Assessment Methods In Selection And Recruitment: What Really Works And What Doesn t

Transcription

1 Assessment Methods In Selection And Recruitment: What Really Works And What Doesn t Dr. Adrienne A. Isakovic Assistant Professor of Human Resources Hamdan Bin Mohammed e-university Dubai, UAE

2 Why are you recruiting? Part of a structured workforce plan? Business expansion or growth? An unexpected vacancy? To fill an open position so it s not taken away in the budget next year? Recruit and hire to bring added value to your organization!

3 Recruitment and Selection Criteria Identify the best talent available Ensure the right fit for the job and the organization Your Marketing department targets a certain segment of customers. Your HR department should target a certain segment of potential employees!

4 Start with the Organization What is your organization s mission? What does your organization value? How would you describe your organizational culture? Your organization can t be all things to all people. Different types of people will excel at different companies. Not all workers want the same things.

5 The Role of Work: 6 Types of Employees Today Employee Type The Role of Work Expressive Legacy Secure Progress Individual Expertise & Team Success Risk and Reward Flexible Support Low Obligation & Easy Income Work is about creating something with lasting value. Work is about improving one s lot in life and finding a predictable path. Work is about being a valuable part of a winning team. Work is one of multiple opportunities to live a life filled with change and excitement. Work is a source of livelihood but not yet or not currently a priority. Work is a source of immediate economic gain. Source: Erickson, T.J. & Gratton, L. (2007). What it means to work here. Harvard Business Review, March, pp

6 Assessing the Type of Employee Which Fits

7 The Use of Assessment Methods Psychometric testing Structured Interviewing Behavior testing Abilities testing Assessment Centers These methods give you DATA POINTS. They are part of your process, but not the whole picture.

8 When to Use Assessment Methods Psychometric testing: personality type, competency levels, leadership qualities Structured Interviewing: focused on data collection Behavior testing: interpersonal skills, personality, motivation, attitude Abilities testing: problem-solving, math skills, attention to detail, writing and communication Assessment Centers: multiple assessments, simulations, focus on predicting future job performance

9 An example of how they can work Expressive Legacy What Appeals and Engages Work is about creating something with lasting value. Autonomy Entrepreneurial opportunities Creative opportunities Stimulating tasks that enable continual learning and growth What type of assessment methods would you use?

10 A second example of how they can work Secure Progress What Appeals and Engages Work is about improving one s lot in life and finding a predictable path. Fair, predictable rewards Concrete compensation, solid benefits and retirement package Stability Structure and routine Career training What type of assessment methods would you use?

11 Better Practices Know why you are using the assessments (i.e. can you answer the question: What are you measuring and why?) Tailor assessment methods to a particular job or employee segment (i.e. one size does not fit all) Assess fit with the organization first Consider the impact of your selection process and assessment methods on other HR practices (e.g. orientation, training, career planning View and measure your recruitment and selection activities as an investment, not a cost center

12 Thank you for listening! Any questions? Dr. Adrienne A. Isakovic Assistant Professor of Human Resources Hamdan Bin Mohammed e-university Dubai, UAE