2010 Cengage Learning Employee Selection 1 2010 Cengage

© 2010 Cengage Learning Employee Selection 1

© 2010 Cengage Learning General Steps In Employee Selection Job Analysis Selection of Testing Method Test Validation Recruitment Screening Testing Selecting Hiring/Rejecting

© 2010 Cengage Learning Recruitment Methods • Formal or Direct – – – – Media advertisements Point of purchase Direct mail Employment agencies College recruiters Computer databases Special events Employee referral programs • Informal or Indirect – Situation-wanted ads – Direct applications – Employee referrals 3

© 2010 Cengage Learning Newspaper Employment Ads Five Major Types • • • Apply in person Call Send resume Blink box Employment agency 4

© 2010 Cengage Learning Apply-in-Person Ads • Dress as if it were an interview • Be prepared to interview on the spot • Bring copies of your resume • Bring a black pen • Be nice to the receptionist CUSTOMER SERVICE—Local home health company has an immediate, full time position available. Direct personal contact and requires a caring individual. Some typing and billing helpful. Competitive salary and benefits. Apply in person, 9 a. m. to 5 p. m. , Mon-Fri. , 2501 Williamson Road 5

© 2010 Cengage Learning Call Ads • Often used to quickly screen applicants Sales Experienced sales people • Practice your first few preferred. Neat and dependable. sentences Flexible hours & good pay. Call • Be prepared for a short phone 366 -6071, 12 – 8: 00 p. m. , Tues. Fri; Sat. 10 a. m. -5 p. m. interview • Have your resume ready to answer questions • Have paper and pencil close by 6

© 2010 Cengage Learning Send Resume • Employer expects a large response • Type envelope if possible • Include cover letter • Do not use your employer’s stationary • Send RECEPTIONIST Local construction company has immediate opening for person with excellent telephone skills and professional manner to operate the switchboard and greet the public. Typing skills required. Send resume to: Personnel, Acme Co. , Box 20069, Roanoke, VA 24018 – Immediately? – Wait a few days? 7

© 2010 Cengage Learning Blind Box • Used when employer – doesn’t want incumbent to know – doesn’t want name in the public – Is afraid people won’t apply if they knew the name of the employer • Send resume immediately Carpet Cleaning Looking for clean cut, reliable, self-motivated person to clean carpet for growing business. Room for advancement. Must be at least 21 years old and have a valid drivers license. Send resume to Box P-271, c/o Roanoke Times & World News, P. O. Box 491, Roanoke, VA 24010 8

© 2010 Cengage Learning Situation-Wanted Ads • Ads run by applicants • Internet has perhaps made these obsolete • Effectiveness – Willis (1991) – Williams (1991) Top Speechwriter Currently writing speeches for Fortune 200 CEO. Background in tech, multi-industry, Wall St. , Wash DC Box EA-648, Wall Street Journal 9

© 2010 Cengage Learning Former Marijuana Smuggler Having successfully completed a 10 -year sentence, incident free, for importing 75 tons of marijuana into the US, I am now seeking a legal and legitimate means to support myself and my family. Business Experience: Owned and operated a successful fishing business – multi-vessel, one airplane, one island processing facility. Simultaneously owned and operated a fleet of tractor-trailer trucks conducting business in the western US. During this time I also co-owned and participated in the executive level management of 120 people worldwide in a successful pot smuggling venture with revenues in excess of $100 million annually. I took responsibility for my own actions, and received a 10 -year sentence in the US while others walked free for their cooperation. Attributes: I am an expert in all levels of security: I have extensive computer skills, am personable, outgoing, well-educated, reliable, clean and sober. I have spoken in schools to thousands of kids and parents over the past 10 years on “the consequences of choice, ” and received public recognition from the RCMP for community service. I am welltraveled and speak English, French and Spanish. References available from friends, family, and the U. S. District Attorney. Toronto Financial Post, Friday, February 23, 2001 10

© 2010 Cengage Learning Point of Purchase Methods • Signs • Brochures • Cash register receipts • Milk cartons • On-hold phone • Book markers recording (Papa Johns) • Restaurant placemats • Pizza boxes • Table tents • Sides of trucks 11

© 2010 Cengage Learning Recruiters • Recruiters – Campus recruiters – Outside recruiters • Employment Agencies and Search Firms – Private employment agencies – Executive search firms – Public employment commissions 12

© 2010 Cengage Learning Recruiters, Employment Agencies, and Search Firms • More than 75% of organizations rely on external agencies and firms to find talent – Employment Agencies – Executive Search Firms – Public Employment Agencies • Appear to becoming more important as talented employees with the right skills become more in demand

© 2010 Cengage Learning Employee Referral Programs Frequency of Use • Private Sector (SHRM, 2005) – 50% have formal programs – 66% use in some way • Public Sector – 1% have formal programs (Trice, 1997) 14

© 2010 Cengage Learning Employee Referral Programs Incentive for Referral • Incentive Given – 88% if referral results in hire – 2% if referral results in interview – 4% for making a referral • Type of Incentive – 77% provide financial incentive – 23% give cars, gift certificates, trips, and other gifts • Amount of Incentive – Median is less than $1, 000 – 12% have incentives over $2, 000 15

© 2010 Cengage Learning Employee Referral Programs Why are They so Effective? • Realistic job preview • Employees and friends are similar – Personality – Ability • Employee can help socialize friend when hired 16

© 2010 Cengage Learning Direct Mail Recruiting • Types – e-mail – fax – Postal • Cost – Mailing lists cost $15 - $150 per 1, 000 names • Postal Basic Facts – – cost is about 50 cents person response rate should be 1 -2% make mailing creative and eye catching Hand addressed mail gets opened most frequently, then typed names, followed by mailing labels 17

© 2010 Cengage Learning Direct Mail Success Stories • INTEGRIS – Mailed out 30, 000 letters – Received 350 responses – Hired 5 nurses • Union Special – – – Illinois manufacturer of sewing machines Had 10 openings for engineers Sent 3, 300 cards to Chicago area engineers ($5, 000) Received 100 responses Interviewed 30 applicants • Allstate – – – Local unemployment was 2. 9% Previous help-wanted ads yielded 2 responses 14 data processing openings Direct mail to local Allstate customers Received 500 responses and hired 20 employees 18

© 2010 Cengage Learning Internet Recruiting • In 2004, 56% of resumes were received electronically • Three common Internet methods – Employer-based websites • Normal website • Company blogs • . jobs domain – Internet recruiters • www. monster. com • www. hotjobs. com – Social networking websites • Face. Book, My. Space, & Linked. In 19

© 2010 Cengage Learning Offering Incentives • Bonus – signing – tenure – year-end • • • 401 k match Relocation Vacations Flexible schedules Educational assistance Casual dress 20

% Rating Method as Effective © 2010 Cengage Learning HR Departments Job Seekers Networking 61 78 Internet job postings 58 48 Employee referrals 55 65 Head hunters 54 45 Newspaper ads 47 30 Website job applications 40 36 Ads in trade journals 37 37 Temp-to-hire 36 43 Employment agency 35 31 Job fairs 23 23 Job hotlines 22 19 Radio/TV advertising 21 15 Open houses 18 12 21

© 2010 Cengage Learning Recruitment • Realistic Job Preview (RJP) – Giving an applicant an honest assessment of the job they are applying for in an organization – Considered good for attracting candidates that will fit within the organization/job role. Effective if given in oral format – Small relationship with: • Turnover, job satisfaction, and performance • Most effective if given orally upon job offer, rather than being written • Expectation Lowering Procedure (ELP) – Attempts to lower expectations about work in general.

© 2010 Cengage Learning Why Recruitment Sources Should Differ • Informal sources provide realistic job previews • Different sources reach different types of people • Similarity of employee and person referred 23

© 2010 Cengage Learning Evaluating Recruitment Effectiveness • • • Time to Fill Retention Rates Cost per Qualified Applicant Job Performance of New Hires EEO/Diversity Desires and Impact

© 2010 Cengage Learning Structured Interviews 25

© 2010 Cengage Learning Interviews Differ in Three Ways • Structure – Unstructured – Structured • Style – – – One-on-one Serial Return Panel Group • Medium – – Face-to-face Telephone Videoconference Written 26

© 2010 Cengage Learning Optimal Employee Selection Systems • Are Valid – Based on a job analysis (content validity) – Predict work-related behavior (criterion validity) • Reduce the Chance of a Legal Challenge – – Face valid Don’t invade privacy Don’t intentionally discriminate Minimize adverse impact • Are Cost Effective – Cost to purchase/create – Cost to administer – Cost to score 27

© 2010 Cengage Learning Common Unstructured Interview Questions • • • Where do you see yourself in five years? What are your greatest strengths? What are your greatest weaknesses? What subject did you most enjoy in college? Why should I hire you? Why are you interested in this job?

© 2010 Cengage Learning Unstructured Interviews Are NOT Optimal • 8 Key factors 1. Poor intuitive ability 2. Lack of job relatedness 3. Primacy effects 4. Contrast effects 5. Negative-information bias 6. Interviewer-interviewee similarity 7. Interviewee appearance 8. Nonverbal cues

© 2010 Cengage Learning Structured Interviews are Optimal • They are: – Reliable – Valid – Not as prone to legal challenge • Because they: – Are based on a job analysis – Ask the same questions of each applicant – Have a standardized scoring procedure 30

© 2010 Cengage Learning Comparison High Structure Low Structure Validity r =. 57 r =. 20 Huffcutt & Arthur (1994) Gender Differences d =. 00 d =. 23 Huffcutt, et al (2001) Racial Differences d =. 13 d =. 51 Huffcutt, et al (2001) Study 31

© 2010 Cengage Learning Structured Interview Goals • Understand the Applicant – Clarify and confirm resume information – Obtain new information • Predict Job Performance – Ask questions focused on past behavior – Ask questions focused on knowledge and skills – Ask questions focused on future behavior • Predict Organizational Fit – Use several interviewers – Combine interview impression with test scores • Sell the Organization to the Applicant – Provide information about the position/organization – Answer the applicant’s questions 32

© 2010 Cengage Learning Creating the Structured Interview Steps • Conduct a thorough job analysis • Determine best way to measure each KSAO • Construct Questions • Determine rating anchors for each question • Choose two or more members for the interview panel 33

© 2010 Cengage Learning Creating the Structured Interview Conduct a Thorough Job Analysis • • Tasks performed Conditions under which they are performed KSAOs needed to perform the tasks When KSAOs are needed – Before hire – After hire • Critical incidents of poor and excellent performance 34

© 2010 Cengage Learning Creating the Structured Interview Determine Best Way to Measure each KSAO • • Interview questions Psychological tests Simulations or job samples Reference or background checks • Training and experience ratings 35

© 2010 Cengage Learning Creating the Structured Interview Construct Interview Questions • Clarifiers – Clarify resume information – Seek missing information • Disqualifiers • Past focus (behavioral description) • Skill or knowledge focus • Future focus (situational) • Organizational fit focus 36

© 2010 Cengage Learning Examples of Clarifiers • I noticed that you do not have an education section on your resume, could you tell me about your educational background? • I noticed a three-year gap between two of your jobs, could you tell me a little about that? • You were a bench hand at AT&T. What is that? • Why did you leave your job at Mc. Donalds? 37

© 2010 Cengage Learning Examples of Disqualifiers • Can you work at least one weekend a month? • Can you work overtime without notice? • Do you have any felony convictions? • Would you be willing to treat a patient with AIDS? • Do you have a valid driver’s license? 38

© 2010 Cengage Learning Examples of Past-Focused Questions • When dealing with customers, it is inevitable that you are going to get someone angry. Tell us about a time when a customer was angry at you. What did you do to fix the situation? • The job of network engineer requires a good deal of customer service. Tell us about your previous customer service. • This job involves persuading employees to follow our safety rules. Tell us about a time in the past when you had to persuade an employee to do something. 39

© 2010 Cengage Learning Examples of Skill Determiners • A customer brings you his check book and says that he cannot get it to balance. What is he probably doing wrong? How would you explain the error to him? • A client calls and tells you that she has 10 computers in a 30’ by 100’ room and that she wants to network the computers. What questions would you ask her? What parts would you need to compile to complete the task? • Several months after installing the above network, the client calls and says that nothing will print on the printer. What could be going on? 40

© 2010 Cengage Learning Examples of Future-focused Questions • Suppose that you were scheduled to work on Saturday. A friend calls on Thursday and says that you get to use a condo at the beach for free—but it has to be this weekend. What would you do? • Imagine that you told a client that you would be there at 10: 00 a. m. It is now 10: 30 and there is no way you will be finished with your current job until 11: 30. You are scheduled to meet another client for lunch at 12: 00 and then be at another job at 1: 15. How would you handle the situation? 41

© 2010 Cengage Learning Examples of Organizational-Fit Questions • Under what type of supervisor do you work best? Is there a type of supervisor for which you have trouble working? • What type of work pace is best for you? • Describe your sense of humor? • Describe your experience working with a culturally diverse group of people. 42

© 2010 Cengage Learning Creating the Structured Interview Construct Rating Anchors • Correct/Incorrect Approach • Typical Answer Approach • Key Issues Approach 43

© 2010 Cengage Learning Key Issues Scoring ___ Acknowledged the long line and concern for other customers ___ Recognized the need to calm the customer ___ Recognized the need to get the customer away from the other customers ___ Recognized that help could not be immediately given because the computer was down ___ Was not confrontational with the customer 44

© 2010 Cengage Learning Conducting the Structured Interview Choose Interviewers for Panel • Use at least 2 interviewers • Consider gender and race representation • Consider best format – Panel interview – Multiple interviews 45

© 2010 Cengage Learning Conducting the Structured Interviewing Applicants • • • Build rapport Explain the process and the agenda Ask the questions Score the answer and take notes after each question Provide information about the job and the organization (e. g. , salary, benefits, climate) • Answer interviewee’s questions • End the interview on a pleasant note 46

© 2010 Cengage Learning After the Interview • Keep all interviewees informed of your progress • Tactfully reject the applicants who are not hired • Document, document 47

© 2010 Cengage Learning Resumes and Cover Letters 48

© 2010 Cengage Learning Views of Resumes • A history of your life • An advertisement of your skills 49

© 2010 Cengage Learning Characteristics of Effective Resumes • Attractive and easy to read – white space – font • Does not contain typing, spelling, or factual mistakes • Makes the applicant look as good as possible 50

© 2010 Cengage Learning General Considerations • Length • Paper color and type • How it will be sent – mailed – faxed – scanned • Job objectives 51

© 2010 Cengage Learning Problems with Job Objectives • Limit job opportunities • Take-up valuable space and reading time • Are difficult to write 52

© 2010 Cengage Learning Types of Resumes • Chronological • Functional • Psychological 53

© 2010 Cengage Learning Important Psychological Principles • • Primacy Priming Short-term memory Relevancy Negative information bias Unusualness Anderson’s adding versus averaging principle 54

© 2010 Cengage Learning Anderson’s Averaging Versus Adding Principle • Ted Gacy • John Bundy – Smart – Fun – Motivated +3 +3 +3 – – – Sum – Average 9. 0 3. 0 – Sum – Average Smart Fun Motivated Well-dressed +3 +3 +3 +2 11. 0 2. 75 55

© 2010 Cengage Learning Sample Professional Strengths • • Highest degree Work experience Computer skills Other skills Languages spoken Leadership experience International travel Personal traits 56

© 2010 Cengage Learning Sample Highlights • • • Minor or concentration GPA (overall, major) Clubs Leadership positions Community service Worked to finance education • Internships 57

© 2010 Cengage Learning Professional Experience • Include all relevant jobs • Can include – internships – volunteer work • For each job, include – – dates duties level of performance reason for leaving 58

© 2010 Cengage Learning Cover Letters 59

© 2010 Cengage Learning Cover Letter Paragraphs • Opening Paragraph – Here is my resume – This is the job I am applying for – This is how I know about the job • Second Paragraph – I am qualified – Here is why • Optional Paragraph – Why your organization? • Last Paragraph – Looking forward to hearing from you – Here is how to reach me 60

© 2010 Cengage Learning Opening Paragraphs Advertisement in Newspaper Enclosed find a copy of my resume. Please consider me for the sale associate position that was advertised recently in the Charleston Gazette. Blind Application Enclosed find a copy of my resume. Please consider me for any sales-related positions that are either now available in your organization or may soon become available Referral from a Friend Enclosed find a copy of my resume. Please consider me for the sales associate position that John Anderson—a friend and 61 AT&T employee—told me was now available

© 2010 Cengage Learning General Points • Keep to one page • Don’t beg • Avoid sounding desperate • Avoid grammar and spelling errors • No officious words or phrases • No personal circumstances • Avoid curse words and insults • Don’t rehash your resume • Don’t bad mouth your former employer • Tailor your letter to each company • Direct to a particular person 62

© 2010 Cengage Learning April 18, 2009 Mr. John Smith Alco, Inc. 217 West Street Johnson, VA 24132 Dear Mr. Smith: Enclosed find a copy of my resume. Please consider me for the position of welder that was advertised in the Roanoke Times and World News. I believe I am qualified for your position. I have six years of welding experience in an industrial setting. Furthermore, I am a very dependable worker as shown by the fact that I have only missed two days of work in the last five years. Finally, I am available to work any shift at any of your three plants. I look forward to hearing from you. I can best be reached after 3: 00 p. m. on weekdays and anytime on weekends. Sincerely, Andrew S. Jones 63

© 2010 Cengage Learning Disastrous Openings Cover Letters That Were Never Read • Dear Dave, I call you that because I feel I’ve known you for years. • Dear Mr. Todd: As Rod Mc. Kuen said so beautifully…. • Dear Mr. Todd: I would like to aply for the position of editoral asistent • Dr. Mr. Todd: I have always dreamed of being a writer. • Dear Mr. Todd: My mother told me I should … 64