recruitment and selection

1. Recruitment and Selection
Getting the best employees
through the door

2. Human Resource Processes
Promotion
Evaluation
Training and Socialization
Selection and Hiring
Applicant Attraction
RecruitmentMissed
opportunity
Termination
Image or fit
problems
Suboptimal hire
Plateau

3. Applicant attraction strategies
• Rynes (1990). 3 strategies to increase attraction
in tight labor markets.
• 1. Improve recruitment processes.
• 2. Alter employment inducements.
• 3. Target non-traditional applicants.
Contingencies:
labor supply, vacancy characteristics, org characteristics
and ability to pay, phase of the process, and legal
considerations.

4. Best-Case Scenario/Goals for HR
• Diverse and qualified applicant pool
• High reputation/ job desirability
• Fair and optimal hiring (fit for job and org)
• Flexible training/socialization with high
internal and low external portability
• Accurate evaluation with breadth of criteria
• Maintain enough talented employees to
promote from within/ reduce stagnation

5. Hiring for Fit
• Two types:
• Person-Job (P-J). Knowledge, Skills, and Abilities.
• Person-Organization (P-O). Values and Personality traits.
• P-O and P-J can be complementary (hire more of the same)
or supplementary (High overlap with additional skills to fill
gaps).

6. Socialization as Training
• Socialization should be a part of training.
• Allows employees to better understand the “big
picture” of how the organization operates.
• Socialization has 6 dimensions:
• 1.people,
• 2. history,
• 3.language,
• 4. org goals/values,
• 5. politics,
• 6. performance proficiency/expectations.

7. Recruitment and Selection
Practices

8. Recruitment Strategies:
• For managerial positions: internet is most
popular;
• Utilizing internal resources as well as external
resources;
• Use different kinds of employment agencies:
– temporary and government agencies for non-
management employees and
– Employment agencies, college and professional
organizations are used for managerial and
professional employees.

9. Best practices: offer from
organizations
• Potential for advancement;
• Company reputation;
• Stocks;
• Benefits package;
• Corporate culture;
• Salary scale
• Positive culture and learning
environment.

10. Barrier to effective recruitment and
selection:
• Shortage of qualified applicants;
• Competition for the same applicants;
• Difficulty finding and identifying applicants.