Human Resources- Case 2
Developing and using application forms
Application forms are a good way to quickly collect verifiable and fairy accurate historical data from the job candidate. The purpose is to provide information on education, prior work records and skills Application guidelines 1.Employment history 2.Education 3.Job Experience Application forms and EEO Law- Application forms must comply with equal employment laws: Education-A question of dates of attendance and graduation is a potential violations since it may reveal the applicants age Arrest record- The courts have usually held that employers violate Title VII by disqualifying applicants from employment because of an arrest Notify in case of emergency-It is generally legal to require the name, address and phone number of a person to notify in case of emergency Memberships in organizations- Some forms ask to list memberships in clubs, organization or societies. Employers should include instructions not to include organizations that would reveal race, religion, physical handicaps, marital status or ancestry
Executive recruiters/headhunters
Are special employment agencies employers use to seek out top-management talent for their clients. The percentage of your firms positions filled by these services might be small. However these jobs include key executive and technical positions. For executive positions, headhunters may be your only source of candidates
What are the most common types of Interviews
Unstructured Interviews-An unstructured interview in which the interviewers pursues point of interest as they come up as a response to questions. It follows no format. Structured Interview-Interviewer lists the questions ahead of time. They may also even list and score possible answers accordingly. In other words it is an interview following a set sequence of questions. These interviews tend to be more consistent reliable and valid. Situational Interview- Asking the candidate what they behavior would be in a given situation Behavioral Interviews-Asking applicants how they reacted to actual situations in the past. Job-Related Interview-Applicants answer questions about relevant past experiences. Stress Interview-The applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance
Briefly outline the workforce planning process?
Workforce planning is a process of analyzing the current workforce,determining future workforce needs, identifying the gap between the present and the future implementing solutions, so that an organization can accomplish its mission, goals and strategic plan. Step 1: Advertise the position-Be clear and highlight the skills needed for the job Step 2:Resume screening-The goal is to eliminate the applications who definetly dont fit the profile youre selecting. Its recommended for a screening tool to be used in order to ensure an objective process and narrow the pool of resumes Step 3:Phone Interview- Use the phone interviews as the second screening device. Keep it to 10 minutes. Step 4: Face-to-Face Interviews-Use the same predetermined questions with each applicant Step 5:Assessment- Use a productive assessment tool Step 6:Secondary face-to-face Interview- The goal is to clear up any discrepancies, tell the candidates on the position and broadly explain the compensation package. Step 7:Job Shadow- The purpose is to see if the applicant is a good fit. It helps you to identify whether the applicant is comfortable with the actual job. Step 8: Job Offer- Make sure the compensation plan is offered is clear and and unambiguous.
Mass Interview
Here a panel interviews a group of candidates at the same time. The panel might pose a problem and then watches to see which candidate comes up with the best answer
Markover analysis
Involves creating a matrix that show the probabilities of employees in a chain feeder positions for a key job. "Feeder" positions are those to which a job may likely be promoted
Succession planning
Involves developing workforce plans for the companys top positions. Succession planning is the ongoing process of systematically identifying, assessing and developing organizational leadership to enchance performance. it entails three steps: 1.Identify key positions needs 2.Develop inside candidates 3.Assess and choose those who will the key positions
Workforce Planning
Its the process of deciding what positions the firm will have to fill and how to fill them. Its aim is to identify and adress the gaps between the employer's workforce today and its projected workforce needs.
How are Interviews clarified
Interviews are clarified based on: 1. How structured they are 2.Their content= what type of questions they contain 3.Based on how they are administered by interviewers
For what sort of jobs do you think unstructured interviews might be most appropriate.Why?
Jobs which want to reveal the truest representation of a candidates capabilities. An unstructured interview allows the recruiter to get a feel for how the candidate may fit into their organization. The unstructured interview allows for the opportunity to take personality and soft skills into consideration before making a final decision therefore is used usually on final stages of selection process
Panel Interview
Known also as board Interview. It is an interview conducted by a team of interviewers who together question each candidate and then combine their ratings of each candidate answers into a final panel score. The panel format enables interviewers to ask follow-up questions.
Designing the Structured Interview
Step 1: Analyze the job- Write a job description with a list of job duties; required knowledge, skills and abilities. Step 2: Rate the job's main duties Step 3: Create Interview questions-create situational, behavioral and job knowledge Interview questions for each job duties Step 4: Create Benchmark Answers- For each question develop ideal answers for rating the responses after
How to conduct an effective Interview
Step 1: Know the job Step 2: design and structure the Interview Step 3: Get organized Step 4: Establish a report Step 5: Ask questions Step 6: Take notes Step 7: Close Interview
What are the four main types of information that application forms provide?
The application form is a good means of quickly collection verifiable and therefore potentially accurate, historical dates from the candidate. It usually includes information on education, prior work history and other experiences related to the job. The application form can provide four types of information. 1.Substantive matters 2.Applications previous progress and growth 3.Stability based on previous work history 4.Prediction of job success.
How/where to recruit diverse talent?
1. Expand your recruitment process- If you always recruit the people using the same places and sharing the same recruitment materials, you are unlikely to find diverse talent you dont already have in your organization 2.Eliminate unconscious bias-Implement a "blind recruitment process" it lets you set up a complete filtering process and use advanced analytics to shortlist the best candidates for you 3.Promote diversity- Promote it on the recruitment materials and on the webpage through videos, images and testimonials from current employees. 4.Go where the diverse community is- Share your recruitment in places that are visited by specific group of people you would like to employ.
Forecasting Personnel needs(labor demands): To answer the question of how many people with what skills we will need, managers have to consider different factors:
1.A companys future staffing needs to reflect demand for its products or services, adjusted for changes the firm plans to make in its strategic goals, and for changes in its turnover rate and productivity. 2.Longer term, managers will follow industry publications and economic forecasts closely, to try to get a sense for future demand. Such future demands predictions wont be precise but should help you address the potential changes in demand 3.Managers must also consider other factors these include projected turnover, decisions to upgrade products or services productivity changes financial resources and decisions to enter or leave a business
The recruitment and selection process is a series of hurdles aimed to select the best candidate for the job:
1.Decide what positions to fill through workforce/personnel planning and forecasting. 2.Build Proof of candidates for these jobs by recruiting internal or external candidates. 3.Have candidates complete application forms and perhaps undergo initial screening interviews 4.Use selection tools like tests,background investigations and physical exam to screen candidates. 5.Decide who to make an offer to by having the supervisor and perhaps others interview the candidates.
How to retain a diverse workforce?
1.Develop a diversity and inclusion plan- creating a diversity and inclusion plan forces you to look at your organizational culture and seeing how inclusive it is also helps in spotting and fixing other problems that lead to your lack of workforce diversity 2.Improve organizational culture-People that feel welcome and have a comfortable working environment are less likely to leave. 3.Foster open communication conflict resolution- make clear from day one that personal attacks are not welcome, as well as that you have an open-door policy 4.Create a positive and fair working environment- that is something that goes beyond diversity and helps to keep down your overall employee turnover
what are the steps in recruitment and selection process
1.Employment planning and forecasting 2.Recruiting:Build a pool of candidates 3.Applicants complete application forms 4.Using selection tools like tests to screen out most applicants 5.Supervisors and other interview final candidates to make final choice 6.Candidate becomes employee
How assessment centers have been used in actual organizational setting
1.Recruitment 2.Selection 3.Placement 4.Training and Development 5.Performance Appraisal 6.Organizational Development 7.Human Resource Planning 8.Promotion and Transfer 9.Layoffs
The basic tools for projecting personnel needs include:
1.Trend analysis- a study of a company's past employment needs over a period of year's to predict future needs 2.Ratio analysis- A forecasting technique for determining future staff needs by using ratios between 3.Scatter plot- A graphical method used to help identify the relationship between two variables.
Briefly describe each of the following types of interviews: 1.Unstructured Panel Interviews 2.Structured Sequential Interviews. 3.Job Related Structured Interviews
1.Unstructured Panel Interview-The panel of interviewees ask questions as they come to mind. They dont have a list of questions or points that need to be covered but may follow many different directions. 2.The structured sequential interview consist of the candidate being interviewed one by one with several different interviewers. Each interviewer conducts a structured interview that consists of predetermined questions and structured evaluation form to complete. 3.The job-related structured interview consist of pre-determined questions all of which are designed to assess the applicant's past behaviors for job related information
Computer-based Interviews.
A computerized selection interview is one in which a candidate oral/written replies are obtained in response to computerized oral,visual or written questions
Selection Interview
A selection procedure designed to predict future job performance based on applicants oral response to oral inquires
Recruiting via the Internet
Most employees recruit through their own websites or through online job boards. Pros: Online recruiting generates more responses quicker and for a long time at less cost than just about any other method. Cons: Older people and some minorities are less likely to use the internet, so online recruiting may exclude more older applicants. Digital and social media- Recruiters dig through social websites and competitors publications to find applicants who may not even be looking for a job Advertising- Traditional ads still exist, but the employee seekers needs to pay a lot of attention to the medium chosen to publish and the formulation of the ad.
What are the Pros and Cons of ACM?
Pros: 1.Predicts a wide range of criteria 2.Highly accepted by applicants and employees 3.Can Measure many attributes that are otherwise difficult to measure 4.The method can incorporate anything that can be measured Cons: 1.Expensive 2.Difficult to manage 3.Requires a great deal of time 4.Requires a large staff 5. Only limited number of people can be processed at time
On-demand recruiting services
Services that provide short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms. In other words they are recruiters who are paid by the hour or project instead of percentage fees, to support a specific project
Recruiting yield Pyramid
Shows the historical relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted. 1.New hires 2. Offers made (2:1) 3.Candidates Interviewed(3:2) 4.Candidates Invited(4:3) 5.Leads Generated(6:1)
What are the five main things you would do to recruit and retain a more diverse workforce?
Single parents, older workers, minorities, women, welfare recipients and the disabled are a few examples of a diverse workforce mentioned in the book. In order to retain these employees, its important to first understand the needs of each group and then to create plans and programs that accommodate these specific needs.
What is ACM( Assessment Center Method)?
The assessment center method is a procedure used by the Human Resource Management to evaluate and develop personnel in terms of attributes or abilities relevant to organizational effectiveness. Simulation is an essential feature of the ACM, trained assessors observe the behaviors displayed in the exercises and make independent evaluations of what they have seen. In sum changes in the organizational environment have altered the needs for various human resource management tools and the attitudes of applicants and employees about such tools. There's a great need for organizations to take much care in developing, validating and administering HRM practices, using the best tools to achieve their goals. Strengths: 1.They can measure complex attributes. 2.Seen as fair and valid by participants of such. 3.They show little adverse impact 4.Predict a variety of criteria Whats special about the assessment center method is the way various individual assessment procedures are used in combination with each other. The ACM involves several different types of assessment techniques, more than one simulation exercise representing important elements of the target job.
How would you explain the fact that structured Interviews, regardless of content are generally more valid than unstructured interviews for predicting job performance
The structured Interviews helps to keep the Interviewer focused on the types of behaviors, traits or answers that are desired and have been determined to be good prediction of job performance Unstructured Interviews allows the Interviewees to become more side-tracked with things like common interest and other items that aren't good predictors of job success
Employment Agencies
There are 3 main types of employment agencies: 1.Public Agencies-operated by federal,state or local government 2.Agencies associated with non-profit organizations 3.Privately owned agencies.
Phone Interviews
These can be more useful than face-to-face interviews for judging ones conscientiousness, Intelligence and interpersonal skills. Also more spontaneous as candidates are caught off-guard.
One-to-one Interview
Two people meet alone and one interviews the other who responds to questions in person. Employers tend to schedule these interviews sequentially. In a serial Interview, several people interview the applicant, one-on-one and then make their hiring decision.
