Chp 3B-Recruitment & Selection

8/6/2019 Chp 3B-Recruitment & Selection

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CHP 3-PART B

RECRUITMENT &

SELECTION


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HOW DO ORGANIZATIONS

ATTRACT A QUALITY

WORKFORCE?


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RECRUITMENT

Recruitment

Activities designed to attract a qualified pool of job

applicants to an organization.

Steps in the recruitment process:

Advertisement of a job vacancy.

Preliminary contact with potential job candidates.

Initial screening to create a pool of qualified applicants.


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RECRUITMENT METHODS

Recruitment methods:

External recruitment candidates are sought from outside

the hiring organization.

Internal recruitment candidates are sought from withinthe organization.

Traditional recruitment candidates receive information

only on most positive organizational features.

Realistic job previews candidates receive all pertinent

information.


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Steps in recruitment process

Process is interlinked and interdependent with other

activities

Employee planning and work analysis

Deciding on the number of vacancies and selecting asource

Advertising vacancies

Screening the applicants

Filling vacancies


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Sources of recruitment

Internal and External sources

Internal source Selecting suitable candidate from among the

current employees in an organization

Employee referrals, promotions from within, succession

planning.

Advantages:

Builds employee morale

Involves less cost than booking for outside

Facilitates people to be places in the middle and top level

positions


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Walk in/write in

Advertising

Private placement agencies

Government employment exchangesCampus recruitment

Head hunters

Military

Professional associations

External source of recruitment


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Recruitment thru internet

Advantage is wide publicity and a chance for a largenumber of applicants to choose

Best method to be assessed depends upon:

- Cost per hire

- Number of resumes

- Time-lapse between recruitment and placement ratio- Applicant performance and turnover

Electronic recruiting


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Planning ahead

Clarity in job requirements

Identify a good source of recruitment

Screening and interviewing

Providing challenging work

Focus on compensation and working conditions

Retention of employees


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Initiate recruitment

request

Review & approval

by level 5 andabove managers

Approval

received

Yes

No

ReferencesAdvertise/

Agencies

Screening

Profiles

Eligible

Profiles

found

Yes

No

Is written

testrequired

No

Yes

Conduct

Writtentest

Arrange & conduct

Interviews

Qualified/

Short listed

NOYes

Intimate to the

candidate about notshort listed/selected

Qualified/

Short listed

Yes

No

Final selection

Selected

Yes

Send offer

letter

Yes

No

Intimation to the

Original

requester

A

A

A

A

Recruitment

Flow Chart


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SELECTION

Selection Choosing from a pool of applicants the person or

persons who offer the greatest performance potential.

Selection Steps Completion of a formal application form. Interviewing.

Testing.

Reference checks.

Physical examination.

Final analysis and decision to hire or reject.


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STEPS IN THE SELECTION PROCESS


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Step 1application forms

Declares individual to be a job candidate.

Documents applicants personal history andqualifications.

Personal rsums may be included.

Applicants lacking appropriate credentials arerejected at this step.


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Step 2interviews

Exchange of information between job candidate

and key members of the organization.

Opportunity for job candidate and organizational

members to learn more about each other.


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Step 3 employment tests

Used to further screen applicants by gathering

additional job-relevant information.

Common types of employment tests:

Intelligence

Aptitude

Personality

Interests


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Criteria for selection devices:

Reliability

The selection device is consistent in measurement.

Validity

There is a demonstrable relationship between a

persons score or rating on a selection device andhis/her eventual job performance.


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Step 4 reference and background checks Inquiries to previous employers, academic

advisors, coworkers and/or acquaintances

regarding applicants: Qualifications.

Experience.

Past work records.

Can better inform potential employer.

Can enhance candidates credibility.


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Step 5 physical examinations

Ensure applicants physical capability to fulfill job

requirements.

Basis for enrolling applicant in life, health, and

disability insurance programs.

Drug testing is done at this step.


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Step 6 final decision to hire or reject

Best selection decisions will involve extensive

consultation among multiple parties.

Selection decision should focus on all aspects of

the candidates capacity to perform the

designated job.


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SOCIALIZATION & ORIENTATION

Socialization

Process of influencing the expectations, behavior,

and attitudes of a new employee in a way

considered desirable by the organization.

Orientation

Set of activities designed to familiarize new

employees with their jobs, coworkers, and key

aspects of the organization.


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Induction

Induction is the process that introduces an

employee to the organization

It is usually the responsibility of the HR

department to conduct induction process


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Immediate supervisor might introduce the following

steps:

Welcomes the newcomer

Explains the overall objectives of the company and his

role

Shows the location or place of work

Hands over the rule book or job descriptions

Provides details about training and promotional

advancements

Discusses working conditions


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Topics that are usually covered are:

Organizational issues:History of that company

Layout and physical facilities

Products/services offered

Overview of the company procedures

Disciplinary procedures

Probationary period


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Pay scales

Vacations, holidays

Schedules

Counseling

Other benefits

Training opportunities

Employee benefits

Chp 3B-Recruitment & Selection

Documents

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