Recruitment & selection
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Transcript of Recruitment & selection
Recruitment & Selection Policy
BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS
HUMAN RESOURCE MANAGEMENT
SELECTION
The Process of generating a pool of qualified candidates for a particular job.
RECRUITMENT IS A TWO WAY STREET
RECRUITMENT
RECRUITMENTOrganization is Looking
for a Qualified Applicants
Applicants are Looking for the Potential
Emplacement Opportunities
SelectionSelecting
the right candidateRejecting
the wrong candidate
Selecting the wrong candidate
Rejecting the correct candidate
POSITIVE OUTCOME
NEGATIVE OUTCOME
SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
Proposed Recruitment and selection Policy for large Scale Organization: Selection
Shortlisting:Meet essential criteria
Undertaken By
Interview:Board of InterviewQuestion patternIntervierw stage
Proposed Recruitment and selection Policy for large Scale Organization: Selection
Skills Assessment Travel Reimbursement Appointment• Choice of candidate• Formal Offer
Proposed Recruitment and selection Policy for large Scale Organization: Selection
Confidentiality:1. Application Detail
2. Data Protection act
Documentation:1. Short term appoinment
2. Where only one person is suitable
3. When recruitment exercise Would be genius
Sources of Recruitment•Internal Sources
Internal Search
HRIS Intranet portalsNotice
boards Circulars
Sources of Recruitment•External Sources
External Search
Advertise-ments
Employee referrals
Educational institutions
Interested applications
Employment agencies
ORGANIZATION
Generate candidate pool via internal or external recruitment
methods
Vacant or New position occurs
Evaluate Candidates via Selection process
Impress Candidates
Make Offer
RECRUITMENT PROCESS
Proposed Recruitment and Selection policy of medium scale organizationControl the size
of applicant
s
Job fairs in their
recruitment.
Recruit from
campus.
Online cv-posting system
Non-management recruitment
Cv of applicants
sorting
Online database
development
Skip reference
Cultural behavior
test, achievemen
t test, aptitude
test
Age limitatio
n
Proposed Recruitment and selection policy for Small Scale Organization:
Policy & Purpose Scope
Proposed Recruitment and selection policy for Small Scale Organization:Recruitment and selection process
1. Identify need for an opening 2. Prepare a job description 3. Decide on specifications 4. Decide on the selection stages 5. Review resumes contained in company database
6. Create and publish a job posting 7. Receive applications 8. Proceed through all
selection stages 9. Run background checks if applicable
10. Select the most suitable candidate 11. Make an official offer
Proposed Recruitment and selection policy for Small Scale Organization: The evaluation of recruitment methods might include:• Number of initial enquiries received which resulted
in completed application forms. • Number of candidates at various stages of the
recruitment and selection process, especially those short-listed.
• Number of candidates recruited. • Number of candidates retained in the organization
after six months.
1. Job descriptions meet business requirements;
2. Candidates are assessed against consistent selection criteria at every stage;
3. The recruitment process is lawful;4. The candidate can be confident it is
a genuine job offer; and5. The process can be followed by all
stakeholders.
Five good reasons for having such a Recruitment and Selection policy are to ensure:
It is easier to go down a hillthan up, but the viewIs best from the top.Arnold Bennet
Initial screening
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
Passed
Passed
Passed
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
SELECTION POLICY
Proposed Recruitment And Selection Policy
Revocation of an offer:
Inaccurate
information
Non-eligible to
work
False or unsatisfac
tory
Does not accept until
deadline
Notified formally
Proposed Recruitment And Selection Policy
Forces Affecting Recruitment and selection policy
EXTERNAL FORCES
•Supply & Demand •Unemployment rate •Labour Market •Sons of soils •Political - Social Image
INTERNAL FORCES •Size of the firm •Cost Growth & Expansio
Its better not to select then selecting a bad candidate
OVERVIEWRecruitme
nt&
SelectionPolicy
RECRUITMENT
RecruitmentGoals
Attract the Qualified ApplicantsEncourage
Unqualified Applicants to self select themselves
out
Recruitment(2 way process)
Organization is looking for a
Qualified ApplicantsApplicants are also
looking for the Opportunities
Strategic Recruitment
Decisions
Internal Recruitment
Sources
Organizational Data
BaseJob Posting Promotions
& TransfersEmployee Focused
Employee Referrals
Re-recruit Former
Employee
External Recruitment
Sources
Colleges & Universities
Professional Organizatio
nsEmployee Leasing
Unsolicited Applications
Media Sources & Job Fairs
Placement Agencies
Internet Recruitment
SourcesJob Boards Employer
Web Sites
Recruiting Evaluation
Quantity of Applicants
Quality of Applicants Yield Ratio
Image of the
CompanyAttractiveness of Job
Internal Org. Policy
Recruitment Cost
Constraints on Recruiting
SELECTION
Basic Selection Criteria
Formal Education
Experience and Past
PerformancePhysical
Characteristics KSAPersonality
Characteristics
Other Characteristics
Selection process
• Initial Screening• Completed Application• Employment Test• Comprehensive
Interview• Conditional Job Offer• Background
Examination• Medical or Physical
Examination• Permanent Job Offer
Selection Methods
Testing Gathering informatio
nInterviews
TestingCognitive
Ability TestPersonality
TestPhysical
Ability TestIntegrity
Test Drug Test Work Sample Test
Information Gathering
Application Forms Resumes Biographica
l DataReference Checking
Defamation of
CharacterNegligent
Hiring
Interviews StructuredUnstructur
ed
Situational
Behavioral
Common Interviewing
Mistakes
Snap Judgments Halo Effect Horn Effect
NegativeEmphasis Cultural Noise Biases
Budgeting Regular vs. Flexible
Organizational vs.
OutsourcingInternal vs.
External
Management Quality Circle
RECRUITMENT
“If an HR person is trying to choose people for an organization, knowing their values is very important-if they are not consistent with the organization’s values they are not likely to stay very long.”
Professor, Roger Collins.
THOUGHT OF THE DAY
Questions?
Thank You