Saint Leo University

Graduate Studies in Business

HRA 549
Recruitment, Selection, and Placement

Course Description:
This course focuses on processes and conceptual issues related to staffing organizations.
Topics include recruitment and staffing models, policies, and legal compliance as well as
practices related to attraction, selection, development, retention, and employment decision
making for the most effective use of human resources.

Prerequisite:
HRA 545

Textbook/Readings:
In keeping with Saint Leo University’s core value of responsible stewardship, the online course
is designed without a course textbook. All course readings are available through the Saint Leo
Library or publically accessible websites. A complete listing of assigned readings will be
available at the end of this syllabus.

Learning Outcomes:
1. Explain HR staffing models and strategy.
2. Discuss legal compliance issues is HR staffing.
3. Conduct planning activities for HR staffing.
4. Explain HR external and internal recruitment.
5. Explain HR external and internal selection.
6. Apply decision-making in HR staffing.
7. Describe final match for HR staffing.
8. Identify HR staffing issues in system management.
9. Discuss HR issues in retention management.
10. To discuss, integrate, and explain the relevance of organizational integrity, including the
criticality of ethical behavior, in all aspects of the staffing function.

Core Value:
Integrity: The commitment of Saint Leo University to excellence demands that its members live
its mission and deliver on its promise. The faculty, staff, and students pledge to be honest, just,
and consistent in word and deed.

Evaluation: Evaluations of students’ cognitive and practical skills will be conducted by

assignments including:

1) Online examinations: Exams consist of 15-30 true/false, multiple choice, short answer, and
critical thinking items.

2) Applied HR exercises: Short written work related to the topics covered in the course
readings. Applied assignments will provide students the opportunity to practice using the
techniques and information they have learned in the course. Specific topics and requirements
will be provided within each Module.
3) Discussion board postings: Students will actively participate in weekly discussions by
contributing a response to each discussion question and responses to at least two other peers'
responses for EACH module. Students should provide support for observations and conclusions
including properly formatted text citations and references. The discussion in Module 8 is more
substantial, thus the allocation of a greater percentage of the class grade.

4) Term project: Students will work in teams of 2 to 4 students to create a detailed proposal for
a new staffing program for all daily operations jobs within the theaters. The team will additionally
present a plan for how to recruit, select, and place employees with LCC. Specific information
and requirements about the project will be available in the Term Project Guidelines and Rubric
document.

Grading Scale:

A = 95-100%
A- = 90-94%
B+ = 86-89%
B = 83-85%
B- = 80-82%
C = 75-79%
F = Below 75%

Final Course Grade Composition

Item Percent Each Percent Total
Examinations (4) 6.25% 25%
Applied HR Exercises (5) 7% 35%
Discussion, Modules 1-7 (7) 2% 14%
Discussion, Module 8 (1) 6% 6%
Term Project Outline (1) 5% 5%
Term Project (1) 10% 10%
Term Project Evaluation (1) 5% 5%
Course Schedule:

Module 1 Staffing Strategy and Legal Compliance

Objectives When you complete this module, you should be able to:
 Describe important issues in strategic staffing.
 Demonstrate how strategic staffing supports organizational goals and
strategy.
 Explain important employment laws and regulations.
 Describe the major legal issues that impact staffing and HR.

Assignments

Items to be Completed: Due No Later Than:

Post an introduction to the class Thursday 11:59 PM EST/EDT
Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Assignment 1 Sunday 11:59 PM EST/EDT
Begin working on the Term Project Sunday 11:59 PM EST/EDT of
Module 7

Module 2 Workforce Planning and Job Analysis

Objectives When you complete this module, you should be able to:
 Identify how external factors influence HR planning.
 Explain the differences between different types of HR planning
analyses.
 Explain the importance of thorough job analysis.
 Differentiate between different types of job analysis.
 Demonstrate how to conduct a job analysis and write a job
description.
 Describe how to conduct a benefits analysis.

Assignments
Items to be Completed: Due No Later Than:
Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Assignment 2 Sunday 11:59 PM EST/EDT
Complete Exam 1 Sunday 11:59 PM EST/EDT
Module 3 Sourcing and Recruiting

Objectives When you complete this module, you should be able to:
 Discuss typical decisions made in external sourcing and recruiting
strategy.
 Explain important legal implications of recruiting.
 List and explain the special issues and legal ramifications of internal
recruiting.
 Demonstrate an understanding of recruitment messaging.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Assignment 3 Sunday 11:59 PM EST/EDT
Continue working on the Term Project Sunday 11:59 PM EST/EDT of
Module 7

Module 4 Measurement Theory and Practice

Objectives When you complete this module, you should be able to:
 Define and explain descriptive and inferential statistics terminology.
 Explain and differentiate types of statistical reliability and validity.
 Explain how practical statistical measurement can maximize utility
while remaining compliant with staffing laws and regulations.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit the Term Project Outline Sunday 11:59 PM EST/EDT
Complete Exam 2 Sunday 11:59 PM EST/EDT
Module 5 Selection I: From Application to Testing

Objectives When you complete this module, you should be able to:
 List and describe common types of selection procedures.
 Describe advantages and limitations of common types of selection
tools and assessments.
 Explain how to maximize utility in a selection system.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Assignment 4 Sunday 11:59 PM EST/EDT

Module 6 Selection II: Interviewing through Contingent Methods

Objectives When you complete this module, you should be able to:
 List and describe common types of selection procedures.
 Describe advantages and limitations of common types of selection
tools and assessments, including interviews, reference checks,
background checks and other contingent selection tools.
 Describe the primary differences between external and internal
selection.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Assignment 5 Sunday 11:59 PM EST/EDT
Complete Exam 3 Sunday 11:59 PM EST/EDT
Continue working on the Term Project Sunday 11:59 PM EST/EDT of
Module 7
Module 7 Final Match, Placement, and Onboarding

Objectives When you complete this module, you should be able to:
 List and explain common methods for making a final hiring decision.
 List the information that should be included in a job offer.
 List and explain the legal issues related to providing a job offer.
 Describe new employee onboarding and socialization practices.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit the Term Project Sunday 11:59 PM EST/EDT

Module 8 Staffing Systems, Retention, and Termination

Objectives When you complete this module, you should be able to:
 Compare features of various staffing systems.
 List and describe specific retention strategies.
 Define different types of turnover.
 Conduct a post exit interview.

Assignments

Items to be Completed: Due No Later Than:

Read the assigned material
Post an initial response to the discussion question Thursday 11:59 PM EST/EDT
Post responses to at least two classmates Sunday 11:59 PM EST/EDT
Submit Peer Evaluations of Term Project Presentations Sunday 11:59 PM EST/EDT
Complete Exam 4 Sunday 11:59 PM EST/EDT
Specific Readings:

Module 1:
 Cascio, W., & Aguinis, H. (2008). Staffing 21st century organizations.
Academy of Management Annals, 2(1), 133-165.
 United States Government websites:
o U.S. Equal Employment Opportunity Commission (EEOC)
o U.S. Department of Labor (DOL)
 Ladd, S. (2012). Dinner and…The Changing World of Movie Theaters,
Financial Executive, October, 20-24.

Module 2:
 Armitage, A. & Mohindra, A. (2012). Care about workforce planning.
Chief Learning Officer, 11(3), 28-31.
 Cairns, T.D. (2010). The supply side of labor: HR must be ready to
steer organizations to the future. Employment Relations Today, 37(3),
1-8.
 Sutanto, E. M. (2000). Forecasting: The key to successful human
resource management. Jurnal Manajemen dan Kewirausahaan, 2(1),
1-8.
 Boundless. (2013). Demand planning. Retrieved from
https://www.boundless.com/business/human-resource-
management/humanresourcesneeds/demand-planning/
 Stetz, T., Button, S., & Quist, J. (2012). Rethinking carelessness on
job analysis surveys: Not all questions are created equal. Journal of
Personnel Psychology, 11(2), 103-106.

Module 3:
 Hampton, M. P. (2011). Getting the most bang for your recruiting
buck. Employment Relations Today, 37(4), 27-36.
 Fernandez-Araoz, C., Groysberg, B., & Nohria, N. (2009). The
definitive guide to recruiting in good times and bad. Harvard Business
Review, 87(5), 74-84.
 Technology, testing and tracking: 9 new trends in corporate recruiting.
(2013). The HR Specialist, 11(10), 2.

Module 4:
 Sullivan, J. (2013). Why you can’t get a job…Recruiting explained by
the numbers. Retrieved from http://www.ere.net/2013/05/20/why-you-
cant-get-a-job-recruiting-explained-by-the-numbers/
 Sackett, P. R., Borneman, M. J., & Connelly, B. S. (2008). High stakes
testing in higher education and employment: Appraising the evidence
for validity and fairness. American Psychologist, 63(4), 215-227.
 Biddle Consulting Group. (n.d.). Uniform guidelines on employee
selection procedures. Retrieved from
http://uniformguidelines.com/index.html
 Kaminski, K.A., & Hemingway, M.A. (2009). To proctor or not to
proctor: Balancing business needs with validity in online testing.
Industrial & Organizational Psychology, 2(1), 24-26.
Module 5:
 Allen, J. (2013). Assessing talent when hiring. Smart Business
Houston, 8(3), 5.
 Ahearn, K. & Keller, N. (2013). Freshen Up Your Resume: Tips &
Fundamentals. Marketing News, 47(10), 63.
 Fried, J. (2014). Nice Resume, What Else You Got? INC., 36(4), 80.
 Kemp, K.J. et al. (2013). Using One Minute Video Resumes as a
Screening Tool for Sales Applicants. Journal of Marketing
Development and Competitiveness, 7(1), 84-92.
 Weber, L. (2012). Your resume vs. oblivion. The Wall Street Journal.
Retrieved from
http://online.wsj.com/news/articles/SB1000142405297020462420457
7178941034941330 Tyler, K. (2014). Who you gonna call? HR
Magazine, 59(4), 65-67.
 U.S. Office of Personnel Management. (n.d.). Biographical data
(biodata) tests. Retrieved from
http://apps.opm.gov/adt/%28X%281%29S%28u3jzbq45ze3yjn55f5yo
gb55%29%29/Content.aspx ?page=3-03
 Ajila, C.O. & Okafor, L. (2012). Employment testing and human
resource management. IFE PsychologIA, 20(2), 91-98.
 Beaz III, H.B. (2013). Personality tests in employment selection: Use
with caution. Cornell HR Review, 1-10.

Module 6:
 Burgess-Wilkerson, B. (2008). Selection and interview procedures at
a multinational company. Business Communication Quarterly, 71(1),
100-102.
 How to involve staff in the interview process. (2014). HR Specialist,
12(5), 1-2.
 Hidden liability: Understanding the risks of negligent hiring. (2013).
HR Specialist: Texas Employment Law, 8(7), 4.
 U.S. Equal Employment Opportunity Commission. (2012). Pepsi to
pay $3.13 million and made major policy changes to resolve EEOC
finding of nationwide hiring discrimination against African Americans.
Retrieved from http://www.eeoc.gov/eeoc/newsroom/release/1-11-
12a.cfm Federal Trade Commission. (2013). Consumer information:
Employment background checks. Retrieved from
http://www.consumer.ftc.gov/articles/0157-employment-background-
checks
 U.S. Department of Labor. (n.d.). How does substance abuse impact
the workplace? Retrieved from
http://www.dol.gov/elaws/asp/drugfree/benefits.htm
 Adams, S. (2012). Why promoting from within usually beats hiring
from outside. Forbes. Retrieved from
http://www.forbes.com/sites/susanadams/2012/04/05/why-promoting-
fromwithinusually-beats-hiring-from-outside/

Module 7:
 Hagen, J. (2012). How to make the perfect job offer: 9 tips. Inc.
Retrieved from http://www.inc.com/jeff-haden/how-to-make-the-
 perfect-job-offer-9-tips.html How to write legally savvy job-offer
letters. (2012). HR Specialist, 10(5), 8.
 Falcone, P. (n.d.). The new hire: Five questions to ask before making
a job offer. Retrieved from http://hiring.monster.com/hr/hr-best-
practices/recruiting-hiring-advice/acquiringjobcandidates/making-a-
job-offer.aspx
 King, E. (2011). From boots to briefcase: Conquering the 18-month
churn. T + D, 65(4), 36-41. Nichols, V. (2013). A recipe for
successful onboarding – and a handy onboarding checklist. Retrieved
from http://www.hrzone.com/feature/recruitment/recipe-successful-
onboardingandhandy-onboarding-checklist/140963

Module 8:
 Inspector Jones. (n.d.). The best human resource management
systems. Retrieved from http://www.inspectorjones.com/human-
resources/hr-management/#.VEek3RZNdU9 • Poeppelman, T.,
Blacksmith, N. & Yang, Y. (2013). “Big Data” technologies: Problem or
solution? TIP: The Industrial-Organizational Psychologist, 51(2), 119-
126.
 Daley, J. (2013). In it for the long haul. Entrepreneur, 41(2), 80-87.
 Kaus, D. (2008). Bad behavior. Las Vegas Business Press, 25(48),
24-25.
 Robison, J. (2008). Turning around employee turnover. Retrieved
from http://www.gallup.com/businessjournal/106912/turning-around-
your-turnover-problem.aspx#3