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

2. HR PLANNING & STAFFING

3. Mission
Strategy
Structure
People
Staffing Plan

5. RECRUITMENT, SELECTION AND SOCIALISATION

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

7. RECRUITMENT

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

9. 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

10. 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

11. SELELCTION

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

13. 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

14. 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

15. INDUCTION

16. 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

17. 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

18. SESSION 2
Introduction to Employee Recruitment, Selection and Induction

19. RECRUITMENT

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

21. 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

22. 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….

23. 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

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

25. SELELCTION

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

27. 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

28. Successful Selection:
Productive workforce
Low cost of replacement & training

29. INDUCTION

30. Induction
The outsider becomes the insider

31. 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

32. Who is involved? HR
Line Manager
Colleagues
Senior Management

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