1. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.1 Recruitment and Selection Recruitment –‘Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs’ Dowling & Schuler, 1990 Selection –‘Predicting which candidates will make the most appropriate contribution – now and in the future’ Hackett, 1991

2. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.2 Key UK legislation Sex Discrimination Act, 1975 Race Relations Act, 1976 Race Relations (Amendment) Act, 2001 Disability Discrimination Act, 1995 Police Act, 1997

3. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.3 The internal context Factors influencing R & S: Organisation’s stage in the life-cycle Soft or hard approach to HRM Organisation’s financial position Organisation’s size Industrial sector Cultural variation

4. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.4 R & S in MNCs Ethnocentric Polycentric Regiocentric Geocentric

5. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.5 Table 6.5 Person specification frameworks Source: ACAS (1983)

6. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.6 Number of employers in survey = 747. Table 6.6 Percentage of organisations using particular recruitment methods Source: CIPD (2002a : 12)

7. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.7 Table 6.7 Traditional versus Internet-based recruitment Source: CIPD (2002c)

8. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.8 Selection techniques Interviews Telephone interviews Tests Assessment centres Job simulation / work sampling References Others, e.g. graphology, astrology

9. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.9 Evaluation of R & S Effective –Has the process distinguished accurately between suitable and unsuitable candidates? Efficient –Has the process been cost effective in terms of time, money and resources? Fair –Have all applicants been dealt with fairly and honestly?

10. Human Resource Management, 4th Edition © Pearson Education Limited 2004 OHT 6.10 Who is involved? HR function Line managers Peers Specialist agencies Outsourcing