1. Staff and Employee Selection Portland State University Winter Term 2010 MGMT 471 and 571 Enrique Washington, MA

2. Course Objectives  Describe and explain the role a recruiter plays in selection process  Define selection and demonstrate the role it plays in the hiring process  Explain the foundation of staffing assessments and how they are used to make effective selection decisions  Explain the concept of reliability and validity in selection

3. Course Objectives  Explain job analysis and how it used in the selection process  Discuss the common criticisms of staffing assessments  Describe the different types of staffing assessments and how to incorporate them into the selection process  Discuss the legal requirements in employee selection

4. Course Objectives  Explain how to use staffing assessments to assess cultural fit  Define job performance and its relationship to staffing assessments  Examine the different recruitment strategies and methods  Identify, assess and recommend a (new or revised) recruitment and selection process for an organization

5. Recruitment and Selection Overview

6. Recruitment and Selection Defined Recruitment Defined:  Process of attracting individuals  Encouraging individuals to apply for jobs  Finding the appropriate way to encourage individuals to apply

7. Recruitment and Selection Defined Selection Defined:  Process of choosing from a group of applicants  Assessing candidates against job success profile  Hiring the best candidate through utilizing staffing assessments

8. Recruitment and Selection System Strategic Planning Human Resources Planning Job Success Profiling Recruiting Identifying Assessing Evaluating Hiring Planning Recruitment Selection On-boarding High Performers!!

9. Planning Mistakes PPoor Human Capital Planning NNo well written job description LLack of commitment to the hiring process RReactive versus proactive recruiting NNo defined process

10. Recruitment Mistakes NNo well define recruiting strategy RRelying on personal contacts SStopping and starting with long gaps NNo well written story that sells the opportunity NNo candidate response process in place

11. Identifying Mistakes NNo pre-screening questions MMoving “B” candidates through the process RResume pedigree SSpending too much time with unqualified candidates

12. Assessments Mistakes NNo trained interviewers interviewing candidates NNo questions that reflect the core competencies NNot assigning interview questions WWaiting too long to debrief between interviews

13. Evaluation and Hire Mistakes IImproper use of assessment testing UUsing biases to make decisions RRelying only on “gut” feelings to make decisions NNo 0n-boarding program for new hires

14. Recruitment and Selection New Hire