CHAPTER 3: Employee Selection Principles and Techniques
When you leave college to take a full-time job, there is a 50% chance that you will quit your first job within 3 to 5 years > variety of reasons > both the employee and the organization lose -> importance of employee selection principles and techniques.
Improper matching of the person and the job, of the person’s skills and characteristics with the job’s demands and requirements leads to dissatisfaction and poor performance in the work situation.
A study of managerial, professional and technical employees of a large oil company found that those who demonstrated success early in their career were more likely to be promoted than those who were less successful early in their career (Dreher & Bretz, 1991).
Initial job challenge has a positive impact on employee performance and success. The challenge should be compatible with your expectations and preferences.
Challenging, interesting and meaningful work
Opportunities for advancement
Satisfactory working hours
Pleasant working conditions
Feeling of being respected and appreciated
Opportunity to learn new skills
Fair and loyal supervision
Being asked one’s opinion on work issues
Assistance with personal problems
A study of business students showed the most important consideration to be the company’s location, followed by salary and benefits (Barber & Roehling, 1993).
Another factor that affects employee preferences is level of education. College graduates have different preferences from high school graduates and there are also differences btw college graduates. Engineering majors differ from liberal arts majors and students differ from C students. Age also plays an important role as well as specialization.
Employee preferences change as a function of economic conditions. When jobs are difficult to obtain, new employees may be more interested in pay and job security. In a better economic climate when there are plenty of jobs, issues such as challenging work or the opportunity to develop new skills rank higher.
Preferences also differ as a function of race. A survey comparing job preferences of black and white women college students, found that more blacks than whites wanted a high-paying job rather than interesting work (Murrell, Frieze & Frost, 1991).
The recruitment process
Sources of potential employees
College campus recruiting
Information provision to job recruits
Sources of recruiting:
Formal > ads in newspapers, referrals from employees, employment agencies, search services, placement services of professional associations, job fairs, outplacement agencies, college campus, online recruiting (e.g. several major newspapers including the New York Times, the Washington Post and the Chicago Tribune have jointly begun an online career employment service).
Informal > contacting friends and acquaintances > more accurate information and more often lead to hiring.
A study of 186 students at universities and training schools found that the longer the job search, the less the students used formal recruiting sources. However, those who remained unemployed 3 months after the study began significantly increased their use of formal sources > the use of formal sources was high in the early stages of a job search and again later if the search proved unsuccessful (Barber, Daly, Giannantonio & Phillips, 1994).
Recruiter characteristics like smiling, nodding, maintaining eye contact, demonstrating empathy and warmth and showing thoughtfulness, competence and personableness are important and influence applicants to accept jobs.
College men expressed the same likelihood of job acceptance whether their recruiter was male of female, but college women said they would be much more likely to accept a job offer if the company...
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