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Cowen:
New Recruits
MGMT E-4240
Recruitment Philosophy
Internal or External Sources?
Fill current vacancies or hire for long
term potential?
How important is diversity?
Are applicants commodities or
customers?
What recruitment practices are
unethical?
Objective:
Fit between individual and jobs
requirements
Find persons whose skills,
abilities and personal
characteristics suit job
Requires
Fleshing out position
requirements, accurately,
completely
Assessing applicants fit with
requirements
BACKGROUND
Education
Experience
Functional
Focus on skills, not title
Company
Culture matters
Level
Scope, decision making, responsibility
Intellectual Ability
Analytical ability problem
definition, resolution
Creative ability new ideas,
solutions
Decision-making style
Motivation
How much effort will he/she apply?
Goals
Interests
Energy
The Interview
All appear successful!
Digging behind to get facts
Forming opinion of success
patterns
Interviewer must have an agenda
Agenda
Verify and expand on information
Have agenda: dont let resume be it
= only opportunity to probe
personal factors
Probe responsibilities
Look for translation to success
Situation-based questions
The Interview
Interrater reliability of interviews may be low
Validity of interviews depends on structure
Unstructured interviews are least valid
Semi-structured interviews have some preplanning and some tailoring to the candidate
Structured interviews (same questions asked of
each candidate) based on a job analysis are most
valid
Selecting Managers
Assessment Centers
Multiple assessees
Multiple assessors
Multiple exercises: In-basket test,
leaderless group discussion, interview,
tests
Improved performance
Effective strategy implementation
Hire the kind of people needed to implement
strategy
Nonverbal Factors
Faulty Listening and Memory
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Source: Data from F.L. Schmidt and J.E. Hunter, The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical
Implications of 85 Years of Research Findings, Psychological Bulletin, Vol.124, 1998, pp. 262-274. Note that the correlations in the second
column are correct upwards to account for restriction in range and unreliability in the measurement of performance.
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Source: Based on a survey of 303 HR Professionals, from HR Magazine, December 1996, p. 53. Data on Internet
recruiting is from HR Focus,May 2000, p. 8
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Other Exercises
What is the defined
labor market you intend
to reach?
What method(s) will
you use to reach this
target audience?
How will you attract
qualified candidates to
apply?
Justify how your
recruiting plan is
appropriate and costeffective for the job(s)
to be filled.
What selection process
will you use?
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