PS10C

1. PS10C EMPLOYEE RECRUITMENT & SELECTION

2. The Employee Selection Process Pre-recruitment Questions 1. 2. 3.

3. Employee Recruitment The process by which companies attract qualified applicants – Important question to consider: what kind of work characteristics are required for the job? - Job analysis - Job description - Job specifications

4. Employee Recruitment Techniques Job advertisement - in newspapers and magazine - on television, radio & the internet - on billboards Use of Employment Agencies Referrals by current employees Job fairs

5. Employee Recruitment Recruitment is a two-way process

6. Employee Recruitment Two important goals in the recruitment process 1. Avoid ‘overselling’ the organisation (Realistic Job Review – RJP) 2. Avoid intentional or unintentional discrimination against underrepresented groups

7. Employee Selection(Screening) The process of reviewing information about job applicants What are the sources of information? Biographical - Application letters - Resumes - Standard application forms - References & Letters of Recommendation

8. Employee Screening Employment Testing (Instruments &Methods) Cognitive Ability Tests Mechanical Ability Tests Motor and Sensory Ability Tests Job Skills and Knowledge Tests Personality Tests

9. Employee Screening Test Formats Individual vs Group Tests Speed vs Power Tests Paper and Pencil vs Performance Test

10. Employee Screening Other Tests Hygiene Drugs Medical Graphology

11. Employee Screening Issues to consider in the development and use of personnel screening and testing methods Reliability of tests and results Reliability refers to the consistency of a measurement instrument or its stability over time Methods of Estimating Reliability Test-retest reliability – administer the same test to the same people at two different times and then correlate the scores Parallel form – correlate the scores on two different but equivalent version of the same instrument Internal consistency – examine how the various items on the instrument intercorrelate

12. Employee Screening Cont’d - Issues to consider in the development and use of personnel screening and testing methods 2. Validity of tests and results Validity refers to the accuracy of a measurement instrument and its ability to make accurate inferences about a criterion Methods of Estimating Validity Content validity – the items (questions) on an instrument must measure adequately the characteristics needed to perform the job Construct validity – the test must measure what it is supposed to measure and yield accurate predictions of job performance Criterion related validity - looks at the relationship between test scores and some measurable criterion for job success

13. Employee Screening Other considerations in the development and use of personnel testing and screening methods Effectiveness – use of a combination of tests (Test Battery) Validity generalisation – the ability of a screening instrument to predict performance on a job or a situation different from which the test was validated

14. Employee Screening Other considerations… cont’d Test Utility – contribution to organisational objectives and outcomes The issues of faking – purposely distorting one’s responses to a test to try to “beat” the test

15. Employee Selection(Assessment Methods) Assessment Centre – a detailed, structured evaluation of job applicants using a variety of instruments and techniques

16. Employee Selection(Assessment Methods) Hiring Interviews Effective Interviewing - Use structured approach - Consider using a panel or multiple interviews - Develop a scoring or rating system - Interview questions should be job related - Limit prompting and follow-up questions - USE TRAINED INTERVIEWERS

17. Employee Selection(Assessment Methods) Important issues to be considered in job interviewing Personal - First impressions (snap judgment) - Halo effect Procedural - No. of interviewers - Time - Questioning the interviewee

18. Employee Selection(Decision) Clinical Approach (subjective) Statistical Approach (objective) Multiple Cutoff Model – a minimum cutoff score is used on each of the various predictors of job performance Multiple hurdled Model – this strategy requires that an acceptance or rejection decision at each of the several stages in a screening process

19. Employee Placement Employee placement is the process of assigning workers to the appropriate jobs. Consideration - KSAOs - LRIDA (Labour Relations and Industrial Disputes Act), 1975 (as amended)

20. End of Presentation