1. Recruitment and Selection
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3. Getting the Right People on the Bus
Recruitment is the process of generating a pool of capable people (identifying and attracting a group of potential candidates from within or outside the organization) to apply for employment to an organization.
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4. Recruitment and Selection
Selection is the process of collecting, measuring, and evaluating information from a pool of applicants. An applicant is a person more likely to succeed in the job(s), given management goals and legal requirements.
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5. Recruitment and Selection process
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6. Recruitment and Selection
The combined Recruitment and
Selection process involves working
through a series of stages:
Defining the role
Attracting the applications
Managing the applications
Making the appointment
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Recruitment
Recruitment can be:
Internal- employee referrals, promotions, etc.
External- advertisements in trade press, newspapers, or on commercial job boards and the organization’s website and social networking sites
External agencies- recruitment agencies, recruitment consultants
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8. Factors to Consider While Recruiting
An organization will take account of a number of factors when forming its recruitment plans and choice of media.
These factors might include:
Cost
Time taken to recruit and select
Labor market focus (For example: skills, profession, or occupation)
Mobility of labor- geographic and occupational
Legislation on sex discrimination, race discrimination, and disability
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Selection Tools
Application forms
CVs/Resumes
Interviews- informal, formal, panel
Work samples
Reference checks
Pre-employment tests
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Selection
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.
Throughout the selection process, it is important to focus on the competencies that directly relate to performing the job.
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Employment Laws
Our employment laws make it illegal
to discriminate against an applicant
because of:
Sex
Age
Marital status
Ethnic origin
Religious preference
Sexual preference
Disabilities
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Conclusion
Recruitment and selection are core HR functions. The overall approach taken by the organization will reflect its strategy and its philosophy towards the management of people.
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