1. Role of Recruitment in the Selection Process
Job Analysis
(e.g., Job requirements, KSAs
HR Planning
(e.g., # job openings, time frame)
Job Description
(e.g., job duties, benefits, applicant qualifications)
Recruitment
(e.g, methods, processing of applicants)
Selection
(e.g., assessment of KSAs

2. Yield Pyramid Selection Ratio: # opening/hires ___________ applicants
Offers
Interviews
Lower # is better for organizations:
Invites
Applicants
Adapted from R.H. Hawk, The Recruitment Function (New York: American Management
Association, 1967).

3. Attracting Applicants -- Recruitment Sources/Techniques (See pg
Attracting Applicants -- Recruitment Sources/Techniques (See pg. 164 for longer list of recruitment sources)
In-House Pros:
Quicker
Cheaper
Know person’s qualifications
The applicant knows the company (e.g., people, systems, resources)
Newspaper advertising (quick, relatively inexpensive)
Trade publications (focused audience)
In-house referrals (What are the pros and cons of this approach)?
On-site interviews (e.g., college campuses)
Executive search firms
Web sources (e.g., LinkedIn, Monster.com, Company web page) &
Social Media (e.g., links on Twitter, Facebook)
In-House Cons:
Less diversity (demographics, ideas)
Potential interpersonal conflict (now a coworkers boss)
Need to fill an opening

4. Other Recruitment Issues
Recruiter Characteristics ---
Demographics (e.g., gender, race, age)
Functional job area (similarity to job being recruited)
Personality (e.g., warmth, enthusiasm, supportive, personable)
Administration of Recruitment ---
Promptness of follow-up contact (short timeframe is best)
Amount of information requested of applicant (more information = less # of applicants)
Include salary in recruitment ads?

5. Issue Affecting Recruitment (Applicant Interest)
Labor market (e.g., unemployment rate)
Affirmative Action stance
Role of minority representation in job advertisements
(attractiveness and compatibility perceptions)
Affirmative action policy vs. broad AA statement
Use of minority testimonials
UWF is an Equal Opportunity/Access/Affirmative Action Employer and applications from women and minorities are especially encouraged.

6. Recruitment Content (Message)
Content of the job advertisement ---
Amount of information required of applicants
Detail regarding job duties/requirements
Description of organization (e.g., mission, core values)
Minority representation and AA policy
Positive and realistic description of jobs (RJPs)
Should job salary be included in the advertisement?

7. Teaching Application Material Example
Letter of intent
Research Philosophy/Statement
Teaching Philosophy/Statement
Student (teaching) evaluations
Copies of published articles
Letter of recommendation (3)
Resume
Transcript

8. Organizational Emphasis on Recruitment
Money and time spent on recruiting by HR = 16%
Evaluation of recruitment effectiveness (often limited to criteria such as meeting deadlines)
Extent of recruiter training (most not trained; less than half of organizations used formal, standardized training programs)
Source: Rynes, S. L., & Boudreau, J. W. (1986). College recruiting in large organizations: Practice, evaluation, and research implications. Personnel Psychology, 39,

9. * Realistic Job Preview Effects
PERCEPTION OF HONESTY
AND CARING
RJP
VACCINATION OF
EXPECTATIONS
SELF SELECTION
INTERNAL
FOCUS OF
CONTROL
COMMITMENT TO CHOICE
OF ORGANIZATION
NEEDS ARE
MATCHED TO
ORGANIZATIONAL
CLIMATE
ROLE
CLARITY
JOB SATISFACTION
COPING MECHANISMS
DEVELOP FOR
NEW JOBS
JOB
PERFORMANCE
VOLUNTARY TURNOVER
INVOLUNTARY
TURNOVER
TENURE IN THE
ORGANIZATION

10. Realistic Job Preview!!!
Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness. Safe return doubtful. Honour and recognition in event of success.
~ Ernest Shackleton's advertisement for 1914 Trans-Antarctic Expedition

11. * Test Utility Key Points
Job openings
Selection Ratio (SR) = n N
Applicants
Test Validity [Criterion-related]: The extent to which test scores correlate with job performance scores [Range is from 0 to 1.0]

12. and Given Selection Ratio, for Base Rate .60.
Proportion of “Successes” Expected Through the Use of Test of Given Validity
and Given Selection Ratio, for Base Rate .60.
(From Taylor & Russell, 1939, p. 576)
Selection Ratio
(SR)
Validity
Note: A full set of tables can be found I Taylor and Russell (1939) and in McCormick and Ilgen (1980, Appendix B).

13. Selection Ratio Example
Mean Standard Criterion Score of Accepted Cases in Relation to Test Validity and Selection Ratio
(From Brown & Ghiselli, 1953, p. 342)
Validity Coefficient
Selection
Ratio

14. Simple Regression Equation Multiple Regression 
y = a + bx
y = a + b x + b x + b x …..
Test Score
Predicted
Score
Predicted
Score
Weights
Slope
y-intercept
y-intercept
Basic Process:
All applicants take every test.
Scores are weighted and combined to yield a predicted score for each applicant.
Applicants scoring above a set cutoff score are considered for hire
Key Points:
Regression is a compensatory approach. That is, a high score on one test can compensate for a low score on another.
Best for tests to not relate to each other, but relate highly to the criterion.

15. Compensatory Example
How Four Job Applicants with Different Predictor Scores Can Have the
Same Predicted Criterion Score Using Multiple Regression Analysis
Predicted
Criterion Score
Applicant Score on X Score on X A B C D 
Note: Based on the equation Y = 4X + 2X.

16. Independent Predictors
1c c
Predictor Criterion Predictor 2
R = r r
For example, if r = .60 and r = .50, then
R = (.60) + (.50) =
= .61
c c c
1c c
c.12

17. Interrelated Predictors
Criterion r r
1c c r 12
Predictor Predictor 2
r r r r r
1c 2c c 2c 2
R =
c.12
1 - r 2 12
For example, if the two predictors intercorrelate .30, given the validity coefficients from the previous example
And r = .30, we will have 12
(.60) + (.50) - 2(.30)(.60)(.50) 2
R = = .47
c.12
1 – (.30) 2

18. * Multiple Cutoff Approach
Paper & Pencil Math Test
100
Paper & Pencil Aptitude Test
100
WAB
100 x x
Pass
Pass
Pass
Cutoff score
Cutoff score x
Cutoff score
Fail
Fail
Fail
Basic Process:
All applicants take every test.
Applicant must achieve a passing score on every test to be considered for hire.
Key Point: A multiple cut-off approach can lead to different decisions regarding who to hire versus using a regression approach.

19. * Multiple Hurdle Approach
Work Sample Test
100
Paper & Pencil Knowledge Test
100
Interview
100
xxxxx xx
xxx
xxxxx
Cutoff score
Pass
Pass
Pass
Cutoff score
Cutoff score
xxx
xxx
Fail
Fail
xxx
Fail
Eliminated from the selection process
Eliminated from the selection process
Eliminated from the selection process
Basic Process:
All applicants take the 1st test.
Pass/fail decisions are made on the 1st and subsequent tests and only those who pass can continue on to the next test [a sequential process].
Key Point:
Useful when a lengthy, costly, and complex training process is required for the position.

20. Banding
Basic concept: Small differences in test scores might reasonably be due to measurement error. Therefore, you do not want small differences in test scores to trump all other consideration in ranking individuals in hiring.” (p. 82).

21. * Banding (cont.) SED Banding Types
Both use the top score to establish the top of the band
Fixed
Sliding 98 98 .. . .
... ..
All those from the band are selected before those from the lower band 94
Bands slide down after each person is removed from the top (bands re-established) 94 92 92 88 .. . 88 .. .
Example of a band of 6 points