Module 8 RECRUITMENT AND SELECTIONLearning objectives • Describe the various recruitment policies that organisations adopt to make job vacancies more attractive • List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them • Explain the recruiter’s role in the recruitment process, the limits the recruiter faces and the opportunities available • Establish the basic scientific properties of personnel selection methods, including reliability, validity and generalisability • Discuss how the particular characteristics of a job, organisation or applicant affect the utility of any test • List the common methods used in selecting human resources • Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalisability, utility and legalityRecruitment • Any practice or activity carried on by an organisation with the primary purpose of identifying and attracting potential employees • Recruitment activities aim to affect the: – number of people who apply for vacancies – type of people who apply for them – likelihood that those applying for vacancies will accept positions they are offeredFigure 8.1 Overview of the individual job choice‒organisational recruitment processHuman resource policies • Organisational decisions that affect the practices and systems which, in turn, influence employees’ behaviour, attitudes and performance • Characteristics of the vacancy are important for recruiters or recruiting sources when it comes to predicting job choiceVacancy characteristics • Internal versus external recruiting • Lead-the-market pay strategies • Image advertising • Emerging/new recruiting strategies: – job customisation – alumni groupsRecruitment sources • Internal versus external • Direct applicants and referrals • Advertisements • Internet recruitment • Public employment agencies • Private employment agencies • UniversitiesTop 10 selection criteria for graduates10 least desirable characteristics when recruiting graduatesRecruiter traits and behaviours • Recruiter’s functional area • Recruiter’s traits – ‘warmth’ and ‘informativeness’ • Recruiter’s realism – realistic job preview: accurate information about the attractive and unattractive aspects of a job, working conditions, company and location, so potential employees have appropriate expectations • Enhancing recruiter impactQuotes from recruits who were repelled by recruitersSelection • The process by which a company decides who will or will not be allowed into the organisation • Employee selection decisions made over the course of an organisation’s history are instrumental to its ability to survive, adapt and growSelection method standards • Reliability • Validity • Generalisability • Utility • LegalityTypes of selection methods • Interviews: – structured, – standardised – focused – situational interview items: experience- based and future- oriented • References and biographical data • Physical ability tests • Cognitive ability tests • Personality inventories • Work samples • Honesty tests and drug testsExamples of experience-based and future-oriented situational interview itemsDimensions of personality inventories • Extroversion: sociable, gregarious, assertive, talkative, expressive • Adjustment: emotionally stable, non-depressed, secure, content • Agreeableness: courteous, trusting, good natured, tolerant, cooperative, forgiving • Conscientiousness: dependable, organised, persevering, thorough, achievement oriented • Inquisitiveness: curious, imaginative, artistically sensitive, broad minded, playfulSample items from a typical integrity testA summary evaluating employee selection methodsSummary • Recruiting creates an applicant pool the organisation can draw on for recruits • There are many sources of recruitment • Selection methods should conform to five critical standards: – reliability – validity – generalisability – utility – legality