General recruiting process metrics o yield ratios

 General Recruiting Process Metrics
o Yield Ratios: Comparison of the number of applicants at one stage of recruiting
with the number at the next stage
o Selection Rate: Percentage hired from a given group of candidates
o Acceptance Rate: Percentage of applicants hired/total number offered jobs
o Success Base Rate: Longer-term measure of recruiting effectiveness is the success
rate of applicants
 Figure 6-14: Sample Recruiting Evaluation Pyramid
 Increasing Recruiting Effectiveness
o Effective recruiting activities:
 Resume mining

 Applicant tracking
 Employer career website
 Internal mobility system
 Realistic job previews
 Timely responses
o Recruiting effectiveness can be increased by using the evaluation data to:
 Target different applicant pools
 Tap broader labor markets
 Change recruiting methods
 Improve internal handling and interviewing of applicants
 Train recruiters and mangers
o Recruiters can emphasize positive aspects of the job/employer
Chapter 7: Selecting Human Resources
 Selection and Placement
o Selection: Choosing individuals with the correct qualifications needed to fill jobs
in an organization
o Placement: Fitting a person to the right job
 Attraction-selection-attrition (ASA) theory: Job candidates are attracted
to and selected by firms where similar types of individuals are employer,
and individuals who are very different quit their jobs to work elsewhere
 Placement
o Person/organization fit: Congruence between individuals and organizational
factors
o Person/group fit: Congruence between individuals and group or work unit
dynamics
 Mismatch: Poor pairing of a person’s needs, interests, abilities,
personality, and expectations with job characteristics and the organization
o Person/job fit: Matching the KSAs of individuals with the requirements of the
jobs
 Selection Responsibilities
o Organizations should meet:
 Equal Employment Opportunity Commission (EEOC) requirements
 Inherent strategic implications of the staffing function
o Approaches
 Each department screens and hires its own personnel
 Initial screening done by HR professionals, and the final selection is made
managers or supervisors
 HR Employment Functions
o Receiving applications
o Interviewing the applicants
o Administering pre-employment tests
o Conducting background screening
o Scheduling physical examinations
o Placing and assigning new employees

o Orienting and onboarding new hires
o Coordinating follow-up evaluations of new employees
o Conducting exit interviews with departing employees
o Maintaining appropriate records and reports
 Selection, Criterion, Predictors
o Best predictor of future behavior is past behavior
 Selection criterion: Characteristic that a person must possess to
successfully perform job duties
 Predictors of selection criteria: Measurable or visible indicators of
selection criteria
 Figure 7-3: Job Performance, Selection Criteria, and Predictors
 Reliability and Validity

o Reliability: Extent to which a test or measure repeatedly produces the same
results over time
o Validity: Extent to which a test measures what it claims to measure
o Establishing criterion-related validity: