4- Recruitment and Selection

4- Recruitment and Selection - Recruiting and selecting...

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Recruiting and selecting staff for international assignments
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The Selection Process Recruitment Selection Socialization
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The Role of Personnel Selection Hiring good people is one of the most significant contributions a manager can make to an organization’s success.”
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The Role of Personnel Selection Goal: Maximize the fit fit between the individual and the job. What is “ fit fit ”?
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The Role of Personnel Selection Approaches: Selection Training and development Job design
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Steps in the Selection Process Job Analysis Establish Selection Methods Method Evaluation/ “Validation” Recruitment Screening Testing Selecting Hiring/ Rejecting
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Job Analysis Determining characteristics of people that are most relevant to job performance dynamic criteria (KSAs may change) culture of organization wants of current employees
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Evaluating Selection Systems Ensuring job relevance How do we evaluate selection methods? Reliability Validity Utility
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What are the factors on which I want to distinguish among applicants? What should be measured? Establish Selection Methods Method Evaluation/ “Validation” Job Analysis
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Core versus Position Competencies Core Competencies - Apply to everyone in the organization - Represent the key “value creators” - performance that is needed at the individual level for the organization to be competitive Position Competencies - Individual and functional expertise required for an individual to perform a specific job - Support productivity through working effectively, efficiently, and creatively Examples: Interpersonal Skills Flexibility Team Work Examples: Technical Competence Business acumen
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How do I measure the relevant factors? Any “method” used to distinguish one individual from another may be considered a “selection test” Any selection test has the potential to impact the organization by determining who’s there and who’s not Any selection test can be subject to the same evaluation process Establish Selection Methods Method Evaluation/ “Validation” Job Analysis
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Recommendations and reference checks Proficiency tests Handwriting analysis Physical tests Drug screening Honesty/integrity tests Polygraph Work samples Assessment centers Personal history (biographical) data Employment interviews Types of Selection Measures
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Primary question: Is the test appropriate for the intended purpose and for the organization? Does it consistently capture individual differences?
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4- Recruitment and Selection - Recruiting and selecting...

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