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Attracting the right employees
Application as screening tool
Structured interviewed techniques
Evaluating motivation to perform the job
Importance of selection and recruitment
How to use testing?
Making final selection decision
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
Available labor supply
Law and political climate
Culture and subculture
National and global economy
Science and technology
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
Feeling secure in job
Having financial security
Savings for child’s tuition
Preparing for retirement
Savings for a home
Furthering my education outside work
Making more money
Having more tiime for family
The following are the top ten employee priorities based on needs, fears, and goals
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
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
The next thing you need to know is what should be included on the resume screening checklist
Education and credentials
Relevant affiliations and activities
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
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
30% - Problem
15% - Attention
15% - Respon-
20% - Flexibility
Let us see about the types of tests in our next slide
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
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
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This is a DEMO Course On – Employee Selection Process. The Complete Course Consists of 88 Slides.
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