Recruitment & Selection

RECRUITMENT & SELECTION

BY

DR JANEFRANCIS I. DURU

B.A, MPA, PhD, MNIM, ACIPM,MNITAD

[email protected]

0803 3210968

Course Objectives

By the end of this session, participants will be able to:

• Define the terms recruitment & selection and explain the link between them.

• List and discuss the two major sources of recruitment.

• Explain the recruitment & selection processes.

RECRUITMENT & SELECTION

• Recruitment & selection are two major stages in the organisation entry path, with recruitment being the first stage and selection the second.

Organizational Entry Path

Recruitment Selection On Boarding

RECRUITMENT & SELECTION

Recruitment & selection aim at:

• getting the right person,

• in the right place

• at the right time.

What is Recruitment?

• Recruitment is the process of identifying the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation.

What is Recruitment? (contd)• “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the organisation”

Edwin Flippo

• It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

Purpose of Recruitment

The purpose of recruitment are to:

• Attract and encourage more and more candidates to apply in the organisation.

• Create a talent pool of candidates to enable the selection of best candidates for the organisation.

Recruitment Needs

There are three types of recruitment needs:

• Planned

• Anticipated

• Unexpected

Recruitment Needs (contd)

• Planned - needs arising from changes in organization and retirement policy.

• Anticipated - are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

• Unexpected - Resignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment Process

Is a systematic process of sourcing for candidates for employment, short listing and conducting interviews to ensure selection of appropriate person/persons.

Recruitment Process (contd)

Recruitment Process (contd)

There are seven steps in recruitment, these are:1. Identify vacancy2. Prepare job description and person

specification3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews7. Conducting interview and decision making

Sources of Recruitment

Candidates for recruitment can be sourced from two sources:

• Internal sources

• External sources

Internal Sources of Recruitment

• Transfers• Promotions• Upgrading• Demotions• Retired employees• Retrenched employees• Dependents & relatives of deceased

employees

External Sources of Recruitment

• Press advertisements• Educational Institutes• Placement agencies/outsourcing• Employment exchanges• Labour contractors• Unsolicited applicants• Employee referrals• Recruitment at factory gate

Benefits of Effective Recruitment

Effective recruitment leads to actualization of the goals of an organization through the following:

• Delivering returns on investment.• Increased productivity of staff as they have the

necessary competencies to perform in their given roles.

• Good brand image due to good products & services rendered.

Benefits of Effective Recruitment (contd)

• It leads to growth in organizational performance due to high productivity of staff.

• Improved motivation of staff.• Reduced error rate and optimal performance. • Company gains high competitive advantage

because of specialized skills and competencies possessed by employees.

What is Selection?

• Is the process of choosing from applicants the most suitable candidate to fill a position.

• It involves identifying candidates who met key requirements through a battery of tests and purposeful interview and selecting the best.

Selection Process

Selection Tests

There are three types of selection tests, namely:

• Personality Tests

• Proficiency Tests

• Cognitive Abilities Tests

Personality Tests

• These tests are used to uncover the personal characteristics of applicants, and assessing their relationship with the performance of a specified job.

• Personality traits that can be appraised are emotional stability, motivational system, openness to experience, conscientiousness, gregariousness, amiability and introversion.

Types of Personality Test

• Personality Attribute Inventory

• Cross-Cultural Adaptability Inventory

• Personality Adjective Checklist

Proficiency Tests

Proficiency tests also known as achievement tests, are used for measuring an applicant’s knowledge or skills, in relationship with the ones needed for a particular job.

Types of Proficiency Tests

• Knowledge Tests

• Work Sample Tests

Cognitive Abilities Tests

These are assessment tools used for measurement of intelligence and aptitude of applicants. They are the most widely accepted selection tests used in industries.

Types of Cognitive Abilities Tests

• General Intelligence Test.

• Aptitude Test.

Selection Interview

Selection interview also known as job Interview is a forum that provides valuable opportunity for exchange of information, which will enable both parties involved to make a decision : to offer or not to offer a job; to accept or not to accept the offer.

Purpose & Importance of Selection Interview

• The purpose of job interview is to obtain & assess information about candidates.

• Interview:- Are opportunities for interviewers to ask probing questions, describe the job and the organization in more detail.

-It enables candidates to ask questions and clear grey areas.

-It gives both parties a close up opportunity to do a psychological assessment of each other .

Types of Interviews

• Individual Interview

• Panel Interview

• Selection Board

• Assessment Center

Interviewing Approaches

• Biographical Based Interview

• Structured Situational Based Interview

• Structured Behavioural Competency Based Interview

• Structured Psychometric Interview

Biographical Based Interview

This either starts at the beginning (education) and sequences to the end (current job or last job or most recent education), or proceeds in the opposite direction.

Structured Situational Based Interview

This involves asking candidates how they would handle a hypothetical situation that resembles one that they may encounter on the job. May not reflect reality.

Structured Behavioural Competency Based Interview

This involves asking candidates to describe how they dealt with particular situations in the past.

Structured Psychometric Interview

Involves asking candidates entirely predetermined questions with responses coded so that results can be analysed and compared to obtain consistency between different interviews and interviewers. No scope to follow through questions.

Reference Check

• This is a process of verifying the information given by applicants.

• Records of qualifications, employment and achievement provided by applicants on a resume, the application form and during interview would be investigated, in order to confirm rightness.

Medical Examination

• This is used for assessing how well applicants satisfy the physical requirements of specific jobs.

• It is examination is useful in identifying people who would be able to perform the physically demanding aspects of a job, and those whose conditions are too adverse for employment in certain capacities.

Offer of Employment

This is the last stage of selection process, and can only be done after decision must have been concluded based on applicant’s performance in the selection process.

Group Work 1

• Recruitment & Selection at TESCO ( to be given)

Questions1. Define the terms recruitment and selection. How do

these processes enable anorganisation like Tesco to get the right people to fill its posts?

2. What needs necessaites recruitment at TESCO? 3. What is talent planning and what is it used for at

TESCO? 04. Evaluate the benefits for Tesco of using both interviews

and assessment centres in the selection process.

Group Work 2

Discuss the best interview you ever attended and recommend learning points from the experience to your colleagues.

Thank You