HRM davis Chapter 7 & 8 recruitment and selection 2014

Arif Partono - IM TELKOM 1

RECRUITMENT

and SELECTION

Werther, Jr., W.B., & Davis, K. (2006).

Human Resources & Personnel Management.

(5th Edition). Singapore. McGraw Hill

Chapter 7 and 8


Definition:

Proccess to search, find, and attract the potential individual to fill

the vacant jobs or to create database for later use.

The Process:

Start with the collection of candidate potential

End when the application received or the candidate information

put on the database.

What every recruiters should know:

HR Planning

Job analysis information (job desc and spec)

Sources of the potential candidate in the labor market

RECRUITMENT


The challenges in recruitment: Organization and HR planning not clearly defined

Limited source of candidate (expensive, rare)

Fast growing industry (need many workers)

Competitive rewards and incentives

Attitude & behavior

Government & company regulations

Recruiter’s habit

Increased job requirements (language, skills, technical,location, time)

RECRUITMENT


RECRUITMENT

HRP

Keputusan

tindakan

Permintaan

Dr Atasan

Identifikasi

Kebutuhan

pekerjaan

Info dr

Analisis

pekerjaan

Pandangan

manajer

Persyaratan

Pekerjaan

Metode

recruitment

Kandidat

Yang tepat

SIMPLIFIED RECRUITMENT PROCCESS

Internal Eksternal


Internal recruitment channel ;

Job posting related to the open/vacant jobs

Employee transfer, rotation

Departed employee (re-engage)

RECRUITMENT


External recruitment sources ;

Own sources;

• Referrals

• Walk-ins & write-ins

• Job advertising

Third party;

• Labor department

• Headhunter, professional search firms, outsourcing (leased employee)

• Website and social media

• Professional association

• Educational institutions

• Social community

• Open house (???)

RECRUITMENT


jessicageorgia.biz

www.expertiseinresults.com -

sarahbullmath.blogspot.com www.reportv.com

gunturarifianto.blogspot.com

prismpsm.com

RECRUITMENT in pictures

patriotadvertising.blogspot.com


How to collect the initial information about the candidate?

Job application forms should contain

Personal data

Employment status

Education & other skills (formal, informal)

Work background and professional membership

Achievements, rewards

References

Please find an application forms as many as you can which

represent the ICT company

RECRUITMENT


Definition

series of specific steps used to screen & decide which candidates

should be hired

The Process:

Begin when candidate apply for the job

End when hiring decision announced

Who should decide the final hiring decisions?

HR, or Manager, or Owner

What is the role of HR in selection proccess?

SELECTION


Internal :

Job analyisis & HR planning

Demand from supervisor/owner

Company policy (salary, work condition)

External:

Laws and regulation

Economic

Community pressure

Workforce capability

Applicant behavior

Diversity of the applicants/candidates

SELECTION CHALLENGES


SELECTION STEPS

Reception of the applicants STEP 1

Employment test STEP 2

Interview 1 - HR STEP 3

Background checking STEP 4

Medical evaluation STEP 5

Interview 2 - supervisor STEP 6

Job previews STEP 7

Hiring decision STEP 8


INTERNAL SELECTION

WHAT YOU SHOULD DO AS HR or

LEADERS


Number of total applicant divided by number of applicant

hired

SELECTION RATIO


Screening the candidate for basic requirement

By phone

Using social media

Courtesy interview

STEP 1


Selection proccess using tools (psychological and

skill/ability test)

Every organization have their own tools

Example of skills/ability test ;

Language

Computer

Math

Use of tools

Skills mastered

See p. 223

STEP 2


Validity measured by the relations of the test result with

the real employee performance at work

Empiric & rational

Reliable consistent result each time individu takes the

est

The screening tests only measure several aspect.

Antusiasm and motivation rarely measured

STEP 2


The tools

Psychological test measure the personality & temperament.

The most unreliable and has little validity. There is only small

relations between personality and performance

Knowledge test more reliable because it measure the level of

knowledge the candidate possess

Performance test measure the skills of the candidate when

doing certain tasks (ex; how fast can they type).

Attitude & honesty test (polygraph)

Medical test (drugs/HIV, genetic illness)

STEP 2


Jenis Psikotes

CFIT (Culture Fair Intelegence Test), untuk mengungkap kemampuan mental

umum

TIU (Tes Intelegensi Umum), untuk mengungkap kemampuan mental umum

TKD (Tes Kemampuan Dasar), untuk mengukur kemampuan dasar individu

AA (Army Alpha), untuk mengetahui daya tangkap / daya konsentrasi orang

ADKUDAG (Administrasi dan Keuangan), untuk mengetahui kemampuan

administrasi dan keuangan

IST (Tes inteligensi) yang terdiri dari 9 subtes didasarkan pada

anggapan bahwa strutktur inteligensi tertentu cocok dengan pekerjaan atau

profesi tertentu.

STEP 2


Jenis Psikotes EPPS (Edwards Personal Preference Schedule), mengukur kepribadian orang

dilihat dari kebutuhan-kebutuhan yang mendorongnya (16 faktor)

DAM&BAUM, Draw A Man Tes (Tes Gambar Orang), mengetahui tanggung jawab, kepercayaan diri, kestabilan dan ketahanan kerja

WARTEGG, mengetahui emosi, imajinasi, intelektual dan aktifitas subjek

Tes Pauli, mengukur sikap kerja dan prestasi kerja (daya tahan, keuletan, sikap terhadap tekanan, daya penyesuaian, ketekunan, konsistensi, kendali diri)

KRAEPLIEN, mengungkap ketelitian,kecepatan, kestabilan dan ketahanan kerja

RM (The Rothwell Miller), mengetahui minat seseorang terhadap jenis pekerjaan

PAPI Kostick, menjabarkan kepribadian dalam 20 aspek yang masing-masing mewakili need atau role tertentu, tinggi rendahnya need atau role tertentu mempunyai arti yang spesifik.

STEP 2


The purpose of the interview is to give in depth knowledge

about the candidate.

The main objective is to conclude ;

Whether the candidate capable of carrying the work

Whether the candidate willing to do the job

Compare the quality between candidates

Interviewer should has the guideline for the questions,

different jobs need different questions

The weakness interviewers have different opinion

towards the candidate

STEP 3


Types of interview ; One on one

Groups

One on two, two for one

Several interviewers, group of candidates

Type of interview ; Structured. Use predetermined question

Unstructured. Question develop as interview proceed

Mixed.

Behavior. Focus on problems/cases or hypothetical situation hat applicant need to solve

Stress. Measure how the applicant will respond to the job pressure (harsh question, unfriendly, rapid-fire)

STEP 3


Interview proccess

STEP 3

Preparation

Create rapport

Information exchange

Termination

Evaluation


Interviewer errors ;

Halo effect. Efek sesaat yang bisa menjadi faktor menentukan

Leading questions. Pertanyaan yang mengarahkan.

Personal bias. Preferensi pribadi yg mempengaruhi

Domination. Bragging, social being

Cultural differences

Interviewee errors ;

Defensive, unprepared

Talk too much

Boasting. Lying, exagerrate

Not listening

STEP 3


Background checking

Things to look for ;

Family

Education, organization, work

personality

Criminal record

Eligibility to work in Indonesia

STEP 4

www.prlog.org


If the candidate pass the step 4, sometime they will ask to

do the medical test

This to make sure the candidate can perform at their best

with no potential health problems

Many jobs take the medical test seriously, even they

conduct physical and mental test

STEP 5

www.medimanage.com -


Interview with the future supervisors

This to make sure the supervisor will get the right and match

candidate

This step sometime done on the step 3 proccess

STEP 6


Could be done with the previous step

Explain the jobs and the surrounding environment

Using several methods ;

Workplace visit

Examine the tools used

Meet the fellow workers

Is it necessary???

STEP 7


This is the final step in selection

The HR announced whether the candidate pass or fail

The application document for the failing candidate should be

kept in proper place - HRIS

This step involve discussion about:

The salary, starting date

The signing of the agreement

Inform the company policy and code of conduct

STEP 8

http://www.noisylittlemonkey.com/portfolio

http://theundercoverrecruiter.com/category/recruitment/

http://businesscasestudies.co.uk/


FURTHER RESOURCES

http://www.noisylittlemonkey.com/portfolio/case-study-txm-recruit-apprenticeship-scheme/

http://theundercoverrecruiter.com/category/recruitment/

http://businesscasestudies.co.uk/

Recruiting & HR

HRM davis Chapter 7 & 8 recruitment and selection 2014