HRMRecruitment and Selection

Matching

The right job

&

The right person

Planning:Quality & QuantityJob descriptionCompetenceLabor marketRecruitingAgenciesSelectionEthicsAssessmentContract / UnionSocialization

Change &Development

Separation &outplacement

PerformanceManagement

Recruitment &Selection

Strategic HRM planning

HRM concepts & tools

Recruitment & SelectionFlow chart

Preparation

Recruitment

(Contact)

Selection

Socialization

Preparation Strategic HRM planning (Quality / Quantity) HRM ‘gap’; vacancies; labor demand & supply Alternative solutions? Diversity policy Job analysis and description (a) Person specification (b) Terms of employment / fringe benefits Project plan / allocation of tasks R&S

>> ‘Clear picture of the job’: competences

Preparation a.Job analysis and description

Job data: title, location etc. General description Content: actual tasks, duties / activities Performance standards Working conditions Tools, equipment Relationships with others ‘Critical’ / Key competences

>> core task, responsibilities and results of the job

Preparation b.

Person specifications Skills and abilities needed; competences Level of schooling and training; Certificates Experience Personal qualities; character / attitude Special conditions and interests (health/

age) Intelligence / Potentials

>> skills and qualifications needed to perform the results: Competences

Recruitment Location of the target group Create the ‘message’ Methods & Instruments

Press; local, regional, specialist Job centers / employment agencies Consultants / executive search Open day / fair / convention Radio / TV Networking Internet; websites: supply and demand

>> reaching the target group

( Contact ) Exchange of information

Job Person Applicant

Advise ‘Pre-selection’ Eliminate

Selection Instruments & Tools

Letter of application Application form Curriculum vitae Letter of recommendation / references Selection Interview Tests: Personality / IQ / abilities Assessment>> Validity & Reliability

Decision-making Contracting; negotiating / rejection

>> getting the right person

Selection a.Errors and Bias in the interview

‘First impression’ Prejudice: women / culture Projections & hang-ups “Like me syndrome” = positive ‘Halo-’ & ‘Horn-effect’ ‘Good listeners’ have more chances Order of succession: + > + = - / - > - = + Saying >< Doing Impact former job

>> What is real and what is not?

What you hear/see is what you get..?

‘I’m not an iceberg..!!!!’

Selection b.Sharp as a knife: Doing & Seeing Structured behavior oriented interview:

S Situation ‘what was the situation?’ T Task / Role ‘what was your role?’ A Action ‘what did you do?’ R Result ‘what was the result?’ R Reflection ‘what do you think of yourself?

Simulation / role-play / real work situation / cases Assessment center / IQ test Port-folio: proofs / projects / products Focus: behavior and effect Structured decision-making

Selection C: new Two-way oriëntation Negotiate / Mediation:

Career Development & education Coaching Benefits Spiritual / existential>> ‘for the time being’

CONTRACTING

Legal aspects Labor Unions Rights & rules & laws Payment & benefit mix Negotiations Rejection

Socialization Orientation & Introduction & Settlinga. Realistic job preview (? selection phase)b. Handbook: mission / structure / processes &

Mentor / buddy: jobc. Coaching: culture / monitoring / match /

potentials

>> creating a match / ‘fit’

formal / activestructured

informal / passiveunstructured