CHAPTER 8 STAFFING PowerPoint Presentation by Charlie Cook Copyright © 2002 South-Western. All rights reserved

Copyright © 2002 South-Western. All rights reserved.8–28–2 StaffingStaffing StaffingStaffing –Involves the process of recruiting and selecting prospective employees. –Has a significant impact on an organization’s bottom line which requires that the staffing process to become more strategically focused. –Activities performed as part of recruiting and selecting offer an organization numerous choices as to how to go about finding and selecting new employees. –Staffing decisions need to ensure that employees fit the culture of the organization. StaffingStaffing –Involves the process of recruiting and selecting prospective employees. –Has a significant impact on an organization’s bottom line which requires that the staffing process to become more strategically focused. –Activities performed as part of recruiting and selecting offer an organization numerous choices as to how to go about finding and selecting new employees. –Staffing decisions need to ensure that employees fit the culture of the organization.

Copyright © 2002 South-Western. All rights reserved.8–38–3 RecruitingRecruiting Temporary Versus Permanent EmployeesTemporary Versus Permanent Employees –Decisions to increase headcount temporarily or permanently are strategically-driven. –Basis for decisions is the HR forecast of how long the employee shortage is expected to last. –Temporary employees are less costly than permanent employees (e.g., no benefit costs to temps). –Temporary headcount increases can be obtain from agencies that specialize in such services. –Headcount increases can be avoided by subcontracting work to an outside vendor. Temporary Versus Permanent EmployeesTemporary Versus Permanent Employees –Decisions to increase headcount temporarily or permanently are strategically-driven. –Basis for decisions is the HR forecast of how long the employee shortage is expected to last. –Temporary employees are less costly than permanent employees (e.g., no benefit costs to temps). –Temporary headcount increases can be obtain from agencies that specialize in such services. –Headcount increases can be avoided by subcontracting work to an outside vendor.

Copyright © 2002 South-Western. All rights reserved.8–48–4 RecruitingRecruiting

8–58–5 RecruitingRecruiting When and How Extensively to RecruitWhen and How Extensively to Recruit –When do recruiting efforts need to begin? –How large of an applicant pool is needed? –Utilize data from past recruiting efforts to answer these questions where feasible and adjust for changed conditions. Yield RatiosYield Ratios –Offer information on how many applicants are eliminated (or remain) at each step in the recruitment process so that the proper or necessary size of the applicant pool can be determined. When and How Extensively to RecruitWhen and How Extensively to Recruit –When do recruiting efforts need to begin? –How large of an applicant pool is needed? –Utilize data from past recruiting efforts to answer these questions where feasible and adjust for changed conditions. Yield RatiosYield Ratios –Offer information on how many applicants are eliminated (or remain) at each step in the recruitment process so that the proper or necessary size of the applicant pool can be determined.

Copyright © 2002 South-Western. All rights reserved.8–68–6

8–78–7 RecruitingRecruiting

8–88–8 Methods of Recruiting Informally or formallyInformally or formally Internally or externallyInternally or externally Targeted advertising in selected mediaTargeted advertising in selected media Recruiting on the InternetRecruiting on the Internet Outsourcing to staffing agenciesOutsourcing to staffing agencies Private Industry Councils (PICs)Private Industry Councils (PICs) Executive search firmsExecutive search firms On-campus recruitingOn-campus recruiting Informally or formallyInformally or formally Internally or externallyInternally or externally Targeted advertising in selected mediaTargeted advertising in selected media Recruiting on the InternetRecruiting on the Internet Outsourcing to staffing agenciesOutsourcing to staffing agencies Private Industry Councils (PICs)Private Industry Councils (PICs) Executive search firmsExecutive search firms On-campus recruitingOn-campus recruiting

Copyright © 2002 South-Western. All rights reserved.8–98–9 Selection Process Issues ReliabilityReliability –Is the consistency of the measurement being taken. Screening criteria should elicit the same results in repeated trials across time and across evaluators. –Reliability is influenced by criterion deficiency and contamination errors. –Reliability is a prerequisite for validity. ValidityValidity –Refers to the degree to which what is begin assessed is related to actual performance on the job. ReliabilityReliability –Is the consistency of the measurement being taken. Screening criteria should elicit the same results in repeated trials across time and across evaluators. –Reliability is influenced by criterion deficiency and contamination errors. –Reliability is a prerequisite for validity. ValidityValidity –Refers to the degree to which what is begin assessed is related to actual performance on the job.

Copyright © 2002 South-Western. All rights reserved.8–10 Selection Process Issues ValidityValidity –Refers to the degree to which what is begin assessed is related to actual performance on the job. –The ability to establish job-related validity is crucial to employers in defending themselves in discrimination allegations in the courts. –Content validity illustrates that the measure or criterion is representative of actual job content or knowledge that the employee should have to perform the job successfully. –Criterion (empirical) validity is a demonstrated relationship between the screening criteria and job performance. ValidityValidity –Refers to the degree to which what is begin assessed is related to actual performance on the job. –The ability to establish job-related validity is crucial to employers in defending themselves in discrimination allegations in the courts. –Content validity illustrates that the measure or criterion is representative of actual job content or knowledge that the employee should have to perform the job successfully. –Criterion (empirical) validity is a demonstrated relationship between the screening criteria and job performance.

Copyright © 2002 South-Western. All rights reserved.8–11 Interviewing Process Issues Who should be involved?Who should be involved? –Prospective supervisors, peers, subordinates Which interview format?Which interview format? –Individual or group interviews Common interviewer errorsCommon interviewer errors –Similarity errors –Contrast errors –First impression –Halo errors –Personal biases

Copyright © 2002 South-Western. All rights reserved.8–12 TestingTesting Realistic job preview testsRealistic job preview tests –Make applicants aware of both positive and negative aspects of the job. –Work sample tests involve asking an applicant to complete a representative sample of actual work. –Trainability tests measure an applicant’s aptitude in certain areas and the ability to understand critical job components that the firm will teach the applicant once hired. Personality testingPersonality testing –Are useful to anticipate how applicants are likely to behave. –a Realistic job preview testsRealistic job preview tests –Make applicants aware of both positive and negative aspects of the job. –Work sample tests involve asking an applicant to complete a representative sample of actual work. –Trainability tests measure an applicant’s aptitude in certain areas and the ability to understand critical job components that the firm will teach the applicant once hired. Personality testingPersonality testing –Are useful to anticipate how applicants are likely to behave. –a–a–a–a

Copyright © 2002 South-Western. All rights reserved.8–13 Other Testing Methods Other Testing Methods Personality testingPersonality testing –Are useful to anticipate how applicants are likely to behave though few, if any, jobs require a specific personality type. –Have been successfully challenged in court. Physical testingPhysical testing –Is restricted under ADA to testing only for specific critical job-related physical performance requirements. Personality testingPersonality testing –Are useful to anticipate how applicants are likely to behave though few, if any, jobs require a specific personality type. –Have been successfully challenged in court. Physical testingPhysical testing –Is restricted under ADA to testing only for specific critical job-related physical performance requirements. Honesty testingHonesty testing –Has declined since passage of the Polygraph Protection Act in Drug testingDrug testing –Has been challenged in the courts as an invasion of privacy. ReferencesReferences –Little information is available due to former employer fears of liability for libel, slander and defamation.

Copyright © 2002 South-Western. All rights reserved.8–14