2. RECRUITMENT
Is the discovering of potential applicants for actual or
anticipated organizational vacancies.
GOALS OF RECRUITMENT
To provide enough information for individuals to self-select
out of process
To generate a large pool of applicants from which to choose
3. INFLUENCE THAT CONSTRAIN HRM IN
RECRUITING SOURCES
Nature of job
Organization attractiveness
Internal policies
Government requirements
Recruiting budget
4. THE PRINCIPAL SOURCES OF RECRUITING EMPLOYEES
External Search
Internal Search
Employee Referral/Recommendations
Employment Agencies
School , Colleges , Universities
Casual and Unsolicited Applicants
Professional Organizations
Temporary Rental Services
5. The Primary Purpose of Selection Activities
Is to predict which job applicant will be successful if hired. During the
selection process candidate are also informed about the job and
organization.
The discrete selection process would include the following:
Completion of the application form
Company-specific employment forms used to generate specific
information the company wants.
Initial screening interview
The first step in the selection process whereby inquiries about a job
are screened.
6. Final employment decision
Those individuals who perform successfully in the preceding steps are now
considered to be eligible to receive an offer of employment.
Background investigation
The process of verifying information job candidates provide.
Employment test
The process of relying to a considerable extent on intelligence, aptitude,
ability and interest test to provide major input to the selection process.
Physical/medical examination
An examination indicating an applicant is physically fit for essential job
performance.
Comprehensive interview
A selection device, in which in-depth information about a candidate can
be obtained.
7. Key elements for successful predictors:
Validity
The proven relationship of a selection device to some relevant
criterion.
is determined either by discovering the extend to which a test represents
actual job content or through statistical analysis that show the test used
relates to an important job related trait or to performance on the job.
Reliability
A selection device’s consistency of measurement.
Cut Scores
A point at which applicants scoring below that point is rejected.
8. There are three validation strategy
2. Construct validity
The degree to which a particular trait is related to successful
performance on the job (e.g. IQ test).
1. Content Validity
The degree to which the content of the test as a sample represents all
the situations that could have been include (e.g. a typing test for a
clerk typist)
3. Criterion-related validity
The degree to which a particular selection device accurately predicts the
important elements of work behavior(e.g. the relationship between a test
score and job performance).
9. Validity generalization
refers to a process whereby test are validated for numerous
occupations through the use of meta- analysis.