Staffing Chapters 5 - 7

Chapter 5 – External Recruiting To identify and attract job applicants from outside the organization Application #1 – Improving a college recruitment program

Chapter 5 – External Recruiting Organizational Issues: In-house or external agency Individual v. cooperative alliances Centralized v. decentralized

Chapter 5 – External Recruiting Administrative Issues Requisitions Number of contacts Types of contacts Budget Recruitment guide Select, train and reward recruiters Maintain flow records

Chapter 5 – External Recruiting Recruiting strategies Open v. targeted What are the factors to consider in targeted recruitment? (P. 212)

Chapter 5 – External Recruiting Recruiting Sources Where do you find good candidates?

Chapter 5 – External Recruiting Recruiting Sources The authors mention several, a few are: Walk-ins (unsolicited) Referrals and networks Advertisements Online… Etc.

Chapter 5 – External Recruiting On-line recruiting… Application #2 – Internet recruiting

Chapter 5 – External Recruiting Criteria to be used to select which sources are most appropriate for each search: Quantity of labor Quality of labor Availability Etc. (P. 228)

Chapter 5 – External Recruiting The recruitment message Realistic v. Employment Brand (i.e., Attractive) v. Targeted

Chapter 5 – External Recruiting Your Turn… Create a few descriptive messages about the following job using one of the types of messages… Delivery person/driver for produce co. Works 10 p.m. to 6:00 a.m., some weekends, health/dental benefits and bonuses. Physically demanding, must be able to pack trucks, heavy lifting, carrying, walking, and bending. Work directly with customers.

Chapter 5 – External Recruiting Communication Medium What medium would you use for the delivery person/driver job? (beginning p. 233) Discuss this with your team members and be prepared to share your ideas with the class.

Chapter 5 – External Recruiting Applicant Reactions Recruiters Recruitment process

Chapter 5 – External Recruiting Legal Issues Who is an applicant? AAP Electronic recruitment Job ads Fraud and mispresentation

Chapter 6 – Internal Recruiting To identify and attract applicants from among individuals already holding jobs with the organization.

Chapter 6 – Internal Recruiting Organizational Issues Mobility paths Traditional v. Innovative

Chapter 6 – Internal Recruiting Administrative Issues Requisitions Coordination Budget Recruitment guide Note: difference between internal and external administration

Chapter 6 – Internal Recruiting Recruiting strategies Closed Open Targeted

Chapter 6 – Internal Recruiting Recruitment sources Job posting Skills inventory Nominations Employee referral In-house temp pools Succession plans Intranet and intraplacement

Chapter 6 – Internal Recruiting Succession Planning Application #2 – Succession Planning for a CEO

Chapter 6 – Internal Recruiting Criteria to be used to select recruitment sources: Quantity of labor Quality of labor Budget constraints Legal obligations/contracts

Chapter 6 – Internal Recruiting The recruitment message Typically job description Supervisors, HR, peers Be careful, grapevine is a strong and effective communication tool!

Chapter 6 – Internal Recruiting Applicant Reactions Organizational justice and perceived fairness Procedural Distributive justice

Chapter 6 – Internal Recruiting Application #1 – Recruitment in a changing internal labor market

Chapter 6 – Internal Recruiting Legal Issues AAP Seniority systems Glass ceiling and other barriers to mobility

Chapter 7 – Measurement Process of assigning numbers to objects to represent quantities of an attribute of the objects. What does that mean ?

Chapter 7 – Measurement Use of measures in staffing: Choose and define attribute Develop measure of the attribute Measure and determine score Make evaluation and decision

Chapter 7 – Measurement Your Turn … Using Exhibit 7.1, select an attribute for the following job and describe a useful measure… Manager of a clothing store.

Chapter 7 – Measurement Developing “good” measures… Standardization (3 properties) 1. identical content 2. identical administration 3. rules of assigning numbers is clear

Chapter 7 – Measurement Levels of Measurement Nominal – no order or level Ordinal – rank order representing differences Interval – differences between scales points are equal Ratio - differences between scales points are equal and there is a logical zero point

Chapter 7 – Measurement Scoring Central tendency (Interval level data) Mean (average) Median (middle) Mode (frequent)

Chapter 7 – Measurement Scoring Variability: Range (spread of scores from lowest to highest) Standard deviation (average amount of deviation of individual scores from the average score)

Chapter 7 – Measurement Scoring Percentiles (% scoring below) Standard scores (controlling variability)

Chapter 7 – Measurement Scoring – Correlation Relationship between two scores as shown by the correlation coefficient Positive and negative (r), + or – 1. Practical and Statistical significance

Chapter 7 – Measurement Quality of the measure Reliability (coefficient alpha) Coefficient alpha (α) Interrater agreement Test-retest reliabilty Intrarater agreement Measurement error Deficiency error Contamination error

Chapter 7 – Measurement Validity Accuracy of a test; is the selected attribute measured Criterion-related validity – is the criterion job-related and predictive of job performance Content validity – does the test represent the job criterion sufficiently

Chapter 7 – Measurement Evaluating assessment methods… Application #1 – Evaluation of two assessment methods

Chapter 7 – Measurement Administering measures/tests Paper – pencil PC and web based testing American Psychology Assoc. and National Council on Measurement: Standards for Educational and Psychological Testing

Chapter 7 – Measurement Legal Issues Measurement is used to judge an organization’s compliance with EEO/AA requirements Measurement must be standardized and valid

Chapter 7 – Measurement Application #2 – Conducting empirical validation and adverse impact analysis