1. Staffing
Chapters 5 - 7

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

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

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

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

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

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

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

9. 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)

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

11. 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.

12. 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.

13. Chapter 5 – External Recruiting
Applicant Reactions
Recruiters
Recruitment process

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

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

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

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

18. Chapter 6 – Internal Recruiting
Recruiting strategies
Closed
Open
Targeted

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

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

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

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

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

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

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

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

27. 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

28. 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.

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

30. 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

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

32. 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)

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

34. 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

35. 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

36. 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

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

38. 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

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

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