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We're Everywhere: New York, NY , Los Angeles, CA , Chicago, IL , Houston, TX , Phoenix, AZ , Philadelphia, PA , San Antonio, TX , San Diego, CA , Dallas, TX , San Jose, CA , Detroit, MI , Jacksonville, FL , Indianapolis, IN , San Francisco, CA , Columbus, OH , Austin, TX , Memphis, TN , Fort Worth, TX , Baltimore, MD , Charlotte, NC , El Paso, TX , Boston, MA , Seattle, WA , Washington, DC , Milwaukee, WI , Denver, CO , Las Vegas, NV , Nashville-Davidson, TN , Oklahoma City, OK , Portland, OR , Tucson, AZ , Albuquerque, NM , Atlanta, GA , Long Beach, CA , Fresno, CA , Sacramento, CA , Mesa, AZ , Kansas City, MO , Cleveland, OH , Virginia Beach, VA , Omaha, NE , Miami, FL , Oakland, CA , Tulsa, OK , Honolulu, HI , Minneapolis, MN , Colorado Springs, CO , Arlington, TX , Wichita, KS , Raleigh, NC , St. Louis, MO , Santa Ana, CA , Anaheim, CA , Tampa, FL , Cincinnati, OH , Pittsburgh, PA , Bakersfield, CA , Aurora, CO , Toledo, OH , Riverside, CA , Stockton, CA , Corpus Christi, TX , Newark, NJ , Anchorage, AK , Buffalo, NY , St. Paul, MN , Lexington-Fayette, KY , Plano, TX , Fort Wayne, IN , St. Petersburg, FL , Glendale, AZ , Jersey City, NJ , Lincoln, NE , Henderson, NV , Chandler, AZ , Greensboro, NC , Scottsdale, AZ , Baton Rouge, LA , Birmingham, AL , Norfolk, VA , Madison, WI , New Orleans, LA , North Hempstead, NY , Chesapeake, VA , Orlando, FL , Garland, TX , Hialeah, FL , Laredo, TX , Chula Vista, CA , Lubbock, TX , Reno, NV , Akron, OH , Durham, NC , Rochester, NY , Modesto, CA , Montgomery, AL , Fremont, CA , Shreveport, LA , Arlington, VA , Glendale, CA , San Bernardino, CA Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Universal Recruiters Network We’re Everywhere

Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Selection

Recruitment and selection are vital to the formation of a positive psychological contract, which provides the basis of organizational commitment and motivation. The attraction and retention of employees is part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations. There are wide variations in recruitment and selection practices, reflecting an organization’s strategy and its philosophy towards the management of people. Progressive HR practices are crucial to a positive psychological contract – this includes attention to effective recruitment and selection practices. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Selection

Various recruitment and selection practices are bound by the law of the land. In general there are three forms of discrimination that are against the law: Direct Indirect Victimization Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz The Legal Context

Sex Discrimination Act 1975 (amended 1986) Race Relations Act 1976 (amended 2000) Equal Pay Act 1970 (amended 1983 to include work ‘of equal value’) Disability Discrimination Act 1996 Directives from the EU such as the 1998 Data Protection Act Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Key Legal Provisions in the US

A key role for HR is to align performance within roles with the strategy, so recruiting for the ‘right’ people for a role depends on how it is defined in terms relating to performance to achieve the strategy. Criterion-related behaviours or standards of performance are referred to as competencies. Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organizations to form a model of the kinds of employee it wishes to attract through recruitment. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Attraction

Recruitment and Attraction Six Point Organizational Diagram

The main approaches to attracting applicants can be summarized as follows: Walk-ins Employee referrals Advertising Websites Professional associations Educational associations Professional agencies E-recruitment (general recruitment agents/ companies’ own sites) Word-of-mouth Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Attraction

An organization will take account of a number of factors when forming its recruitment plans and choice of media. These might include: Cost Time taken to recruit and select Labour market focus, for example: skills, profession or occupation Mobility of labour – geographic and occupational Legislation on sex discrimination, race discrimination and disability Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Attraction

Personnel specifications versus competencies Personnel specifications may contain stereotypes of the ‘ideal’ person and so organizations may be reinforcing the stereotype in their recruitment practices. The use of competencies allows organizations to free themselves from traditional stereotypes in order to attract applicants from a variety of sources. Competencies appear to be more objective, have a variety of uses in attracting applicants and allow an organization to use more reliable and valid selection techniques. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Recruitment and Attraction

Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs: The cost of the selection process itself, including the use of various selection instruments The future costs of inducting and training new staff The cost of labour turnover if the selected staff are not retained Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Selection: Costs

Underlying the process of selection and the choice of techniques are two key principles: Individual differences: Attracting a wide choice of applicants will be of little use unless there is a way of measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience etc. Prediction: A recognition of the way in which people differ must be extended to a prediction of performance in the workplace. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Selection: Principles

Reliability and Validity Issues Reliability refers to the extent to which a selection technique achieves consistency in what it is measuring over repeated use. Validity refers to the extent to which a selection technique actually measures what it sets out to measure. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Selection: Process

Information elicited – interviews have a specific focus, i.e. facts, subjective information, underlying attitudes. Structure – ranging from the completely structured to the unstructured. A compromise between the two enables the interviewer to maintain control yet allowing the interviewee free expression. Order and involvement – the need to obtain different kinds of information may mean the involvement of more than one interviewer. Applicants may be interviewed serially or in a panel. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Selection Interviews

Personality research has lent support to the use of sophisticated selection techniques such as psychometric tests that have a good record of reliability and validity. Ability tests: these focus on mental abilities (verbal/numerical) and physical skills testing. Right/wrong answers allow applicants to be placed in ranked order. Inventories: self-report questionnaires indicating traits, intelligence, values, interests, attitudes and preferences. No right/wrong answers but a range of choices between possible answers. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Psychometric Testing

On-line testing, or e-assessment, is also used for selection and other HR purposes. Benefits: Online testing enables organizations to test at any time and anywhere in the world. It enables the quick processing of applicants. Drawback: Loss of control over the administration of the tests – anyone can be called on to help Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz E-assessment

Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job. They provide a fuller picture by combining a range of techniques. General methods used include group discussions, role plays and simulations, interviews and tests. Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates’ performance against criteria contained within the competency framework. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Assessment Centres

Applicants have expectations about how the organization will treat them. Recruitment and selection represent an opportunity to clarify these. Realistic job previews (RJPs) provide a means of achieving this. RJPs can take the form of case studies, shadowing, job sampling and videos – this enables the expectations of applicants to become more realistic. RJPs: lower initial expectations, cause some applicants to de-select themselves, increase levels of organization commitment, job satisfaction, performance and job survival. Let's Get Started: eMail Us Your Resume To Be In Direct Contact With A Recruiter In Your Area eMail: recruiters@newyorkrecruiters.biz Or Visit: http://NewYorkRecruiters.biz Realistic Job Previews

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