Effective Recruitment and Selection Practices

Realistic Job Preview A realistic job preview (RJP) conveys both positive and negative job information to the applicant in an unbiased manner.

Interviewer Bias Often, a problem arising in interviews is interviewer bias, where interviewers make incorrect assumptions about interviewees, influencing selection decisions.

Reference checks validate information from applicant contacts, providing additional insight and verifying accuracy.

Negligent hiring is an employer's liability for failing to reasonably investigate an applicant's background, assigning a potentially dangerous person to a harmful position.

Selection Decision

Medical Examination: Typically, a job offer is contingent on the applicant passing this examination, determining their physical capability to perform the work.

Notification of Candidates: Management should promptly notify all candidates of selection decisions. Problems arise when the selection process seems less than objective.

Metrics for Evaluating Recruitment/Selection Effectiveness

The best metrics vary depending on a company's business goals.

Possible metrics for evaluating recruitment/selection effectiveness:

1. Quality of Hire: Measures include communication effectiveness, ability to motivate others, leadership ability, cultural fit, and other factors depending on the system and company.
2. Time Required to Hire: Shorter hiring times indicate a more efficient HR department.
3. New-Hire Retention: Measuring new-hire retention is crucial because replacement costs increase dramatically with short-term turnover. It's calculated by determining the percentage of new hires remaining at selected intervals (typically one or two years).
4. Hiring Manager Overall Satisfaction: The quality of employees significantly impacts departmental success.
5. Turnover Rate: The average number of employee replacements per year.
6. Cost Per Hire: Determining the exact costs to include as recruiting expenses. Benchmarking cost per hire can be beneficial.
7. Selection Rate: The percentage of applicants hired from a candidate group.
8. Acceptance Rate: The percentage of applicants accepting a job offer. Low acceptance rates increase recruiting costs.
9. Yield Rate: The percentage of applicants from a specific source reaching the next selection stage.

Environmental Factors Affecting the Selection Process

Factors affecting the selection process:

● Other HR Functions: The selection process interacts with virtually all other HR functions.

Legal Considerations: While selection determines candidate eligibility, maintaining nondiscriminatory practices is essential.

● Speed of Decision Making: Speed is crucial in some situations; a quick process might involve phone calls, brief interviews, and minimal assessment.

● Organizational Hierarchy: Organizations approach filling positions differently depending on the level.

● Applicant Pool: The number of qualified applicants for a specific job.