Staff and Employee Selection

1. Staff and Employee Selection Portland State University Winter Term 2009 MGMT 471 and 571 Enrique Washington

2. Course Objectives • Describe and explain the role a recruiter plays in selection process • Define selection and demonstrate the role it plays in the hiring process • Explain the foundation of staffing assessments and how they are used to make effective selection decisions • Explain the concept of reliability and validity in selection

3. Course Objectives • Explain job analysis and how it used in the selection process • Discuss the common criticisms of staffing assessments • Describe the different types of staffing assessments and how to incorporate them into the selection process • Discuss the legal requirements in employee selection

4. Course Objectives • Explain how to use staffing assessments to assess cultural fit • Define job performance and its relationship to staffing assessments • Examine the different recruitment strategies and methods • Identify, assess and recommend a (new or revised) recruitment and selection process for an organization

5. Recruitment and Selection Overview

6. Market Trends In the Workforce • Enhanced Technology • Increased utilization of Industrial Organizational Psychology profession • The Pending Workforce Shortage • Being Socially Responsible • More Diverse Workforce

7. Recruitment and Selection Defined Recruitment Defined: • Process of attracting individuals • Encouraging individuals to apply for jobs • Finding the appropriate way to encourage individuals to apply

8. Recruitment and SelectionDefined Selection Defined: • Process of choosing from a group of applicants • Assessing candidates against job success profile • Hiring the best candidate through utilizing staffing assessments

9. Recruitment and Selection Process Strategic Planning Planning Human Resources Planning Success Profiling Recruitment Recruitment Identify Assessment Evaluate Selection Hire High Performers!! On-boarding

10. Planning Mistakes • Poor Human Capital Planning • No well written job description • Lack of commitment to the hiring process • Reactive versus proactive recruiting • No defined process

11. Recruitment Mistakes • No well define recruiting strategy • Relying on personal contacts • Stopping and starting with long gaps • No well written story that sells the opportunity • No candidate response process in place

12. Identifying Mistakes • No pre-screening questions • Moving “B” candidates through the process • Resume pedigree • Spending too much time with unqualified candidates

13. Assessments Mistakes • No trained interviewers interviewing candidates • No questions that reflect the core competencies • Not assigning interview questions • Waiting too long to debrief between interviews

14. Evaluation and Hire Mistakes • Inadequate reference checks • Improper use of assessment testing • Using biases to make decisions • Allowing candidates too long to make decision • Not being prepared for counter offer • Surprising candidates with a different offer • No on-boarding program for new hires

15. Recruitment and Selection