1. HN 347 Public Personnel Adminstration
Russell Goodwin
MA, MBA, LPC
Kaplan University 1

2. Unit Five Objectives Develop a job ad for a public personnel position
Analyze local recruitment issues that may have implications for public personnel administration
Develop appropriate questions to use in a job hiring interview 2

3. Seminar Objectives Discussion question review
Review previous assignment and preview this week's assignment
Explore the process of job recruiting 3

4. First Things First..... Any questions regarding the DQs?
General feedback on the Unit Four paper
Preview of Unit Five assignment 4

5. Four Considerations
When attempting to match applicants to jobs, consider these factors:
Business Strategy
Organizational Culture
Reliability of Assessment Tools
Validity of Assessment Tools 5

6. The Recruitment Process
Initial Screening
Selection
Orientation
Placement
Performance Management 6

7. The Labor Market Supply and demand Tight versus loose labor markets
Factors that define and limit the labor market
Geography
Education and/or technical background required to perform a job
Industry
Licensing or certification requirements
Union membership
Any others? 7

8. The Scarce Labor Market
How can an organization adjust policies to attract talent when the labor market is scarce? 8

9. Two Types of Recruitment
Internal
What are the advantages of internal recruitment?
What are the limitations?
External
When is external recruitment a better option?
What are the limitations of external recruitment? 9

10. Internal Job Recruitment
Strategies:
Internal Job Posting
Employee referrals
Temporary Worker Pools
Any others you can think of? 10

11. External Job Recruitment
Strategies:
University Relations
Virtual Job Fairs
Executive Search Firms
Employment Agencies
Recruitment Advertising
Anything else? 11

12. The RJP
A useful recruitment and retention tool is the Realistic Job Preview:
Tells the positives about the job (pay, benefits, etc)
And the negatives (“You will be on call every other weekend.”)
Goal is to lower unrealistic expectations on part of applicant
Job acceptance rates are lowered but job performance, job satisfaction, and retention are higher (Cascio, 2010, p. 221)
Can be administered after hire 12

13. RJP Criteria How to decide what information to include in an RJP:
It would be important to most recruits
It is not widely known outside the organization
It is a factor that causes new hires to quit
It is correlated to successful job performance 13

14. More on RJP When is the RJP most appropriate?
When few applicants are actually hired
When used with entry level positions
When unemployment is low
When else might it be appropriate/inappropriate? 14

15. The Interviewing Process
Two types of questions:
Open ended
What are the advantages of open ended questions?
Close ended
What are the advantages of close ended questions? 15

16. Job Interview Questions
What is the proper way to inquire about each of the following in a job interview?
Criminal History
Marital Status
National Origin
Disability
Sexual Orientation
Citizenship Status
Situational Questions (Directly related to job) 16

17. Questions? What is one “take away” you gained from the seminar?
Is there an area where you would like to focus during the next seminar?
How might you utilize what you have learned in seminar and through completing the weekly assignments? 17

18. References
Cascio, W. (2010). Managing human resources. New York, NY: McGraw-Hill. 18