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Recruitment and Selection 3470

Recruitment and Selection 3470.

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Recruitment and Selection 3470

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  1. Recruitment and Selection 3470 Course Description: This course provides an introduction to the current issues and procedures that are used in recruitment, selection, and appraisal of employees in organizations. We will be reviewing such topics as Canadian legal standards, the utility of scientific approaches to selection and the steps involved in developing and validating a selection system.
 Required Text: V.M. Catano, W.H. Wiesner, R.D. Hackett, L.L. Method, Recruitment and Selection in Canada, Fifth Edition.


  2. Lecture topics and readings: Week 1: Introduction; Discussion of course deliverables; Chapter 1 Week 2: Measurement, Reliability and Validity; Chapter 2 Week 3: Legal Issues; Chapter 3 Week 4: Job Analysis and Competency Models; Chapter 4 Week 5: Job Analysis and Competency Models; Chapter 4 Week 6: Recruitment, Selection and Job Performance; Chapter 5 Week 7: Recruitment; Chapter 6 Week 8: Applicant Screening; Chapter 7 Week 9: Testing; Chapter 8 Week 10: Interviewing; Chapter 9; Decision-making; Chapter 10 Week 11: Online Chat on selection system project: status reports Week 12: Online Chat on selection system projects/ discussion


  3. Course Deliverables: 1. Midterm Exam: (45%; March 16 ). This online exam will cover Chapters 1-10 and lectures and exercises for weeks 1-10. I will hold an online chat the week before. This online chat will serve as an opportunity for students to ask questions and for me to go over important concepts for the exam.
The exam will take less than 3 hours to complete, but you will have 1 week upload it. I will post it at 9am o2.

  4. 2. Selection System Project (SSP): (55%, Due at midnight March 31) This selection system project is discussed in more detail in lecture. Each student is responsible for developing their own selection system. Each of the lectures from 4-10 will serve as a section in your project such that: 


  5. Section 1: Intro and description of the position for which you are developing a selection system (more about this in the lecture). Section 2: Job analysis. What job analysis method did you choose and why? Present the results including the KSAOs that flowed from the job analysis. Section 3: Performance appraisal. Develop a performance appraisal tool based on the information obtained in your job analysis. Explain the rationale of your choice of KSAOs as well as their weighting. Explain the rationale for the type of performance appraisal you chose. Section 4: Recruitment. Based on what you now know about this job and organization, how would recruit? Explain. Section 5: Screening. Based on what you now know about this job and organization, how would you screen applicants? Why? Explain.

  6. Section 6: Testing. What tests will you choose to select the appropriate candidates for this position, if any? Explain the rationale for your choices. • Section 7: Interviewing. Will you use an interview to select candidates? Why or why not? Even if your rationale is not to develop an interview, I want you to develop the interview and include it in this chapter. • Section 8: Decision Making: How will you make a final decision about candidates? Which approach will you use? Rationalize your approach.


  7. Who am I? About you: Major Courses in HR Why taking this course? Career plans What do you hope to learn from this course?

  8. Recruitment: • The generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program • Selection: • The choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements. • -hiring at the entry level • -promotion or lateral transfer • -movement into training/development programs

  9. Selection as a career: College University: HR programs Business Programs MBA Psychology Sociology CHRP, MA, MBA, PhD HR Dept., Management Consulting Firm, Private Consulting

  10. Best practices: • Finding and hiring people who will contribute to the overall success of an organization • Valid, reliable and legally defensible • Supported by empirical evidence that has been accumulated through accepted scientific procedures • Ethical treatment of job applicants throughout recruitment and selection process • Following the accepted standards and principles of professional HR associations • NOT hunches, guesses or unproven practices of any kind

  11. Why are recruitment and selection important? • Reduces turnover • Increases productivity • Increases sense of fairness within organization • Increases motivation • Retention of high quality employees • Encourages low performers to leave • Therefore=increases profit (?) • decreases costs

  12. Recruitment and Selection and the HR Professional • HR Professionals must keep up with developments in their field through continuous learning • New legal information • New scientific information • Policies and procedures in accordance with accepted professional standards

  13. Ethical Issues • Ethics deal with grey area between legally wrong behaviors and those that everyone agrees are noble and right • Codes and standards provide guidance on ethical matters to their members • Violation of these codes result in censure or removal from the profession

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