1. Staff and Employee Selection
Portland State University
Fall Term 2011
MGMT 471 and 571
Enrique Washington, M.S.

2. Today’s Talent from Generator Group
Enrique Washington

3. Why are we here? Objectives
-How to use job analysis for employee selection and strategic staffing
-The concept of reliability and validity in employee selection
-An effective Recruiter and the role in the strategic staffing process
-How to conduct employee staffing and selection in a manner consistent with professional standards

4. Why are we here? Objectives
-How to assess and recommend a (new or revised) recruitment and selection process that meets the organizational goals
-How to select staffing assessments to assess cultural fit
-The legal requirements in employee selection
-The different types of staffing assessments and how to incorporate them into the selection process

5. Mistakes in Acquiring Talent
Poorly written or no current position description
No talent acquisition strategy
No consistency in the hiring process
Relying too long on personal contacts
Poor interviewing systems
Improper use of staffing assessment
Viewing on-boarding as new hire orientation
Others

6. Changing World of Work

7. Trends
How are these trends manifesting themselves in your work life? personal life?
Implications for jobs? preparedness… selection…development…
Implications for the way organizations manage talent?
What are your initial reactions to what you saw in the presentation?
How are these changes manifesting themselves in your personal lives? professional lives?
What do we think it means to prepare students for the 21st century? What skills do students need to survive and thrive in this new era?
What implications does this have for our current way of doing things?
Do we need to change? If so, how?
How do we get from here to there?
What challenges must we overcome as we move forward?
What supports will we need as we move forward?
What kind of training will we need to move forward?
What kind of commitments will we need to make (with each other, our students, and our community) to move forward?
Who's scared? Why?
What will we do next? What are some concrete actions that we can take in the near future?
Is it possible for a teacher to be an excellent teacher if he/she does not use technology? [see this key questionfor another way to ask this]

8. It’s a 2.0 World out There (remote worker) Employee Customer
Process Team
Manager
Department Peers
Customer project team
Big Boss
Manager
Employee

9. Acquiring Talent is Part of a Larger System
Organizational
Strategy
Workforce
Plan
Recruitment Process Design
Acquiring Talent is Part of a Larger System
Talent Acquisition Model
Identify
Attract
Source
Assess
Hire
On-board
The recruitment and selection of executives is a process, not an event. Executives
have the highest impact on the performance of organizations. The talent strategy
represents how organizations will plan, attract, recruit, select, promote, develop and
retain people.
As shown below in Figure 3-1 below, the process begins with an organizational (i.e.
agency) strategy. The agency strategy reflects the agency’s core values, purpose and
strategic objectives it would like to achieve. The agency strategy then informs its
workforce people strategy. The workforce people strategy helps inform a few
objectives related to an agency’s talent strategy. A few of these objectives, for
example, includes helping to ensure that talent is available to fill important vacancies
and maintain or improve a diversified workforce.
Once a workforce people strategy has been developed, there are a set of enablers that define specific action for how
agencies; identify success criteria; attract, recruit, hire, develop, engage and reward
executive talent.
Organizational Results 9