Chapter 5 Recruiting and Selecting Employees Copyright 2016

Chapter 5 Recruiting and Selecting Employees Copyright © 2016 Pearson Education, Inc. 5 -1

Human Resources Management Instructor: Erlan Bakiev, Ph. D. Copyright © 2016 Pearson Education, Inc. 1 -2

Chapter Challenges 1. Understand human resource supply and demand 2. Have familiarity with the hiring process 3. Recognize challenges in the hiring process Copyright © 2016 Pearson Education, Inc. 5 -3

Chapter Challenges 4. Learn practices for meeting the challenge of effective staffing 5. Know the tools of selection 6. Develop awareness of legal issues in staffing Copyright © 2016 Pearson Education, Inc. 5 -3

Human Resources Planning Copyright © 2016 Pearson Education, Inc. 5 -5

Hotel Chain Labor Prediction Copyright © 2016 Pearson Education, Inc. 5 -6

The Hiring Process Copyright © 2016 Pearson Education, Inc. 5 -7

Costs of Turnover • Good employees are worth 40% more than average employees • Turnover costs about 25% of salary and benefits • Major turnover costs include: o o o Separation Recruitment Selection Hiring Productivity Copyright © 2016 Pearson Education, Inc. 5 -8

Challenges of the Hiring Process • Determining Characteristics Important to Performance • Measuring Characteristics That Determine Performance • The Motivation Factor o Performance = Ability x Motivation • Who Should Make the Decision? Copyright © 2016 Pearson Education, Inc. 5 -9

An Approach to Recruitment • Go to where the customers are • What do they want and what do you have to offer? • Treat applicants like customers Copyright © 2016 Pearson Education, Inc. 5 -10

Sources of Recruitment Current employees Referrals Former employees Former military Copyright © 2016 Pearson Education, Inc. 5 -11

Sources of Recruitment Customers Print and radio advertising Internet advertising Career sites and social media Copyright © 2016 Pearson Education, Inc. 5 -12

Sources of Recruitment Employment Agencies Temporary Workers College Recruiting Nontraditional Recruiting Copyright © 2016 Pearson Education, Inc. 5 -13

Recruitment • • External vs. Internal Candidates Protected Class Planning the Recruitment Effort Planning the Job Search Copyright © 2016 Pearson Education, Inc. 5 -14

Selection Reliability • Deficiency error • Contamination error Validity • Content • Empirical (concurrent and predictive) Copyright © 2016 Pearson Education, Inc. 5 -15

Selection Tools • • • Letters of Recommendation Application Forms Ability Tests (Cognitive and Physical) Personality Tests Honesty Tests Interviews Copyright © 2016 Pearson Education, Inc. 5 -16

Structured Interviews Copyright © 2016 Pearson Education, Inc. 5 -17

Interviewer Don’ts • Don’t ask applicants if they have children • Don’t ask applicant’s age • Don’t ask applicants whether they have a physical or mental disability • Don’t ask for height or weight on an application • Don’t ask a female candidate for her maiden name • Don’t ask about citizenship • Don’t ask applicants about their arrest records • Don’t ask applicants if they smoke • Don’t ask applicants if they are HIV positive or have AIDS Copyright © 2016 Pearson Education, Inc. 5 -18

Selection Tools Assessment Centers Drug Tests Reference Checks Background Checks Handwriting Analysis Copyright © 2016 Pearson Education, Inc. 5 -19

Legal Issues in Staffing • Discrimination Laws o Develop clear hiring policies • Affirmative Action o Making job-related decisions without discrimination • Negligent Hiring o Learn as much as possible about past workrelated behavior Copyright © 2016 Pearson Education, Inc. 20

Summary and Conclusions • • Human Resource Supply and Demand The Hiring Process Challenges in the Hiring Process Meeting the Challenge of Effective Staffing Recruitment Selection Legal Issues in Staffing Copyright © 2016 Pearson Education, Inc. 5 -21

Pearson Education, Inc. Copyright © 2016 Pearson Education, Inc. 5 -22