ManagementStudyGuide

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3. Contents Introduction Attracting the right employees Application as screening tool Screening resumes Interview Basics Structured interviewed techniques Evaluating motivation to perform the job Importance of selection and recruitment How to use testing? Background checks Making final selection decision

4. The Organization in the employment environment Employee selection in any organization is open to influence from the outside. A number of environmental factors can affect an organization’s effort to hire and retain a workforce Organized labor Available labor supply Competition Law and political climate Culture and subculture Organization National and global economy Science and technology Customers Behavioral and social science Links between an organization and the surrounding environment. Links between the organization and environmental components are 2-way indicating a reciprocal relationship

5. Which benefits do employees find most desirable? Feeling secure in job Having financial security Savings for child’s tuition Preparing for retirement Savings for a home Retiring early Furthering my education outside work Making more money Staying healthy Having more tiime for family The following are the top ten employee priorities based on needs, fears, and goals

6. Ways of advertising Advertising is an ‘Umbrella’ that covers much more than the classified section in your local newspaper. Advertising costs your company money, but it gives you control over the message, the medium, and the timing Public relations Direct Mail Job Fairs Internet Employment Publications Recruiting agencies News Letters News Papers

7. Checklist for attracting the right employees Make sure your organization is a great place to work. Part of doing that is having innovative recruiting processes In convincing the best people to join your organization, benefits that are consistent with employees needs are important, but not the most important concern Recruiting involves marketing. Know your geographic market, then use a mix of media to get your recruiting message out to those you want to apply Media to consider when recruiting include newspapers, newsletters, regional employment magazines, direct mail, radio, job fairs, and the internet. A public relations firm can help you get your message out as well Evaluate you recruiting methods to see if you are getting the results you want

8. The Pros and Cons of resumes versus applications Applications Resumes • Straight forward • Structured • Limit embellishment • Easier to evaluate • Open ended; promote creativity • Allow applicants to emphasize what they feel is important • Allow applicants to ‘hang’ themselves • Less expensive and easier to solicit Pros • Close ended – limited creativity • More expensive to develop and distribute • Allow applicants to omit information • Foster embellishment • Harder to evaluate Cons

9. Resume screening checklist The next thing you need to know is what should be included on the resume screening checklist Overall appearance Layout Experience Education and credentials Relevant affiliations and activities References

10. Why some traditional interviews do not work? • Lack of clear interview purpose • Lack of clearly defined positions competencies • Lack of interview structure • Lack of preparation • Poor follow-up questioning techniques • Legal liability • Allowing bias to influence the interview

11. What is motivational fit? The level of alignment or agreement between what a person expects or wishes to receive from a job and what the job can actually offer. These factors can include aspects of the work itself or characteristics associated with the work

12. Selection systems as stock portfolios Let’s consider an example that should help strengthen the similarities. Let’s say that you have identified 5 competency areas that make up the successful profile of a production team member. It would be nice if there were one test that could cover all these areas, but that is not realistic. Instead we should look at putting together a portfolio of tests or interviews that will effectively cover these competencies. 20% - Team work 30% - Problem solving 15% - Attention to detail 15% - Respon- sibility 20% - Flexibility Let us see about the types of tests in our next slide

13. Why should you do background checks? Consider the following points Research suggests that as many as one out of five applicants provide false information on their resumes An inquiry conducted by a congressional subcommittee discovered that over 30 million people had gained employment by false information on their resumes Violence in the workplace is a “disgruntled employee” has become a common character description in the news

14. What job-relevant elements should you check? Checking references Checking credentials Checking training needs This involves talking with people who are familiar with candidate’s work history and asking appropriate questions Verifying educational degrees, certification, and licenses Knowing a candidate’s strengths and weaknesses before you hire him or her

15. Learn Management the Easy Way with the Help of Downloadable Power-point Presentations - Learn at Your Own Pace. Just Download the Presentation and Run the Slide-Show. This is a DEMO Course On – Employee Selection Process. The Complete Course Consists of 88 Slides. Click here to Register Now& Download Your Set of6 Free Powerpoint Presentations with total of more than 1,000 Slides.75 Courses Added So far with more than 15,000 Slides+New Courses Added Every Week. – Click here to Go to All Courses ManagementStudyGuide.com