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We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Hiring for the Job or the Organization?
Beta-Researchwww.beta-research.org
Oct. 2016
We employ on filtered
qualified experienced skilled
with good traits and lots of job
knowledge
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Overview Matching Individuals and Organizations Quality Recruitment and Selection process Organization Analysis vs. Job analysis Person-job fit vs. Person-Organization fit Labor Market legal environment Strategic issues in Recruitment and Selection Labor Market Demand and Supply Labor Market vs Job Market Standards
Jobs
Em
plo
yer
Vacancy
See
ker
s
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Relation To The Job Type Framework
Managers Level, C’s Level factory manager, team leaders, manger to more than 5 to 10 personnel either work floor of office
Professional
Has 3 to 5 or a bit more in the field required to education related or practical field experience
Experienced
Already has more than a year to process a job lifecycle in a firm related to required job
Qualified
Has some work or practical training experience and exposed to market but on graduation
Graduate
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
A Mutual Matching Process
Organization Individual
Job Requirements
Rewards
Qualifications
Motivation
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Stages of the Recruitment & Selection Process
Stages of The Recruitment and Selection Process
Stage 1 Stage 2 Stage 3 Stage 4 Stage 5
OrganizationIdentify and
attract applicants
Narrow pool to
minimally
qualified
applicants
Further narrow
pool to those who
best fit the job
Further narrow
pool to those who
best fit job and
organization
Decide whom to
hire
IndividualIdentify and
attract
organizations
Narrow pool to
minimally
acceptable
organizations
Further narrow
pool to those who
best fit with
needs/career goals
Further narrow
pool to those who
have desirable jobs
and desirable
cultures
Decide which job
offer to accept
Labor Market Analysis
Skill Identifications
Relate to TraitKnowledge
Aware
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Organization & Job Analysis Process
Organization Analysis
Job Analysis
Recruitment Selection
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Organization Analysis
• Long- & short-term goals
• Staffing needs
• Nature of environment
• Climate/culture
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Job Analysis
Task
Job context
Knowledge
Skill
Ability
Other
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Job Rewards
Extrinsic
Intrinsic
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Person-Job Fit
Match
Overqualified
Underqualified
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Person-Organization Fit
• Personality• Goals• Values• Interpersonal skills
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Recruiting Issues
• Internal vs. external recruiting sources
• Recruiting scope & intensity
• Recruitment message
• Recruitment media
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Applicant Pool Quality
Best
Worst
Applicant
Pool
“Best of the Best”
“Best of the Worst”
Applicant
Pool
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Selection Steps
• Get applicant & motivation data
• Assess person-job fit
• Assess person-organization fit
• Decide whom to hire
• Make job offer(s)
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Selection Methods
Initial Assessment
Methods
Substantive
Assessment Methods
Contingent
Assessment Methods
Resumes & cover
letters
Application blanks
Biographical
information
Reference reports
Screening interviews
Ability tests
Personality tests
Job knowledge tests
Performance tests &
work samples
Integrity tests
Interviews
Drug tests
Medical exams
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Selection Rules-Of-Thumb
Use multiple methods Identify patterns of past behavior. Simulate job situations when possible.
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Evaluating Selection Methods
Reliability
Validity
Utility
Applicant reactions
Adverse impact
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Characteristics of a Useful Selection Method
It is reliable.
It is valid.
Its benefits outweigh its costs.
Applicants respond favorably to it.
It does not screen out a disproportionate number of legally protected group members.
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Selection: Decision Making
• Combining information• compensatory
• noncompensatory
• Decision rules• top-down ranking
• grouping
• Job offers
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Why Validate?
• Legal protection
• Sound business decision making
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
The Legal Environment
Country laws
Rules and regulations
Local laws
Executive orders
Agency guidelines
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Prohibited Criteria
Race
Color
Religion
Sex
National origin
Age
Disability
Handicap
Ancestry
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Characteristics of Legal Selection Practices
Job-relatedessential job functions
business necessity
Standardizedcontent
administration
scoring
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Two Major Strategic Issues
•How can HR selection affect an organization’s ability to formulate & implement a successful business strategy?
•Should an organization “make” or “buy” its needed human resources?
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Three Approaches
Traditional
Staffing as strategy implementation
Staffing as strategy formation
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Traditional Approach
Strategy is a contextual feature
Hire for person-job fit
Select best person for a specific job
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Staffing as Strategy Implementation
Human resources support strategy
Hire for person-strategy fit
Select best person with needed capabilities
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Staffing as Strategy Formation
Human resources can influence strategy formation
Hire for person-organization fit
Hire people with unique or complementary
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Make or Buy Human Resources?
Make Hire trainable employees. Buy
Hire fully trained employees. Make & buy
Buy fully trained employees for critical jobs. Hire trainable employees for all other jobs.
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Beta-Research
Your Fast track support to
Strategic Planning and Formulation
Implementation of strategies and evaluation
Governance and quality planning
Professional recruiting and onboarding fit
Labor Market & Private Sector Researches
Corp.dev@beta-research.org
We Run the Recruitment Process for
you including the Orientation Corp.dev@beta-research.org`
Corp.dev@beta-research.org
Agreement Selection InterviewsOrientation
at your workspace
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