Recruitment and selection

Recruitment and Selection

Staffing Management • Myrna L. Gusdorf, MBA, SPHR • 2008

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In the Name of ALLAH, the Beneficent, the Merciful

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JOB ANNOUNCEMENT

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Applicants

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SHORTLISING

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SCREEING/TESTING

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INTERVIEW SESSION

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SELECTION

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Right Person for Right Job

SELECTION for Best Option

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The Recruitment Process

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The Recruitment & Selection Process

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Let’s Fill it out that Provided Questionnaire

Please, Keep it with you; at the end you have to

fill it out and do return it to me.

Best Regards12

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Learning Objectives> What is Recruitment, Selection &

Appointment ?> What Factors are Affecting

Recruitment & Selection ?> What is Effective Recruitment &

Selection ?> What are the Stages in Recruitment

& Selection ?> What is difficult in the Process of

Recruitment & Selection ?

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Recruitment, Selection & Appointment

• RECRUITMENT> The process by which applicants are

encouraged to apply for employment to college or School.

• SELECTION> The process through which the best

person for the particular post is chosen and offered employment.

• APPOINTTMENT> It is the final agreement process in which

employer and employee commit themselves to the contract of employment.

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Factors Affecting Recruitment

• External Authority;Leaders and Managers at individual context level may be considerably constrained by the fact that staff are nominated to their organization.

• Market Situation;

Economic Climate, Areas of employment, Population &

Demographic Situation & Number of Entrants into Profession.

• Legislation;Management of recruitment and selection has to be carried out within the framework of the relevant legislation.

• Local Condition;Institutional level in local reputation; expansion or contraction, Cost and availability and Accessibility of institution.

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Factors Affecting Selection Management

• Quality of Applicants;Selector can only make a choice from those who actually apply and it is the stage the care taken in job description will pay dividend.

• Quality of Selectors;Leaders and Managers could consider the Middle Managers and could be dependant on their expertise.

• Fallibility of Selectors;Judgment, Insisting on Personal Stereotype, Comparing Candidates and Preferring a Candidate.

• Micro Political Factor;A choice for the actually important one of agreeing that an accurate choice had been made.

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Effective Recruitment ???

Purpose of StrategyEqual Opportunity CommitmentApplicant must be kept informedCommitment about the use of

dataStatement about approach to

assessmentCommitment to Confidentiality

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EFFECTIVE MANAGEMENT OF SELECTION

• Personnel;Who will be involved- and the extent and nature of that involvement ?

• Criteria;Against which standards will candidates be assessed?

• Weight ;What should be the relative importance of the criteria?

• Instruments for Assessment;How will the candidates’ performance be assessed ?

• Matching;Making a decision on which person is the best suited to the post.

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What are the Stages in Recruitment & Selection ?

• The need to know about the job to be filled

• The need to know the type of person and qualities required to perform the job effectively

• The need to know the likely means of best attracting a range of suitable candidates

• Training for those who selected• Monitoring the Effectiveness

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Internal Recruitment

• Job Posting: The process of announcing job openings to employees.> Job information must be made available to all

employees.> Ensure minority workers and disadvantaged

individuals are aware of job opportunities.> Employee cynicism occurs when there is not

“equal” opportunity for open positions.• Employee Referrals:

> Some believe this is the route to the best employees.

> Can perpetuate discriminatory hiring practices.

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External Recruitment

• Employment agencies.• Executive search firms.• In-house recruiters.

• Local advertising:> Newspaper.> Multimedia.

• Internships.• Job fairs.

• College recruiting.

• Walk-in candidates.

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Internet Recruiting

• Advantages:> Inexpensive.> Quick and easy to post announcement.> Responses arrive faster and in greater quantity.> Will generate a wider range of applicants.> Applicants can be screened by computer.> Some selection tests can be administered by

computer.> Automated applicant tracking.

• Disadvantages:> Ease of submission will result in a lot of applicants,

many whom are not qualified.> May take more HR time to sort through the greater

quantity of applicants.

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Recruitment for Diversity

• An ethnically diverse workforce enhances creativity and may facilitate expansion into global markets.

• Recruiting must generate applicants from a wide variety of individuals.

• Train recruiters to use objective standards.

• Include pictures of minority and disabled employees on recruitment flyers.

• Make sure ads and interviews are bi-lingual.

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Evaluating the Recruitment and Selection Process

• Cost:> Did you stay within your recruitment

budget?• Time:

> How long did it take you to fill the position?

• Quality:> Were your applicants well qualified for

the job?• Longevity:

> What about turnover? Do your new hires stay for the long term?

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CONGRATULATIONS!

You have a new employee!