RECRUITMENT

AND SELECTION
Lecturer: Le Tran Tuan Anh
Faculty of Economics and Business
Learning objectives
• Understand the recruitment and selection process
• Name and describe the main sources of candidates
• Develop some recruitment techniques
• Employee testing and selection
• Know how to conduct a more effective interview

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 Recruitment and selection process

Recruitment: The process of attracting

individuals in sufficient numbers with
the right skills and at appropriate times
to apply for open positions within the
organization

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Effective recruiting

• The more applicants you have, the more

selective you can be.
• Consistent with the company’s strategy:
when and how you will do recruiting,
which methods are more effective.

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Recruiting yield pyramid

50
New hires

100 Offers made (2:1)

150 Candidates interviewed (3:2)

200
Candidates invited (4:3)
1200
Leads generated (6:1)

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 Internal Sources of Candidates
Advantages Disadvantages
• Foreknowledge of candidates’ strengths • Failed applicants may become
and weaknesses discontent
• More accurate view of candidate’s • Time wasted interviewing inside
skills candidates who will not be considered
• Candidates have a stronger commitment • Unable to diversify human resources
to the company
• Increases employee morale
• Less training and orientation required

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 Internal Sources of Candidates

Finding Internal Candidates

Rehiring
Posting open Succession
former
job position planning
employees

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 External Sources of Candidates
Recruiting via the Internet
• Advantages
• Cost-effective way to publicize job openings
• More applicants attracted over a longer period
• Immediate applicant responses
• Online prescreening of applicants
• Links to other job search sites
• Automation of applicant tracking and evaluation
• Disadvantages
• Exclusion of older and minority workers
• Unqualified applicants overload the system
• Personal information privacy concerns of applicants
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 External Sources of Candidates
Advertising for Outside Candidates

• The Media Choice

Selection of the best medium depends on the positions for which the firm is
recruiting.
• Newspapers: local and specific labor markets
• Trade and professional journals: specialized employees
• Radio and television

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 External Sources of Candidates

Employment agencies

Government and
Commercial
Non-profit agencies
agencies

Types of
employment
agencies

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 External Sources of Candidates
Specialized Staffing and Recruiting
• Alternative Staffing
– In-house contingent (casual, seasonal, or temporary)
workers employed by the company, but on an explicit
short-term basis
– Contract technical employees supplied for long-term
projects under contract from outside technical services
firms
• On-Demand Recruiting Services (ODRS)
– Provide short-term specialized recruiting to support
specific projects without the expense of retaining
traditional search firms

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 External Sources of Candidates
Offshoring and Outsourcing Jobs

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 External Sources of Candidates
Off-shoring and Outsourcing Jobs
Political and military
instability

Resentment and
anxiety of U.S. Cultural
employees/unions misunderstandings

Outsourcing/
Offshoring Customers’
Costs of foreign
Issues securing and
workers
privacy concerns

Foreign contracts,
Special training of liability, and legal
foreign employees concerns

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 External Sources of Candidates
College Recruiting
• On-campus recruiting goals • On-site visits
– To determine if the candidate is – Invitation letters
worthy of further consideration
– Assigned hosts
– To attract good candidates
– Information packages
– Planned interviews
– Timely employment offer
– Follow-up
• Internships
A temporary position with an
emphasis on the-job training
rather than merely employment

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 External Sources of Candidates
Sources of Outside Applicants

Referral

Walk-in

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 Employee testing and selection
Selection: The process by which an organization chooses from a list of

applicants the person or persons who best meet the selection criteria for the

position available

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 Employee testing and selection
Why careful selection is important

❖ Organizational performance always depends in part on subordinates

having the right skills and attributes

❖ Recruiting and hiring employees is costly

❖ The legal implications of incompetent hiring

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 Employee testing and selection
Employee testing and selection

Types of tests • Mental or cognitive abilities

• Physical or motor abilities
• Personality and interests

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 Employee testing and selection

1. Tests of mental or cognitive abilities

➢Intelligence Tests - (IQ) Tests
• Tests of general intellectual abilities that measure a range of
abilities, including memory, vocabulary, verbal fluency, and
numerical ability
➢Aptitude tests
• Tests that measure specific mental abilities, such as inductive
and deductive reasoning, verbal comprehension, memory, and
numerical ability

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 Employee testing and selection

2. Tests of physical or motor abilities

➢ Tests of motor abilities
• Tests that measure motor abilities, such as finger dexterity, manual
dexterity, and reaction time
➢ Tests of physical abilities
• Tests that measure static strength, dynamic strength, body
coordination, and stamina

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 Employee testing and selection

3. Personality and interests tests

• Tests that use projective techniques and trait inventories to measure basic
aspects of an applicant’s personality, such as introversion, stability, and
motivation
➢ Disadvantage
• Personality tests — particularly the projective type — are the most
difficult tests to evaluate and use
➢ Advantage
• It may be useful for helping employers to predict which candidates
will succeed on the job

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 Employee testing and selection
Background Investigations and Reference Checks

Reasons for investigations and checks:

 To verify factual information provided by applicants

 To uncover damaging information

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 Employee testing and selection
Sources of information for background checks

Former
Written
employers
references

Commercial
Current
credit rating
supervisors
companies

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 Employee testing and selection
Interviewing candidates
What is an interview?
A procedure designed to

obtain information from a

person through oral

responses to oral inquiries

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 Employee testing and selection
Interviewing candidates

Interview formats
Unstructured interview Structured interview
An unstructured An interview following a
conversational-style set sequence of questions
interview in which the
interviewer pursues points
of interest as they come up
in response to questions

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 Employee testing and selection

Individual
interview

Computerized Sequential
interview interview
Types of
interview

Telephone Panel
interview interview

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 Employee testing and selection
Interviewing candidates
➢ Individual interview: Two people meet alone
➢ Sequential interview: Several persons interview the applicant, before a decision is made
➢ Panel interview: An interview in which a group of interviewers questions the applicant
➢ Telephone interview: An interview is made by telephone
➢ Computerized interview: The applicants answer questions in response to computerized
oral, visual, or written questions or situations

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 Employee testing and selection

What are common

interviewing mistakes?

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 Employee testing and selection

How to conduct a more effective interview

Structure your Prepare for the Establish

interview interview rapport

Review the Close the

Ask questions
interview interview

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 CONGRATULATIONS!
You have a new employee!

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 Multiple choice questions
1. Hiring workers who have criminal backgrounds without proper safeguards is considered ________.
A) improper screening B) negligent hiring C) unreliable testing D) improper hiring
2.What is the primary goal of employee selection?
A) achieving person-job fit B) avoiding negligent hiring C) developing a diverse workforce D) maintaining valid test scores
3. As a manager, what is the most important reason to select employees carefully?
A) meet industry and organizational standards B) comply with federal and state labor laws
C) improve personal and organizational performance D) establish a high-performing work system
4. Effective employee screening will most likely ________.
A) improve team management skills
B) eliminate negative office politics
C) identify valid and reliable test procedures
D) reduce dysfunctional workplace behaviors

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 Multiple choice questions
5. If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day,
you might conclude that this test is ________.
A) Valid B) reliable C) unreliable D) inconsistent
6.If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you would most
likely conclude that the test is ________.
A) Valid B) invalid C) reliable D) unreliable
7. Which assessment method has a high development cost?
A) cognitive ability tests
B) job knowledge tests
C) structured interviews
D) integrity tests

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