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Recruiting, Hiring, and Onboarding Employees, Certification link.

Instructor's Tips: O*NET OnLine (1) Hire carefully. (2) Speak the language of your business. (3) hire for your weakness. (4) learn from others. (5) seek and use data. (6) set people up for success.

  1. Workforce Planning : Workforce Planning; Job Analysis, Job Descriptions, Job Design.
  2. Recruitment: Finding the Best Candidates : the macro-level strategic considerations in recruiting.
  3. Selection: Choosing the Best Candidates
  4. Onboarding : Employee Engagement.

1. Workforce Planning

1.1 Workforce Planning

Three basic paths to competitive advantage:

Operational Excellence Product Leadership Customer Intimacy
focus on efficient production and delivery of product and/or services.
lead industry in price and convenience.		 continuous stream of cutting-edge products and services.
commercialization of new ideas-fast.		 shape products and services to fit each customer’s needs.
long-term customer loyalty and profitability.
efficient innovation problem solver

  1. Align with organizational strategy. Understand the value proposition.
  2. Identify and plan for internal and external factors.
    • Internal Environment : turnover, employee development, current workforce profile, engagement, performance, sales and operations.
    • External Environment : economy, competitor, labor market, globalization, technology, suppliers, legislation, customer demands, geography, societal changes, substitution.
  3. Discover where competency gaps exist.
  4. Identify workforce shortage and reduction strategies.

Steps: (1) Strategy - SWOT analysis. (2) Data collection. (3) Data analysis. (4) Implementation. (5) Evaluation.

1.2 Recruiting Type

Independent contractor (self-employed) or employee?

Recruiting Type Advantages Disadvantages
Internal Recruiting - Less expensive due to lower recruiting costs. - Creates a ripple effect of backfilling positions.
  - Motivates current employees by providing advancement opportunities. - May lead to internal politics and conflicts.
  - Allows for tailored training to meet specific organizational needs. - Can result in a lack of fresh ideas and perspectives.
External Recruiting - Brings in new ideas and perspectives. - Higher costs associated with recruiting.
  - Introduces unique skills not present in the current workforce. - New hires may be unproven and less effective initially.
  - Increases diversity within the organization. - Can hurt morale if internal candidates feel overlooked.

1.3 Job Analysis

  • Purpose of Job Analysis: It gathers critical information about a job to create accurate job descriptions, which help in recruitment, performance appraisal, and compensation.
  • Methods of Job Analysis:
    • Job Performance: Participating in the job to gain firsthand experience.
    • Observation: Watching employees perform their tasks.
    • Asking Incumbents: Interviewing current employees about their roles.
    • Critical Incident Analysis: Focusing on rare but significant job events.
    • Structured Questionnaires: Collecting data efficiently from multiple employees.
    • Position Analysis Questionnaire: A qualitative approach to gather detailed job information.

1.4 Job Descriptions

Job Description Structure: Typically includes the job title, reporting structure, essential and non-essential functions, job specifications (experience, knowledge, skills, abilities), and physical working conditions.

1.4 Job Design

In this module, the focus is on job design, which is the process of structuring jobs to enhance employee satisfaction and organizational performance. Key points include:

  • Purpose of Job Design: Align jobs with the organization’s vision, mission, culture, and strategy.
  • Four Main Pillars:
    • Vision: Jobs should reflect the organization’s values and goals.
    • Mission: Jobs must support the company’s competitive advantage.
    • Culture: Job structures should promote teamwork and collaboration.
    • Strategy: Jobs need to adapt to changing business strategies and objectives.
  • Evolution of Job Design: Initially focused on efficiency through repetitive tasks, modern job design emphasizes innovation, creativity, and employee well-being.
  • Job Characteristics Model: Motivating jobs should include:
    • Skill variety
    • Task identity
    • Task significance
    • Autonomy
    • Feedback
  • Health and Safety Considerations: Ergonomics and mental strain are crucial in job design to minimize injuries and enhance productivity.
  • Job Design Strategies: Techniques like job enlargement, enrichment, and rotation can improve job satisfaction and efficiency.

2. Recruitment: Finding the Best Candidates

  • Aligning Recruitment with Company Strategy : think about Brand Management, Organizational Culture.
  • Source of Talents: Mobile Recruiting, Passive Canadidates.
  • Cultural Fit vs. Diversity.
  • Legal Issues.

3. Selection: Choosing the Best Candidates

Selection Process Steps: Screening applications, testing, interviewing, checking references, making selections, and conducting background checks.

  • Applicant Tracking Systems: These systems help manage resumes efficiently but may overlook certain candidates.
  • Testing and Work Samples: Cognitive ability tests and work samples are used to assess candidates’ skills.
  • Interviewing Techniques: Various interview formats, including phone screens and in-person interviews, are discussed.
  • Importance of References: Checking references is crucial, even if the information obtained is limited.
  • Final Selection: Making an offer contingent on a successful background check is the last step.
    • Cultural fit? Organizational fit? Job fit?
  • Bias : Confirmation, In-group, Contrast, Hola Effect, Horn Effect, Prejudice.
    • Establishing clear job selection criteria.
    • Using structured interviews and documented processes.
    • Training interviewers on biases and evaluation methods.
    • Considering multiple interviewers to improve objectivity.
  • Background Checks - protect your organization.
    • Substance abuse; Employment history; References; Credit history (for finance-related positions); Education; Driving records; Criminal history
  • Selection Method Standards
    • Multiple Hurdle Model.
    • Compensatory Model.

3.2 Selection Tools

Best Predictors of Job Performance:

  • Work-sample tests: Assess candidates by having them perform tasks related to the job.
  • General mental-ability tests: Evaluate cognitive abilities through various types of questions.
  • Structured interviews: Standardized questions ensure reliability and validity.

Effective interviewing

  • Structured Interviews : asking all candidates the same predetermined questions in the same order.
  • Listening. Preparation. Professionalism. Documentation. Consistency. Bias Awareness. Post-Interview Evaluation.

4. Onboarding - Employee Engagement

Socialization Process involves four stages:

  1. Accepting Organizational Reality: Understanding the organization’s culture and strategy.
  2. Achieving Role Clarity: New hires should know their responsibilities and how to fulfill them.
  3. Locating Oneself in the Organization: Understanding their position within the team and organization.
  4. Detecting Signposts of Successful Socialization: Recognizing when they are effectively integrating and contributing to the team.

Build onboarding program