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Psychology of Recruitment and Selection

Final Project

Content

Magdalena Bulawa

Joanna Olszewska

Lidia Skowrońska

Monika Smolec

PhD Piotr Prokopowicz

Company

Tagvenue is a fast growing start-up (currently around 35-40 workers) which aim is to provide the best services for customers looking for a perfect event venue. Tagvenue.com is a searching platform which allows users to find event venues suitable to their needs and which enables contacting the venue managers in order to book a space. On their platform you can find and book venues from the UK, Ireland, Singapore and Australia.

(Junior) Venue Specialist (part or full time, flexible working hours) - ENTRY position, there will be 5 employees on the same position. Reporting to Team Leader.

Job description

Requirements:

  • Exceptional written and verbal communication skills,
  • Fluent English in a business and everyday setting,
  • High level of commitment, motivation and flexibility,
  • Ability to work independently,
  • Outstanding attention to detail,
  • Cooperation skills.

Responsibilities:

  • Maintaining a high standard of venue profiles by checking profile quality and taking action when required,
  • Supporting venue managers in profile creation,
  • Identifying the best new venues and passing them to our sales team for onboarding,
  • Working with our listed venues to improve their profiles on Tagvenue and help them attract the right type of clients,
  • Improving our venue KPIs by solving problematic venue manager cases and communicating effectively with our partners,
  • Handling ongoing venue partner issues, answering questions, reporting bugs,
  • Improving KPIs of our search results by identifying top and bottom venue performers and optimizing the order of results.

Recruitment and selection process

Stage 0

Posting job ads

  • On student/work/Kraków/start-up related groups on Facebook, job boards like students.pl, aplikuj.pl, juniorjobs.pl, OMG KRK website
  • Career Office at Uniwersytet Pedagogiczny

Application forms are included with 4 questions: salary expectations, LinkedIn profile, Why would you like to work at Tagvenue? and about candidate's availability (part-time/full-time).

Stage 1

CV's screening

Rejecting or accepting candidates’ CVs - priority based on their availability declared in application form.

Rejection of overqualified candidates and not UE or close countries (Ukraine, Russia, Belarus etc) residents, and candidates without work permission

Two times a week - a meeting of HR person with Team Manager for CVs evaluation.

Stage 2

Screening call

Conducted by an HR person, a 0,5 hour phone interview.

For each candidates the same bunch of questions, the order depends on the conversation’s flow.

Basic information about the company, shorten job description, question if it sounds interesting for the candidate.

What is your ideal work environment?

What are your expectations about the new job?

Why Tagvenue?

Biggest challenge/achievement.

Failures/mistakes (with explanation that we learn on hour mistakes and about this radical honesty).

What skills would you like to develop at work, what challenges are you looking forward in new job?

How do you develop professional skills?

How do you learn things, what have you learned recently?

Approach to conflicts and solving problems

Work organization.

Strategy for repetitive tasks.

Example of negative/constructive feedback and how did you deal with it.

Time for candidate’s questions.

Practical info (starting date, salary, contract, work permit, next steps).

INTRO

MOTIVATION

EXPERIENCE

LEARNING

OPTIONAL

ADDITIONAL

Stage 3

Online tasks

A work sample (questions are based on the content of work venue specialist is due to do on a daily basis) - there’s a venue website and the candidate’s task is to answer closed questions about the practical features of this place:

Kew Gardens is an iconic venue located in Richmond, about 1-hour drive from Central London. Other than being a beautiful recreation site, the Gardens are a very popular wedding venue.

Read carefully through the Kew Gardens venue hire information: https://www.kew.org/venue-hire website. Focus on the information provided for the Kew venue only - you can ignore the Wakehurst venue. After you are done, go to the next page and answer the questions.

Then there are 4 closed questions about venue features (it’s the same kind of work Venue Specialist will have to do).

Assessment: candidate can gain 0-1 point per question

Next there is one task for correcting a sample of text (grammar and typos) - this one checks both orientation for details and written English skills (knowledge of English grammar).

Assessment: there are 7 mistakes so the points are 0-7

Stage 4

Personal interview

  • What was your first job experience, maybe you have some that wasn't included in the CV, like giving away leaflets and similar?
  • When did you work the hardest in your life?
  • What did you read recently?
  • Do you like to have contact with people at work?
  • When you think of your responsibilities at work, which type of tasks would you enjoy the most?
  • What being detail-oriented person means to you? Do you perceive yourself as such person? If so, why
  • Do you like having goal numbers and striving to achieve them?
  • What's your biggest failure/success (work or uni related)?

Stage 5

Decision

Accept/decline the candidate - decision maker is the Onboarding Team Manager, HR person (a psychologist) is assisting.

Challenges

Problems and Solutions

It’s a small but fast growing company - has recruiting needs in nearly all of the departments simultaneously. For now there’s only 1 person directly responsible for the recruitment process (selection depends on team leaders, managers and CEOs).

Due to small sizes of each team, every position entails quite high influence on team’s (and company's) results. There is a focus on recruiting the right people willing to be involved in a long-term cooperation.

Problems

1. They need some framework for the Onboarding Team Manager of what to focus on while going through CVs (for non-HR-related person).

  • E-platform with application form (Racka, 2017)
  • No CVs (Prokopowicz, 2016)

2. Probably need to paraphrase the name of the position (Venue Specialist seems to be misleading).

  • Rename the position (Saks and Ashforth, 1997)

3. How to encourage in the job offer (value proposition)?

  • remember about things important for a candidate (Prokopowicz, 2016; Seijts & Crim, 2006)
  • trustworthiness (Klotz, da Motta Veiga, Buckley & Gavin, 2013; Slaughter, Zickar, Highhouse, & Mohr, 2004)
  • job ad construction

4. Any additional channels they could use to advertise job offer effectively.

  • now: Facebook, job boards, UP Career Office
  • Career Offices from other universities
  • referral program/networking (Conard & Ashworth, 1986)
  • work agencies (Aamodt & Carr, 1988)

References

Aamodt, M. G., & Carr, K. (1988). The Relationship Between Recruitment Source and Employee Behavior. DOCUMENT RESUME ED 337 484 TM 017 304, 151.

Catano V.M., Cronshaw S.F., Wiesner W.H., Hackett R.D., Methot L.L. (2005). Recruitment and Selection in Canada, wyd. 3. Toronto, ON: ITP

Conard, M.A., & Ashworth, D. (1986). Recruiting source effectiveness: A meta - analysis and re - examination of two rival hypotheses.

Klotz, A., da Motta Veiga, S., Buckley, M. & Gavin, M. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34 (1).

Morse, B. J., & Popovich, P. M. (2009). Realistic recruitment practices in organizations: The potential benefits of generalized expectancy calibration. Human Resource Management Review, 19(1), 1–8.

Prokopowicz, P. (2016). Rekrutacja i selekcja oparta na dowodach : 33 zasady skutecznego naboru pracowników (p. 245). Warszawa : Wolters Kluwer.

Racka, K. (2017). Technologie informacyjne w procesie rekrutacyjnym. Zeszyty Naukowe PWSZ w Płocku. Nauki Ekonomiczne, 26(29), 435-449.

Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395–426.

Seijts, G. H., & Crim, D. (2006). What engages employees the most or, the ten C’s of employee engagement. Ivey Business Journal, 70(4), 1-5.

Slaughter, J. E., Zickar, M. J., Highhouse, S., & Mohr, D. C. (2004). Personality trait inferences about organisations:

Development of a measure and assessment of construct validity. Journal of Applied Psychology, 89, 85–103

Wrzesniewski, A. & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2) 179-201.

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