Recruitment & Selection

Recruitment & Selection

1. RECRUITMENT: generating an optimum pool of candidates capable of performing a role

2. SELECTION: using reliable & valid instruments to choose from a pool of candidates with reference to both legal requirements and org culture

3. GETTING IT RIGHT

   • gain competitive advantage
   • shape org. effectiveness & performance
   • attract & retain high-calibre employees with potential to develop
   • Reduce undesirable costs associated with high turnover, poor performance & customer dissatisfaction

4. APPROACHES TO R&S

   • TRADITIONAL: matching characteristics of ideal person to fill a desired job - use of JDs & person specs, selection based on skills, knowledge & personal qualities
   • COMPETENCY-BASED: focus on identifying abilities needed to do the job well, look at potential as well as actual skills/competency, recruit to team requirements rather than individual skills, flexible workers

5. THE RESOURCING CYCLE

   • JOB ANALYSIS
     • JOB DESCRIPTION/PERSON SPEC
       • ATTRACTING & MANAGING APPLICATIONS
         • SELECTING CANDIDATES
           • MAKING THE APPOINTMENT
             • JOINING THE ORG / INDUCTION

6. THE VALIDITY OF SELECTION METHODS

   • FACE VALIDITY: does selection method do as expected
   • CONTENT VALIDITY; does it test/measure what it needs to
   • PREDICTIVE VALIDITY; how well does it predict someone's ability to do their job

7. RELIABILITY OF SELECTION METHODS

   • TEMPORAL/RE-TEST; would repeated use change the outcome
   • CONSISTANCY; does it test what you want it to

8. FAIRNESS IN R&S

   • PROCEDURAL JUSTICE; how far selection methods were seen by candidates to be related to the job
   • DISTRIBUTIVE JUSTICE: how equitably candidates felt they were treated & whether outcome o selection was perceived to be fair
   • extends to the area of discrimination & equal opportunities. 2 approaches - compliance with legislation or managing diversity

9. INTERNET RECRUITMENT

   • most popular & effective method in the UK 80% of employers use job boards - value its links to employer branding & are increasingly using tools such as twitter & youtube to support recruitment

10. A CONTINGENCY APPROACH

    • global orgs need to be aware of cultural differences
    • SMEs less likely to have sophisticated practices in place
    • successful policies & practices are those that apply principles faceted by the particular context of the recruiting org