HRM Recruitment and Selection - created from Mind Map

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Job analysis

broad statement of the purpose, scope, duties and responsibilities

Job Description

Person Specification

job title, department, location, main tasks, rewards and conditions

(Russo et al 1996)

4 Requirments

MBO (Management By Objectives)

Job Content

Who you are reporting to.

S.M.A.R.T

Smart.Measurable.Acheivable.Realistic.Timely

Match job description

Detailed Requirments

Differentiable between candidates

ssess whether a candidate meets the specification

KSAs

Where to reqruit

Recruitment phase

aims at attracting a pool of suitable applicants

Internal Reqruitment

External Reqruitment

newspaper/word of mouth/monster

Existing employees

Self Applicants

Manager Recommendations

Head-hunters

Universities

Attract suitable applicants

Deter unsuitable applicants

Positive image of the company

Selection Phase

validity & Reliability of selection methods

Errors and biases

Structured interviews

Validity

Suitability

Reliability

Does the selection method what it is supposed to measure

How well the candidates KSAs Match job requirments

Would others select the same candidate

Test and re-test and still get the same results

Stereotyping

Horns/Halo effect

Detailed Job Analysis

Reliability of Selection

Good Fit Intro

Morley 2007

Planning

KSA

Bridging corporate plans and needs with HR

Best practice

role specification

Identifying suitable candidates.

Applicant filtering

Applicant screening

Face to face interviews

Review & Feedback

in-depth interviews

preferred candidate offer

Keep candidate updated until start.

Forecasting

Human resources forecasting involves projecting labor needs and the effects they’ll have on a business.

Renewal or pull Internally

Changes with environmental changes

Wastage, Absenteeism, Profile

W.A.P

Critique

training costs

supervisory problems

turnover rates

Low utilization of human potential

HRM Recruitment and Selection