as much as the organisation has to choose that individual. Importance of a 2 way process.
-Applicants must be enticed enough by the company to apply in the first place and accept/reject a job offer.
-individuals have to choose the organisation as much as the organisation has to choose that individual. Importance of a 2 way process.
-Applicants must be enticed enough by the company to apply in the first place and accept/reject a job offer.
When it comes to selection, the main concepts in assessing usefulness of methods are validity (CONTENT and CRITERION) and reliability of the method.
-Criterion Related Validity- refers to the relationship between a predictor or performance and a criterion of performance.
-Content Related Validity- Does the test test skills needed in a particular job?
Employers must also take into account the cost of selection method Vs value of the role to the organisation/budget/finding the right person for the job.
In Conclusion:
- HR planning and recruitment should not be treated as the poor relations of selection. Because of increased sophistication in the selection field, it is often forgot that without effective recruitment practices, there may be limited numbers of applicants from which to choose and this can impact on performance at later stages of the employment contract.
image Source : thecommonsenseshow.com
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