Organization Communication_V
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Chapter6Slides.pptxChapter 6: Recruitment and Socialization
Introduction
Case Study: Job Seeker
Sodexho, a food and facilities management company, used avatars to interview potential job candidates
Many organizations now use avatar-based recruiting processes
Requires applicants to demonstrate technology skills
Helps organizations move toward technology-focused work environments
A Virtual Job-Seeker
Recruitment and Retention
The process of finding and hiring new members of the organization
Used to find new employees that best fit an organization’s existing culture
Success of an organization hinges on its people and the knowledge, skills, and abilities (KSAs) they possess
Human Capital
The economic value of an organization’s employee skill set
One of the most important, if not the most important resource for any organization
Particularly important to effectively assess the job-relatedness of an applicant’s KSAs in the recruiting process
An organization must first thoroughly understand the requirements of the job in terms of the knowledge, skills, and abilities that will provide for top performance
The Cost of Human Capital
Hiring costs include advertising positions, screening applicants, interviewing potential employees, evaluating qualifications, and processing any successful candidates offered jobs
May also include relocation costs and housing arrangements
Benefits are also substantial expenses
Workers satisfied with the job and the compensation are more likely to stay with the organization
Making the Right Choice
Process of selecting an employee is a process of predicting the future
These tools, which assess the job-related KSAs of applicants, usually include the “big three” basics of
Job applications or resumes
Interviews
Reference checks
Providing realistic job previews that emphasize both positives and negatives also important
Critical Thinking Questions – Human Capital
What are some ways that employers can provide realistic job previews?
In what ways does providing realistic job previews also allow the employer to evaluate potential human capital?
Case Study: An Ohio Reboot of Human Capital
A plant was shut down in a small Ohio town, causing a large number of people to lose their jobs
A new company came in and began interviewing potential workers
Instead of reviewing qualifications, applicants were observed as they worked on a task
Looking for critical thinking skills and ability to work with others (work sample)
What types of experiences have you had in job interviews?
What “Great” Managers Do Differently
Buckingham and Coffman (1999) focus on four core activities:
Select a person for talent, not simply experience, intelligence, or determination
Set expectations by defining the right outcomes, not the right steps
Motivate someone by focusing on strengths, not weaknesses
Develop the person by helping them find the right fit, not simply the next rung on the ladder
Communicate, Communicate, Communicate
Of the 17 factors most important in helping graduating college students obtain employment, Windsor, Curtis, and Stephens (1997) found that the top three skills were:
Oral (speaking) communication
Written communication
Listening
The Importance of Attitude
Attitude is an evaluative statement – either favorable or unfavorable – concerning objects, people, or events that reflect how one feels about something
Attitudes have three intertwined components:
Cognition – an opinion or belief (“my supervisor is unfair”)
Affect – the emotional or feeling segment (“I dislike my supervisor”)
Behavior – the intention to behave in a certain way (“I will quit” or “I will complain about my supervisor”)
Case Study: The Southwest Airlines Case
A highly decorated military pilot applied for a position with Southwest Airlines
On his way to Dallas for the interview, he was rude to the customer service agent when he received his transfer pass
At the interview he appeared cold and arrogant
The pilot was automatically disqualified because he did not appear to have the appropriate attitude for the airline
Why would Southwest be so concerned about attitude when the pilot is obviously highly qualified?
The Socialization Process
Socialization is the process that helps new employees adjust to the prevailing culture of an organization
Can also be referred to as assimilation
Process where an employee:
Learns the ropes
Becomes part of the organizational environment
Adopts the organization as part of their individual identity
Case Study: The New Guy
After his first week at a new job, Jason learned of a company picnic to be held that Saturday
Jason’s son was swimming in an important swim meet that same day, so he opted to go to the swim meet instead
The following Monday, Jason’s new boss scolded him for not attending the picnic
Jason had misunderstood the company culture and expectations
Have you ever misunderstood a cultural expectations in an organization of which you’ve been a part?
Anticipatory Socialization
A phase of socialization that begins even before an employee interviews with an organization
Has to do with the experiences one has had with the industry and the effect those have on the individual’s expectations
Organizational encounter socialization occurs when the employee begins a new position
Typically a time of uncertainty, where the employee must determine whether expectations are being met
Information Seeking
Case Study: Asking Questions
Pat began a new job and was supposed to be trained by a coworker, but that coworker was unavailable
Pat gave information to a customer that he believed to be correct based on his previous work experience – he didn’t want to look unsure, so he didn’t ask
The information was incorrect, costing the customer thousands of dollars
The customer severed ties with Pat’s new company
Should Pat be fired?
The Role of Leadership in Socialization
Leadership can set many different tones for effective information seeking from new employees
Asking questions is one of the quickest and most effective ways for new employees to becoming socialized
The responsibility of learning lies both with the employer and the employee
Socialization and Role Development
Supervisor-subordinate relationships are vital in the development and understanding of one’s role within an organization
Leader-Member Exchange Theory (LMX) suggests leadership is a relationship of exchange, which develops over time
Leaders typically establish relationships with small number of subordinates (the in-group)
Subordinates given certain perks as members of the in-group
People in the in-group comply with different rules than people in the out-group
Cultural Fit
Person-Organization Fit argues that people are attracted to and selected by firms that match their values and personalities, and that they eventually leave organizations that do not
Fit is important for employee satisfaction and success
“Organizational osmosis” refers to the idea that absorbing the organization’s values, beliefs, and understandings in a relatively effortless way
Metamorphosis
Represents a profound change when an employee moves from being a new hire to becoming “one” with the organization
Typically a gradual process but can happen quickly for some
Often related to personality and attitude of the employee, coworkers, and fit within the culture of the organization
Organizational Exit
Downsizing can be a serious threat to employees of an organization
In most cases, however, firms want to keep employees, though downsizing and layoffs may be the only way for an organization to survive
There are many ways to exit an organization, though it is a good idea for any organization to conduct an exit interview when an employee leaves
Recruitment and Socialization: New Technologies
As we consider recruitment, socialization, and role development within the organization, we should consider the potential impact social media and technology in general might have on this process
As we interact more via technology, we are going to have to discover new cues to guide us in our interpretation of the interactions
Social Media
Having affected our lives beyond simple social networking, this technology has expanded into the organizational socialization and recruitment spectrum
Technology is ubiquitous, fast-moving, and it is obviously here to stay
This provides yet another forum for organizations to enhance their selection and socialization processes
Social media has revolutionized recruitment processes
Avatars
Some organizations are moving employee selection processes to the online environment
Use of avatars has shown to:
Be cost effective
Reach a worldwide audience
Serve as an “ice-breaker”
Help to demonstrate technology skills
Lead to more engaged interviews
Context Matters
For-Profit Organizations
Larger corporations often have more flexibility and resources for recruitment and retention
Small Businesses
Social media is important as these businesses often have fewer resources
Nonprofit Organizations
Socialization often centers on commitment to the cause
Government Sector
Recruitment can draw from a national pool but is often constrained by government regulations
