1. Recruitment, Selection and Induction
CHAPTER 2

2. Definition
Recruitment – is the process of attracting suitable people to apply for job vacancies.
Selection – is the process of choosing a suitable applicant to fill an available job vacancy.

3. Steps involved in the Recruitment and Selection Process
Make decision to recruit new employee
Conduct job analysis
Source for applicants
Collect information on applicants
Select most suitable applicant
Offer employment to successful applicant
Hold induction once employee reports for duty

4. Job Analysis Definition
Job analysis is a technique of studying a job to identify the skills, knowledge, experience and other requirements necessary to perform the job

5. Conducting Job Analysis
2 most important sources of information are:
Workers doing the job
The supervisor or head of deparment under which the job is carried out.
Using interviews, questionnaires and observation.

6. Job Description
The process of preparing job descriptions helps to identify unnecessary tasks, overlapping responsibilities and even the existence of functions for which no one has responsibility.

7. Job Description
A job description is a written profile of a job. Typical headings include:
Job title, location and grading
Relationships
Brief statement on the purpose of the job
List of duties and responsibilities
Terms and conditions of employment to be given to the job holder
Negative aspects of the job.

8. Job/Person Specifications
Definition – describes the profile of a person who should be able to succeed in the job and will guide the recruitment officer to the best candidate.

9. Job/Person Specifications
Job/Person specifications list details of the ideal recruit through:
Knowledge, skills and abilities required to do the job
Educational qualifications and work experience required
Physical requirements of the job, if any
Personality requirements, where relevant
Career path

10. The Recruitment Process
Attracting Applicants
Factors which influence the ability of an organization
to attract suitable employees are:
The location of the organization
The public image of the organization
The physical working conditions in the organization
The relationships between people in the organization or the psycho-social environment
The remuneration package being offered to new recruits
The internal policies of the organization

11. The Recruitment Process
Attracting Internal Applicants
Offering existing employees the opportunity to change jobs within the organization helps retain the best annd most versatile workers.
Employee audit or inventory
the HR office can check through employees’ files to identify any potentially suitable people. If these exist, they can be contacted and recommended to join the pool of candidates if they are interested.
Job Posting and Bidding
required notice on the organizational notice board or on the company intranet stating that a vacancy exist.

12. The Recruitment Process
Attracting external applicants
Employment agencies and consultants
Campus recruitment exercise
Employee referrals
Unsolicited applicant files
Advertising in the mass media
Through the Internet

13. The Recruitment Process
Advantages
Internal Recruitment
External Recruitment
Employment record of
applicant available. Thus
accurate assessment
possible.
Avoids inbreeding
No induction needed
Possible to widen choice of
applicants by having a pool
of candidates
Little or no cost involved
Employees’ morale and
motivation increased

14. The Recruitment Process
Disadvantages
Internal Recruitment
External Recruitment
Filling a vacancy in one department may lead to a more serious gap in another
High cost of recruitment
process
No suitable candidates may
be available
Frustration amongst existing
employees
Supervisors may be
reluctant to release key

15. SELECTION OF NEW RECRUITS
After the preliminary stage of sourcing a group of job applicants, information must be collected about each applicant, they must be compared, after which the most suitable applicant will be offered the position.

16. SELECTION OF NEW RECRUITS
The techniques used to determine whether the applicants match the person specification are:
Application forms and curriculum vitae (CV)/ biodata/resume
Reference checks
Tests
Interviews
Assessment centre activities

17. Resume example:

18. Example of Job Application

19. ISSUES AND PROBLEMS RELATING TO RECRUITMENT AND SELECTION
Nepotism
Employment of children
Hiring older workers
Discrimination
Employment of foreigners

20. Nepotism
Occurs when officers responsible for recruitment of employees, hire family or friends rather than a more suitable candidate.

21. Employment of Children
Children under 14 can only work as follows:
The employment must be in their family’s business
The work must be light and suitable to the capacity of the child
The working hours must not be more than 6 hours per day
The child cannot work between 8.00pm and 7.00am

22. Employment of Children
Young persons aged 14 to 16 years of age can only work as follows:
The employment must be suitable to the capacity of the child
The working hours must not be more than 7 hours per day
The young person cannot work between 8.00pm and 6.00 am.

23. Employment of Children
Children and young persons may benefit by working on a part-time basis or temporarily during school holidays, either to earn some pocket money or to learn about the world of business.

24. Hiring Older Workers
Retirement age
Medical costs
Benefits packages

25. Discriminations
Employers in Malaysia are free to hire employees who meet their criteria
Some employers believe that by employing people from a particular racial, religious or linguistic group, there will be more harmony and cooperation in the workplace.
Other employers may have a policy of hiring a range of employees from diverse backgrounds, as they will be better equipped to attract and maintain customers from different groups of society.

26. Employment of Foreigners
In 2008, some 2 million foreign workers are legally employed in Malaysia.
Questions arise:
how will the employer and his local employees communicate with the foreign workers?
What company documents and signage's need to be translated for the benefits of the foreigners?

27. TERMS TO BE INCLUDED IN A CONTRCT OF EMPLOYMENT
The details of the wages, benefits and conditions of employment to which the employees agrees under his contract of emloyment.

28. REASONS FOR HOLDING AN INDUCTION PROGRAMME
An INDUCTION PROGRAMME is a short course to familiarize new employees with the workplace.
An induction programme should help to reduce an employee’s stress and provide him or her with a welcome to the organization.
Induction is also known as ORIENTATION