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Selection + Recruitment
Types of Selection Methods
Selection methods or screening devices include employment interviews and personality test. The employment interview is a vehicle for information exchange between applicant and interviewer regarding an applicant's suitability and interest in a job the employer seeks to fill.

Validity of Selection Method
If selection methods are invalid, employee selection decisions are no more accurate than decisions based on a toss of a coin. Validity is the degree to which a measure accurately predicts job performance. Selection methods are valid to the extent that predictors measure or are significantly related to work behavior, job products, or outcomes.

Selection Error
There are two types of selection error. In the "false positive error," a decision is made to hire an applicant based on predicted success, but failure results. In the "false negative error," an applicant who would have succeeded is rejected based on predictions of failure. An organization that makes a false positive error incurs three types of costs. The first type of costs are those incurred while the person is employed.

Key Indicators for Recruitment Process
A number of factors exert an influence over the kind of recruiting plan an organization enacts. These factors include (1) organizational policies regarding recruiting; (2) type of labor to be recruited; (3) conditions of the labor market; and (4) cost and time constraints.

Recruitment and Job Analysis
Job analysis provides important inputs to the recruiting function in two ways. First, job analysis provides job specifications, the personal requirements deemed necessary to perform each job in an organization. This tells planners and recruiters exactly what skills, abilities, experience, and other physical characteristics will be needed for certain jobs.

Utility of Selection
Utility refers to the overall usefulness of a personnel selection or placement procedure. The concept encompasses both the accuracy and the importance of personnel decisions. Moreover, utility implies a concern with costs?costs related to setting up and implementing personnel selection procedures and costs associated with errors in the decisions made.

Validity of Appraisal Instrument
Regardless of an organization's specific needs for performance appraisal, five general requirements must be met by an appraisal system if it is to accomplish its objectives: reliability, validity, practicality, fairness, and impact. Reliability is the consistency of a measure over time and across different raters. Consistency over time means that at any two points in time, an instrument should yield the same findings or results.

Realistic Job Preview (RJP)
The realistic job preview (RJP), a new concept in recruiting and selection, is a method of communicating to an applicant or new employee what it will be like to actually perform a certain job. RJPs perform a valuable function in employee orientation, reducing reality shock and thus speeding the socialization process.

Talent Brand
The challenge to attract attention by differentiating yourself is not a new one, of course. When it comes to their product or service brands, organizations, especially large companies, generally "get it." In hotly competitive industries, such as retail, companies spend millions establishing their name and creating a strong brand image that compels consumers to reach for their products. Unfortunately, many times companies have not put the same effort into making sure the overall brand is carried through in their efforts to communicate with Great Talent.

Samples of Job Interview Questions
If you are a recruiter who is currently confused on which suitable interview questions to ask that will instantly reveal the necessary facts about prospective employees, this article is right for you. In the succeeding paragraphs, you will discover the best questions to ask to guarantee a successful job interview. Introduce yourself. This is actually more of a statement than a question.