Employee On-Boarding: Recruitment and Selection

1Employee On-Boarding: Recruitment and SelectionChapter 42Learning ObjectivesExplain the concept of employee on-boarding.Identify the factors that HR managers must consider when planning and implementing their organization’s employee recruitment efforts.3Learning ObjectivesExplain the importance of and procedures to effectively use job applications, interviews, testing, background checks, and reference checks: the five major activities used to screen employees for possible selection.Explain the potential legal liability related to negligent hiring.4Learning ObjectivesExplain the purpose of a job offer and describe the legal differences between a conditional job offer and a final job offer.5The On-Boarding Philosophy On-boarding: The process by which a new employee is welcomed and integrated into a hospitality organization.On-boarding begins with the first contacts a person seeking employment has with an organization during recruitment and selection.6The On-Boarding Philosophy Recruitment: The process of identifying candidates for current or future position vacancies.Selection: The process of choosing an individual for a current or future position vacancy. 7Employee Recruitment Procedures Employee recruiting is the first step taken to identify and select the best employees to serve an operation’s customers. 8Employee Recruitment Procedures Employee recruiting is best done when managers use job analysis and develop job specifications. 9Employee Recruitment Procedures Job analysis: A process used to determine the specific tasks that must done; as well as the knowledge and skills workers must have to complete those tasks.Job specification: The knowledge, skills, and other requirements necessary to perform the tasks described in a job description.10Employee Recruitment and SelectionFactors Affecting Recruiting Efforts:Legal ConstraintsEconomic ConstraintsIndustry ConstraintsOrganizational ConstraintsPosition ConstraintsEmployee Recruitment and SelectionFactors Affecting Recruiting Efforts:Compensation: The amount of money and other items of value (e.g., benefits, bonuses, perks) given in exchange for work performed. Employee Recruitment and SelectionFactors Affecting Recruiting Efforts:Unemployment rate: A government statistic that measures the percentage of workers who are not employed, but who are seeking work.The unemployment rate is defined as the number of persons in a community or other designated area expressed as a percentage of the defined area’s entire labor force.13The Search for Qualified EmployeesInternal search: A promotion-from-within approach utilized when seeking qualified job applicants.Promote-from-within: An organizational philosophy that, whenever practical, an organization will fill its higher level job vacancies with its current lower-level employees. 14The Search for Qualified EmployeesAdvantages of Internal Recruitment:Builds employee moraleCan be initiated very quicklyImproves the probability of making a good selectionLess costly than initiating external or outsourced searches15The Search for Qualified EmployeesAdvantages of Internal Recruitment: (cont.)Results in reduced training time and less training costsEncourages talented individuals to stay with the organizationLooked upon favorably by the EEOC16The Search for Qualified EmployeesDisadvantages of Internal Recruitment:Inbreeding and lack of new ideasPossible resentment among employeesIncreased recruitment and training efforts result when a position is filled internally because the position vacated by the promoted employee must also be filled with a new staff member17The Search for Qualified EmployeesEmployee referral: A recommendation about a potential applicant that is provided by a current employee.Nepotism: Favoritism in employment based upon kinship.18The Search for Qualified EmployeesExternal search: An approach to seeking job applicants which focuses primarily on those candidates who are not currently employed by the organization.19The Search for Qualified EmployeesStrategies for external recruiting:Traditional advertisementsBlind Ad - A job advertisement that does not identify the advertising organization. Also known as a blind-box ad.Internet Advertisements20The Search for Qualified EmployeesStrategies for external recruiting: (cont.)Public employment assistance agenciesPrivate employment assistance agenciesEducational InstitutionsUnsolicited applications 21The Search for Qualified EmployeesExecutive Search: A private employment agency that specializes in identifying candidates for management positions.Outsourced Search: A search for job candidates that is performed by a professional company specializing in employee searches.22Employee Selection ProceduresMajor selection tools:ApplicationsAt will (employment): An employment relationship in which either party can, at any time, terminate the relationship with no liability.23Employee Selection ProceduresMajor selection tools:InterviewsThe EEOC suggests an employer consider three issues when deciding whether to include a particular question on an employment application or to ask it in a job interview:Does this question tend to screen out minorities or females?Is the answer needed to judge this individual’s competence for job performance?Are there alternative, non-discriminatory ways, to judge the person’s qualifications?24Employee Selection ProceduresPre-employment Testing:Tests used for selection purposes must be valid and reliableValidity: The ability of a measuring tool to evaluate only what it is supposed to evaluate.Reliability: The ability of a measuring tool to yield consistent results.25Factors Affecting Selection EffortsBackground Checks:Criminal historyCredit reportsDriving recordsAcademic credentials and licenses26Factors Affecting Selection EffortsReferences:Defamation: False statements that cause someone to be held in contempt, lowered in the estimation of the community, or to lose employment status or earnings, or otherwise suffer a damaged reputation.27Negligent HiringNegligent hiring: Failure on the part of an employer to exercise reasonable care in the selection of employees.Negligent retention: Retaining an employee after the employer became aware of an employee's unsuitability for a job, thereby failing to act on that knowledge.28Job OffersThe final step in the selection process is to clarify the conditions of the employment agreement with the employee.Employment Agreement: The terms of the employment relationship between an employer and employee that specify the rights and obligations of each party to the agreement.29Job OffersGenerally, hospitality industry employment agreements are established orally or with a job offer letter.Offer letter: A proposal by an employer to a prospective employee that specifies the terms of employment. A legally valid acceptance of the offer will create a binding employment contract.30Job OffersComponents of a sound job offer letter include:Position being offeredCompensation, including benefitsEvaluation period and compensation review scheduleStart dateLocation of employmentSpecial conditions such as the at-will relationship31Job OffersComponents of a sound job offer letter include: (cont.)Reference to the employee handbook as an official source of information about employer policies governing the workplace. Lines for the employer and employee signaturesDate of the signatures