Employee Sourcing, Acquiring and On-boarding

1. Employee Sourcing, Acquiring and On-boarding

2. Marriage is a relationship in which one person is always right and the other is the husband!

3. Marriage is give and take. You’d better give it to her or she’ll take it anyway..

4. A successful marriage requires falling in love many times, always with the same person.

5. There is only one perfect wife in the world and every neighbor has it!

6. Challenges in Hiring • What are advantages / disadvantages of internal and external recruiting? • Where do we source people from? • How do we reach them? • What are steps in the selection process? • How can staffing decisions minimize hiring / promotion of the wrong people? • What are some legal constraints of the hiring process?

7. Challenges in Hiring • What are key performance characteristics? • What is the applicant’s ability / motivation? • Who will be involved in selection / hiring?

8. Recruitment Recruitment is the process of searching for and identifying applicants for a position in sufficient quantity and of sufficient quality to meet organisational human resource needs.

9. Advantages of Internal Recruitment • Morale/motivation of staff • Better assessment • Lower costs • Rewarding for past and present good performance • Single entry level to company

10. Disadvantages of Internal Recruitment • Inbreeding of ‘bad’ ideals and practices • Political infighting for promotions • Training costs • Planning difficulties, including seeking and training any replacements

11. Advantages of External Recruitment • New blood, ideas, ideals and team members • New knowledge and experience • Possible competitor insights • Cheaper than training a professional

12. Disadvantages of External Recruitment • Difficult selection • Lowered morale of internal applicants • Longer adjustment period • Recruitment cost

13. Selection: Matching People and Jobs • Selection • The process of choosing individuals who have relevant qualifications to fill existing or projected job openings. • Selection Considerations • Person-job fit:job analysis identifies required individual competencies (KSAOs) for job success. • Person-organization fit:the degree to which individuals are matched to the culture and values of the organization.

14. The Goal of Selection: Maximize “Hits”

15. Steps in the Selection Process Hiring decision Medical exam/drug test Supervisor/team interview Preliminary selection in HR department Background investigation Employment testing(aptitude, achievement) Initial interview in HR department Note: Steps may vary. An applicant may be rejected after any step in the process. Completion of application

16. The Selection Process • Obtaining Reliable and Valid Information • Reliability • The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures. • Validity • Degree to which a test or selection procedure measures a person’s attributes.

17. Application Forms Online Applications Biographical Information Blanks (BIB) Background Investigations Polygraph Tests Integrity and Honesty Tests Graphology Medical Examinations Employment Tests Interviews Sources of Information about Job Candidates

18. Figure 6–4 The Effectiveness of Selection Methods In a survey of 201 HR executives, participants were asked which selection methods produce the best employees. The mean rating for nine methods on a 5-point scale (1 = not good, 3 = average, 5 = extremely good): Work samples 3.68 References/recommendations 3.49 Unstructured interviews 3.49 Structured interviews 3.42 Assessment centers 3.42 Specific aptitude tests 3.08 Personality tests 2.93 General cognitive ability tests 2.89 Biographical information blanks 2.84 Source: Source: David E. Terpstra, “The Search for Effective Methods,” HRFocus (May 1996).

19. “Choose the phrase that best describes most the most important criterion you will look for in your next position.” What are people looking for?