Copyright 2005 Talent Connections. All Rights Reserved. RECRUITMENT AND SELECTION CHAPTER 4.

Copyright 2005 Talent Connections. All Rights Reserved.

RECRUITMENT AND SELECTION

CHAPTER 4


RECRUITMENT AND SELECTION

RECRUITMENTActivity concerned with searching and

attracting qualified applicants for positions that are vacant or will be vacant.

Logical step to follow approved HR plan

OBJECTIVE:Provide a group of

qualified candidates for selection.


Factors Affecting Recruitment

1. Size of the organization

2. Community employment condition

3. Effective past recruitment

4. Working condition, salary and benefit packages

5. Growth of the organization


PROCESS OF RECRUITMENT

1. Preparation of HR plan2. Keeping contact with

recruitment sources3. Manager notifies HR

department about a job opening that needs to be filled;


PROCESS OF RECRUITMENT

4. The recruitment officer and the manager review the JD and JS of the job to be filled;5. Internal sources are checked;6. External sources are contacted;7. Candidates are selected8. Evaluation of the effectiveness of the recruitment efforts


SOURCES OF RECRUITMENT

1. Internal1. Present employees2. Friends of employees3. Former employees

2. External1. Advertising2. Employment agencies3. Campus recruitment4. Executive search5. Professional organizations6. Walk-in applicant7. Electronic recruitment


SELECTION

SELECTIONThe process of choosing

individuals from a pool of applicants who are most likely to achieve the goals of the jobs that may be assigned to them.


SELECTION PROCESS

1. Initial screening2. completion of the

application form3. Employment test4. Comprehensive interview5. Background investigation6. Physical examination7. Job offer8. HIRE (SELECT)


EMPLOYMENT TEST

1. Aptitude tests1) Verbal ability2) Numerical ability3) Perceptual speed test4) Spatial test5) Reasoning test

2. Psychomotor tests3. Job knowledge test4. Proficiency tests5. Interest tests6. Personality tests


• Aptitude test – these are used to measure an applicant’s capacity or potential to learn and perform a job.– Verbal ability test – measuring a person’s

ability to use words in thinking, planning, and communicating

– Numerical ability test – measuring ability to perform the fundamental mathematical operations.

– Perceptual speed test – measure an applicant’s ability to recognize similarities and differences.

– Spatial test – measure ability to visualize objects and determine their relationships.

– Reasoning test- measure ability to analyze facts and make correct judgments based on logic

EMPLOYMENT TEST


2. Psychomotor tests - measure an applicant’s strength, finger dexterity, manual dexterity, wrist-finger speed, and speed of arm movement. 3. Job knowledge test – these are used to measure the knowledge of the applicant regarding the job4. Proficiency tests – measure how well an applicant performs a potion (or sample) of the job.5. Interest tests – shows how interested an applicant is to the job. 6. Personality tests – determine if the personality characteristics of the applicant fit well to the proposed job.

EMPLOYMENT TEST


SELECTING MANAGERS

1. Assessment centers• Is a process in which multiples

raters evaluate applicants or job incumbent on their managerial potential.

2. Panel interview• Interview undertaken by a

panel


QUESTIONS?


Activity & Assign’tAdvertisement lay-out of your position in the

HR department

Employment TestWith answers


THANK YOU!

Copyright 2005 Talent Connections. All Rights Reserved. RECRUITMENT AND SELECTION CHAPTER 4.

Documents

talent connections

process of recruitment

recruitment sources

sources of recruitment

electronic recruitment

verbal ability test

logic employment test

spatial test measure