Introduction to Recruiting, Selecting and Socialising Employees BBA to MBA Spring 2010 Facilitator: Ayesha Asad Introduction to Recruiting, Selecting and Socialising Employees

HR PLANNING & STAFFING

Mission Strategy Structure People Staffing Plan

RECRUITMENT, SELECTION AND SOCIALISATION

Poor hiring decisions are costly for the employer Good hiring decisions result in employees that deliver Performance

RECRUITMENT

Employee Recruitment Generating a pool of qualified candidates for a job.

Goal of Recruitment* (David de Cenzo, Stephen Robbins) WHAT: The goal of recruiting is to give enough information about the job to attract a large number of qualified applicants And At the same time, to discourage the unqualified from applying

Goal of Recruitment* (David de Cenzo, Stephen Robbins) HOW: Communicate the position in a way that job seekers respond And Provide enough information so that job seekers can select themselves out of candidacy

SELELCTION

Goal of selection WHAT: To predict whether an applicant will prove to be a successful job performer

Goal of selection HOW: By using a series of screening processes Either everyone goes through the whole process Or there is elimination at each stage

Employee Selection Selection is the process of making a “hire” or “no hire” decision regarding each applicant for a job. This mechanism determines the overall quality of an organization's human resources

INDUCTION

Goal of Induction/ Socialisation WHAT: Helping new employees adapt to their new organizations and work responsibilities So that They become productive in the shortest possible time

Goal of Induction/ Socialisation HOW: By managing anxiety and feelings of loneliness Introducing employees to the organization and processes Helping them adapt to the organizational culture so that they are aware of the acceptable norms and behaviors

SESSION 2 Introduction to Employee Recruitment, Selection and Induction

RECRUITMENT

Labor Supply 3 Situations: Labour Demand Exceeds Labour Supply Labour Supply exceeds Labour Demand Labour demand equals Labour Supply

Response rate might be affected by the following factors Labor market conditions (demand vs. supply) How the organization is perceived (Employer branding!!!) How specific is the ad about job requirements

Recruitment Resources Current / Former employees Referrals Print and Radio ads Internet advertising and career sites Employment agencies Temporary workers College recruiting Student and alumni associations Community organizations Professional associations….

Internal vs. External Hiring Fresh Perspectives New hires might be technically more competent saving cost of training People may see new hires as not fully competent They need time to settle down May not fit with the culture Internal Hiring Less Costly Signal that org. offers opportunity Familiarity with processes & policies Limits opportunity for innovation and new perspective Familiarity may undercut authority of newly promoted managers

Successful Recruitment is: Finding an individual best suited for the job requirements

SELELCTION

Selection Process Initial Screening Completion of Information on application forms Employment tests Comprehensive Interview Back ground checks Conditional Offer Medical Exams etc. Final Offer

Selection Tools Letter of recommendation Application forms Ability tests Personality tests Psychological tests Honesty tests Interviews Behavioural Inteviews Assessment centres Reference Checks Background Checks Drug tests

Successful Selection: Productive workforce Low cost of replacement & training

INDUCTION

Induction The outsider becomes the insider

Stages in Socialization Pre-Arrival: New employee has some expectations and some existing ideas about culture , processes etc. Encounter: The employees expectations and the reality might differ resulting in anxiety, fear… Metamorphosis: Employee learns to adapt to the differences discovered

Who is involved? HR Line Manager Colleagues Senior Management

Successful Induction results in: Better job performance by: Lower anxiety Managing cultural adaptation High level of retention & engagement…