Appunti Human Resources Management - Modulo 1

ASSESSED PERSON'S BEHAVIORAL CHARACTERISTICS. It GENERATES

"COMPATIBILITY STUDIES" of candidate vs posts, as well as determining the person's ability to

successfully fill a post.

Moreover, it measures:

• BUSINESS SKILLS, identifying how they generate new contacts, how they behave and

negotiate with others, how they close sales, how they monitor clients, etc.;

• MANAGERIAL SKILLS, identifying how they make decisions, how they motivate, lead

and create teams;

• THE LEVEL OF EMOTIONAL SELF-CONTROL and how the person manages their

emotions.

In the recruitment process, the timing aspect has always been fundamental: the less time is

necessary for having an employee, the better it is. Even if the employee is perfectly ready,

companies need to give the right time and endow correctly that cannot be done by technology.

Sometimes, timing is the reason why companies choose this kind of group or competitors. The

ultimate objective of a strong hire should be to monitor the performance, possibly after one year.

Recruitment

Small tips: do not play the game, be yourself! Learning agility, be curious and really spontaneous of

what you prefer. Do not be afraid of show your dreams, be humble and do not say to know

everything (because it is not true). Try to understand who is the interviewer, be prepared about the

company.

Recruitment deals with which criteria will be used in order to interview possible candidates. Most

large companies now use automated tracking systems and AI helps a lot for this, since it makes the

screen of profiles through some keywords. Then, we decide how many candidates to present to line

managers (max. 5). HR does not make the mistake of giving CVs to line managers, since it is

skilled in doing this. When we think about the recruitment phase, the 3 key strategies are:

1) Can do? Understanding if the person has the cognitive ability and technical skills to do the

job, this is a task of line managers.

2) Will do? Understanding the interpersonal capabilities and personal traits, this is done by

HR.

3) Will fit? The values and interests, done also by HR.

Hence, HR needs to present only some adapt candidates while line managers decide in the end. Hr

can drive the decision by using tactics, although the final decision must be taken by managers since

they will work with those candidates. Do not ask about sensible topics, keeping the negative things

inside usually is convenient. The moment of recruitment is never so rapid, since there are a lot of

phases inside it. The only way to have a smart screening is to make people to apply for jobs (it is

not finished when a pool of applications has been received; it continues during shortlisting and

interviewing stages).

Alternatives to Recruitment

An easy alternative to recruitment is the Job Posting, which can be both internal and external.

Internal applications are confidential, then if we decide to hire internally we have to talk with line

managers (not before). This is very common now in companies, although bosses are selfish and

sometimes do not want their workers to make career internally. By using this way, this bias is

avoided since people directly apply. Another alternative is the Job Re-Design, as well as flexible

work arrangements with temporary workers.

Internal Recruitment Methods and Sources

In addition to the HR databases, Intranet is very useful and especially LinkedIn in Italy is utilized

by every company. Some companies are beginning to use also social media, moderation is

suggested otherwise you may lose some opportunities. The employee referral is when there is a

vacancy and employees are asked if they have some people who may fil up, then if you hire

somebody presented by an employee, he will obtain an award. Usually, it is possible to find good

candidates and paying less money than with a head hunter.

External recruitment sources and methods

• Recruitment advertising

• E-Recruitment

- Company website

- E-agency (eg. LinkedIn, Viadeo)

• Universities:

- Placement service

- Job events recruiting

- Personal contacts with professors

- Business games, more connected to business scenarios (i.e., in front of this case, how do you

solve the situation?)

• Word-of-mouth

• Job fairs

• Internships

• Professional associations

• Executive search firms “in basket”.

Assessments are used, which are tests like the This is a very interesting exercise, in

which you can assess the reaction to stress, as well as time management and problem solving.

According to 2 criteria, importance and urgency, a matrix is built formed by 4 quadrants:

1. DO NOW, if things are important and urgent;

2. PLAN, if things are important but not urgent;

3. ASK TO SOMEDOBY ELSE, if things are urgent but not so important;

4. DO NOT DO, if things are neither urgent not important.

In this phase, especially at the beginning of your career, the payment is not important. Hence, do not

ask for money and focus more on learning. Pay is just a component of the reward, it is more a

“hygiene” factor than a real motivator and it is easily matched by competitors.

Selection

This is a two-way process of choosing the individual best suited for particular position and

organization from a group of applicants, whose goal is to properly match people with jobs and

organization. Results are connected to motivation of people, always! In this case, CV or Résumé are

summary of a person’s experience, education, and training developed

used. This is a goal-directed

for use in the selection process. More important is the cover letter, which is more personal also.

References are increasingly being used to conduct background investigations, especially by using

LinkedIn. In the CV, try to write a sentence for each experience by saying the obtained results and

something about you.

Potential problems in job interviews

• Inappropriate questions and permitting non-job-related information, nowadays there is a

bigger attention on that;

• Interviewer bias, where the interviewer makes assumptions about interviewee that may be

incorrect and lets these biases influence the selection decision (e.g., stereotype and

premature judgment bias);

• Interviewer domination and nonverbal communication.

Metrics for Evaluating Recruitment/Selection Effectiveness

Time required to hire: shorter the time to hire, the more efficient the HR department. This is very

important, even if it may be stressful to be short and at the same time effective. Nowadays, the

market is not so easy and we need to be as rapid as possible. Of course, quality cannot be set aside.

For some research, timing is easy to reach while in other contexts is more difficult. Digitalization

helps a lot to reduce the recruitment phase, but selection is not changing so much with respect to the

time needed in the past.

New hire retention: percent of new hires that remain with company after one or two years, this is a

quality index.

Turnover rate: average number of times employees have to be replaced during a year

Cost per hire: determined by dividing recruiting expenses by number of recruits hired, this is an

index, so how much it costs one hire. We can use a head hunter for more complex positions, usually

they take a percentage (close to 35%, lower for less important roles) of the salary of the person

hired. Methods can be different, as well as the risk that will be higher a general manager must be

hired. Head hunters know a lot of people, so when a company asks them who to hire they already

know the answer. That is why, expert and good head hunter do not cost so much. Of course, more

interviews are done and higher will be the cost.

Selection rate: number of applicants hired from group of candidates, expressed as percentage.

Greater is the funnel of the candidate’s journey, greater is the ability of the company to attract

people. In this case, social media help but are also problems. Glassdor is a sort of TripAdvisor for

the recruitment, so if they are not that good people will then write their experience there. Of course,

it is not statistically scientific. If you do not treat people fairly, the risk is to have a lot of bad

comments and HR needs to explain this concept to managers.

Acceptance rate: number of applicants who accepted job divided by number who were offered the

job, this is a measure of the offer of the company. In the market in which there is a skill mismatch,

the risk is to lose candidates because they are doing other interviews simultaneously. Hence, it is

fundamental to be rapid.

Yield rate: percentage of applicants from particular source and method that make it to next stage of

selection process, this is a measure of the media. Thanks to the HR analytics, for each process we

can have a lot of measures.

Onboarding

It appears to be a very easy step of the employee’s life cycle, in reality is one of the topics in which

companies fail. Often, it is not performed well since it helps new employees to becomes company’s

workforce members. HR is not the responsible for this, but the manager has to do it. During this

moment, we can make sure that the new employee understands expectations and has a clear vision

of the company’s values. A good onboarding brings some benefits, the first one is to reduce stress.

At the beginning, employees are stressed because they have to start to do something that do not

know completely. Moreover, the first good impressions matter. Increase employee satisfaction,

which is linked with the performance, and better retention are other two advantages.

A part from the boss, another good presence is the mentor, so somebody dedicated to support the

new employee. More than understanding the technicalities of the job, here you need to understand

Today’s onboarding isn’t cutting it:

and to enter in the culture of the company.

✓ 49% of millennials want a better onboarding process;

✓ 32% of global executives say they experienced a poor onboarding process;

✓ 22% of staff turnover occurs within the first 45 days;

✓ 91% of the first-year workers are retained by companies with an efficient onboarding

process;

✓ 69% more likely for new hires to remain in a company for 3 years if there is a well-

structured onboarding program.

are a critical time in establishing a new hire’s success, this is also the time where

The first 90 days

the new hire’s manager takes on more of the onboarding responsibility. By creating an opening

working relationship with the new hire, the manager can facilitate his transition to the new role,

team and company and keep him engaged. It is important to understand who is the decision-maker,

is some companies it is easy thanks to a clear organizational chart, while in other it may be difficult.

In family-owned companies, the organizational chart is different from the division of power. This

type of companies is very complex, more than international ones, which there is the organizational

chart with managerial roles an