Chapter 6 Recruitment and the Foundations of Selection Copyright © 1999 John Wiley & Sons Canada, Ltd. All rights reserved.

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Goals of Recruiting Attract qualified applicants Encourage unqualified applicants to self-select themselves out

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Constraints on Recruiting Efforts Image of the organization Attractiveness of job Internal organizational policies Government influence Recruiting costs

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruiting from an International Perspective Parent-Country Nationals: Parent-Country Nationals: Often chosen when product is technical and being first introduced to a country Host-Country Nationals: Host-Country Nationals: Often chosen when companies want each foreign subsidiary to have its own distinct identity

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruiting Sources: Advantages of the Internal Search Good public relations Morale building Encouragement of ambitious employees and members of protected groups Ample information on existing employee performance Cost savings Ease of orientation Opportunity to develop mid- to top-level managers

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruiting Sources: Disadvantages of the Internal Search Possible inferiority of internal candidates Infighting and morale problems Potential inbreeding

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruiting Sources: Employee Referrals Advantages: Employee’s motivation to make a good referral Availability of accurate job information for recruitDisadvantages: Friendship may be confused with job performance Potential for nepotism Potential for adverse impact

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruiting Sources: External Searches Advertisements Employment agencies Schools, colleges, and universities Professional organizations Walk-ins Internet

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Advertisement with a High Response Rate Likelihood

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Advertisement with a Low Response Rate Likelihood

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Recruitment Alternatives Temporary help services Employee leasing Independent contractors

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Decision Points in a Selection Process: The Hurdle Concept

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Key Elements for Successful Predictors Reliability: Reliability: Does selection tool measure attribute consistently? Validity: Validity: Does selection tool predict performance?

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Types of Validity Content validity Construct validity Criterion-related validity - Predictive validity - Concurrent validity

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Predictive vs Concurrent Validation

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Validity Correlation Analysis Validity coefficients Validity coefficients demonstrate statistical relationship between test scores and job performance.

HUMAN RESOURCES MANAGEMENT Templer Cattaneo De Cenzo Robbins John Wiley & Sons Canada, Ltd Validity Correlation Analysis with Different Cut Scores