Recruitment & Selection

RECRUITMENT BUSINESS OBJECTIVES HR PLANNING Job Analysis Job Description Job Specification RECRUITMENT

The process of discovering potential candidates Recruitment The process of generating a pool of qualified candidates for a particular job Or The process of discovering potential candidates

Recruitment Goals Attract the qualified applicants Encourage Unqualified applicants to self-select themselves out

Recruitment is a Two way street Organization is looking for a qualified applicants Recruitment Applicants are looking for the potential emplacement opportunities

Strategic Recruiting Decisions Budgeting Strategic Recruiting Recruiting Source Choices: Internal vs. External Regular vs. Flexible Staffing Organizational-Based vs. Outsourcing

Sources of Recruitment

Internal Recruiting Sources Internal Sources Promotions and Transfers Re-recruiting former Employees & Applicants Organizational Data base Job Posting Internal Recruiting Sources Employee focused Referrals

Internal Sources Advantages Disadvantages Employee & Employer relation Build moral Cheaper Know your candidate better Already Socialization Miss Good outside Talent No New Ideas Need for more trainings for enhancing Skills & Technology

Media Sources and Job Fairs External Recruiting Sources Placement Agencies Schools colleges & universities Media Sources and Job Fairs External Recruiting Sources Professional organizations Unsolicited Applications Employee Leasing

External Recruiting Advantages Disadvantages New Ideas Spark Can handle rapid Growth Get people with updated Knowledge, education and training Shakeup the organization Expensive Time consuming Hiring Mistake Reduce promotion Opportunities

Internet Recruiting Methods Job Boards Internet Recruiting Methods Employer Web Sites

Internet Recruiting Methods Advantages Disadvantages Cost savings Time savings Expanded pool of applicants More unqualified applicants Additional work for HR staff members Many applicants are not seriously seeking employment Access limited or unavailable to some applicants

Recruiting Evaluation Quantity of applicants `As the goal of a good recruitment program is to generate a large pool of applicants from which to choose, quantity is a natural place to begin evaluation Quality of applicants In addition to quantity, the issue arises as to whether or not the qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specification and do they perform the jobs well after hire? Yield ratios A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.

Constraints on Recruitment Image of the company Attractiveness of Job Internal Organizational Policy Recruitment Cost

SELECTION BUSINESS OBJECTIVES HR PLANNING RECRUITMENT Job Analysis Job Specification RECRUITMENT Job Description SELECTION

Selection Effective selection benefits to an organization The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job Selection is the process of choosing qualified individuals who are available to fill the positions in organization Effective selection benefits to an organization It can improve the effectiveness of other human resource practices and prevent numerous problems. For example; motivated employees who fit with the organizational culture can reduce disciplinary problems and diminish costs associated with replacing employees who quit.

Basic Selection Criteria Education Competencies Experiences Knowledge, Skills, Abilities Personality, Interest, performance Other characteristic essentials to job performance

The Selection Process Initial screening Passed Employment test Completed application Medical/physical examination if required (conditional job offer Comprehensive interview Employment test Permanent job offer Reject Applicant Background Examination if required Conditional job offer Passed Able to perform essential elements of job Fail to meet minimum qualification Failed to complete job application or failed job specification Failed Test Failed to impress interviewer and / meet job expectations Problem encountered Unfit to do essential elements of job The Selection Process

RED FLAG Warning sign that may require further investigation. The gaps in employment Vague answers Vague reasons for leaving jobs Lack of employment history Inconsistence in salary history When all employer listed out of business

Common Interviewing Mistakes Stereotyping Halo Effect and Horn Effect Contrast Effect Pressure to hire Non-Verbal Expressions