Denisi HR 1e Ch.07 Student

7- 1
Copyright © 2012 by Cengage Learning. All rights reserved.

STAFFING
Putting the
right person
in the right
job
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Recruiting
and
Selecting
Prepared by Joseph Mosca
Monmouth University
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Recruiting
 Recruiting is the
process of developing
a pool of qualified
applicants who are
interested in working
for the organization
and from which the
organization might
reasonably select the
best individual or
individuals to hire for
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employment.
“It is the process of differentiating
between applicants in order to identify
(and hire) those with the greater likelihood
of success.”
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1.Planning
2.Strategy Development
3.Searching
4.Screening
5.Evaluation and Control

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Employment Applications
 An employment
application asks
individuals for
various bits of
information
pertaining to their
personal
background.
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Employment Tests
 Employment tests are a device for measuring
the characteristics of an individual, such as
personality, intelligence, or aptitude.
 Cognitive ability tests measure mental skills
whereby the applicant is not required to do anything
physical, only to demonstrate some type of
knowledge.
 Psychomotor ability tests measure physical abilities
such as:
 Strength
 Eye-hand coordination
 Mental dexterity
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Employment Tests (con’t)
 Personality tests measure traits, or tendencies to
act, that are relatively unchanging in a person.
A self-report inventory is a paper-and-pencil
measure where an applicant responds to a
series of statements that might or might not
apply to the applicant.
The projective technique involves showing an

individual an ambiguous stimulus, such as an
ink blot or a fuzzy picture, and then asking what
he or she “sees.”
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Personal Interviews
 One of the most widely used selection
techniques which are face-to-face
conversations between prospective job
applicants and representative of the
organization.
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Types of Interviews
 Structured employment interview: the interviewer
either prepares or is given by others a list of standard
questions to be asked during the interview. All
interviewers ask the same questions of each
candidate to achieve consistency across interviews.
 Semi-structured employment interview: the
interviewer may have a general idea about the job
applicant, but has a few or no advance questions that
are formally constructed and ready to be asked.
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Types of Interviews (con’t)
 Unstructured
employment interview:
the interviewer may have
a general idea about what
s/he wants to learn about
the applicant but has few
or no advance questions
prepared.
 Situational interview:
the interviewer asks the
applicant questions about
a specific situation to see
how the s/he will react.
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Interview Errors
 First impression error occurs when an

interviewer makes a decision too early in the
interview process.
 Contrast error is when the interviewer is
influenced by other interviewees.
 Similarity error occurs when the interviewer
is influenced because the interviewee is similar to
the interviewer.
 Non-relevancy is when the interviewer does
not know enough about the job.
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Reliability and Validity
 Reliability: the consistency of a particular

selection device; not the same as accuracy
 Validity: refers to whether an assessment
tool measures what it is supposed to; this
must be determined empirically, and it is
critical to defending against charges of
discrimination in hiring.
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1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Checks
5. Selection Decision:
6. Physical Examinations
7. Job Offer
8. Contract Of Employment
9. Evaluation of Selection program
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1. Preliminary Interview:
The purpose of this interview is to
scrutinize the applicants, i.e. elimination of
unqualified applications.
2. Selection Tests:
Different types of selection tests may
be administrated, depending on the job and
the company. Generally tests are used to
determine the applicant’s ability, aptitude, and
personality.

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3. Employment Interview:
The next step in the selection
process is employment interview, an
interview is conducted at the beginning, and
at the selection process of the employment
interview can be one- to-one interview or
panel interview.

4. Reference and Background Checks:
Many employers request names,
address, telephone numbers or references
for the purpose to verify information and
gaining additional background information of
an applicant.
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5. Selection Decision:
Selection decision is the most critical of
all steps in selection process. The final decision
has to be made from the pool of individuals who
pass the tests, interviews and references checks.

6. Physical Examinations:
After selection decision and before the
job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is
often; contingent upon the candidate being
declared fit after the physical examinations.
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7. Job Offer:
The next step in selection process is job offer. Job offer
is made through a letter of appointment. Such a letter
generally contains a date by which the appointee must
report on duty
8. Contract Of Employment:
Basic information is written in Contract of employment that
varies according to the levels of job. After the offer and
acceptance of the job certain document is the attestation
form.
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9 Evaluation of Selection program:
The broad test of effectiveness of
the selection process is a systematic
evaluation .a periodic audit is conducted in the
HR department that outlines and highlights the
areas which need to be evaluated in the
selection process
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Legal and Effectiveness Issues in
Recruiting and Selection
 Helping the organization defend itself in
discrimination cases is one of the most
important areas in which the human
resource manager can make a
contribution to the firm.
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7- 1

Copyright © 2012 by Cengage Learning. All rights reserved.

The projective technique involves showing an

 First impression error occurs when an

 Reliability: the consistency of a particular

The next step in selection process is job offer. Job offer

is made through a letter of appointment. Such a letter

generally contains a date by which the appointee must

Basic information is written in Contract of employment that

varies according to the levels of job. After the offer and

acceptance of the job certain document is the attestation

The broad test of effectiveness of

the selection process is a systematic

evaluation .a periodic audit is conducted in the

HR department that outlines and highlights the

areas which need to be evaluated in the

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