Recruitment & Selection ppt

Recruitment & Selection

Main objective is to hire people having competence and commitment

Recruitment & Selection

Selection: Costs

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  Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs:
  
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  The cost of the selection process itself, including the use of various selection instruments
  
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  The future costs of inducting and training new staff
  
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  The cost of labour turnover if the selected staff are not retained
  

Recruitment & Selection

Selection: Principles

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  Underlying the process of selection and the choice of techniques are two key principles:
  

1. 
   Individual differences: Attracting a wide choice of applicants will be of little use unless there is a way of measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience etc.
   
2. 
   Prediction: A recognition of the way in which people differ must be extended to a prediction of performance in the workplace.
   

Recruitment & Selection

Selection

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  Reliability and Validity Issues
  

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  Reliability refers to the extent to which a selection technique achieves consistency in what it is measuring over repeated use.
  

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  Validity refers to the extent to which a selection technique actually measures what it sets out to measure.
  

Recruitment & Selection

SELECTION PROCESS

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  Reliability: Repeat results
  

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  Extent to which results can be replicated
  
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  Use of same method achieves same results
  
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  Would the same decision be made next time ?
  

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  Validity: Predicts job perf of incumbent
  

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  Results are accurate e.g. predict performance.
  
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  The method measures what we think they measure
  

Is it true?
Key Requisites of Selection Process

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  Objective
  
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  Consistent
  
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  Not subject to manipulation
  
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  Use professionals or experts
  
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  Confidentiality
  
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  Group decision making
  
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  Personal bias
  

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  Halo Effect
  
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  Stereotyping
  

tment & Se
Recrui

Selection

lection

Recruitment & Selection

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  BARRIERS TO EFFECTIVE SELECTION
  

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  Surveyed organizations report that the top barriers to effective recruitment & election of candidates are :
  

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  Shortage of qualified applicants with specialized skill sets
  
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  Other organizations competing for same applicants
  
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  Difficulty finding & identifying applicants
  
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  Fewer qualified applicants available
  
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  Job roles are increasing in scope
  
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  Selection process is slow or cumbersome
  
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  Obtaining management buy-in for selection system or tools
  
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  ●Developing or choosing valid selection tools
  Insufficient number of HR staff
  

candidates.
Today’s tight labor market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality