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Recruitment and Selection

Getting the best employees through the door

Human Resource Processes

Promotion

Evaluation

Training and Socialization

Selection and Hiring

Applicant Attraction

RecruitmentMissed opportunity

Termination

Image or fit problems

Suboptimal hire

Plateau

Applicant attraction strategies• Rynes (1990). 3 strategies to increase attraction

in tight labor markets.

• 1. Improve recruitment processes.• 2. Alter employment inducements.• 3. Target non-traditional applicants.

Contingencies: labor supply, vacancy characteristics, org characteristics

and ability to pay, phase of the process, and legal considerations.

Best-Case Scenario/Goals for HR

• Diverse and qualified applicant pool

• High reputation/ job desirability

• Fair and optimal hiring (fit for job and org)

• Flexible training/socialization with high internal and low external portability

• Accurate evaluation with breadth of criteria

• Maintain enough talented employees to promote from within/ reduce stagnation

Hiring for Fit• Two types: • Person-Job (P-J). Knowledge, Skills, and Abilities.• Person-Organization (P-O). Values and Personality traits.• P-O and P-J can be complementary (hire more of the same)

or supplementary (High overlap with additional skills to fill gaps).

Socialization as Training

• Socialization should be a part of training.• Allows employees to better understand the “big

picture” of how the organization operates.• Socialization has 6 dimensions: • 1.people, • 2. history, • 3.language, • 4. org goals/values,• 5. politics,• 6. performance proficiency/expectations.

Recruitment and Selection Practices

Recruitment Strategies:

• For managerial positions: internet is most popular;

• Utilizing internal resources as well as external resources;

• Use different kinds of employment agencies: – temporary and government agencies for non-

management employees and – Employment agencies, college and professional

organizations are used for managerial and professional employees.

Best practices: offer from organizations

• Potential for advancement;• Company reputation;• Stocks;• Benefits package;• Corporate culture;• Salary scale• Positive culture and learning

environment.

Barrier to effective recruitment and selection:

• Shortage of qualified applicants;

• Competition for the same applicants;

• Difficulty finding and identifying applicants.