Recruitment & Selection. BUSINESS OBJECTIVES HR PLANNING Job Analysis Job DescriptionJob Specification RECRUITMENT.

Recruitment &

Selection

Recruitment &

Selection

BUSINESS OBJECTIVES

HR PLANNING

Job Analysis

Job Description Job Specification

RECRUITMENT

The process of generating a pool of qualified candidates for a particular job

Or

The process of discovering potential candidates

RecruitmentRecruitment

• Attract the qualified applicants

• Encourage Unqualified applicants to self-select themselves out

Recruitment GoalsRecruitment Goals

Recruitment is a Two way streetRecruitment is a Two way street

Organization is

looking

for a qualified

applicants

Applicants are looking forthe potential emplacement opportunities

Recruitment

RecruitingRecruitingSource Choices:Source Choices:

Internal vs. Internal vs. ExternalExternal

RecruitingRecruitingSource Choices:Source Choices:

Internal vs. Internal vs. ExternalExternal

Organizational-Organizational-Based vs. Based vs.

OutsourcingOutsourcing

Organizational-Organizational-Based vs. Based vs.

OutsourcingOutsourcing

Regular vs. Regular vs. Flexible StaffingFlexible Staffing

Regular vs. Regular vs. Flexible StaffingFlexible Staffing

StrategicStrategicRecruitingRecruiting

StrategicStrategicRecruitingRecruiting

Strategic Recruiting DecisionsStrategic Recruiting Decisions

BudgetingBudgetingBudgetingBudgeting

Sources of RecruitmentSources of Recruitment

Internal SourcesInternal Sources

Promotions andPromotions and TransfersTransfers

Re-recruiting former Re-recruiting former EmployeesEmployees

& Applicants & Applicants Organizational Organizational

Data baseData base

Job PostingJob PostingInternal Internal

Recruiting Recruiting SourcesSources

Employee Employee focusedfocused

Employee Employee ReferralsReferrals

Advantages Disadvantages

1. Employee & Employer relation

2. Build moral3. Cheaper4. Know your candidate

better

5. Already Socialization

1. Miss Good outside Talent

2. No New Ideas3. Need for more

trainings for enhancing Skills & Technology

Internal SourcesInternal Sources

Employee LeasingEmployee Leasing

Placement AgenciesPlacement Agencies Schools colleges &Schools colleges &universitiesuniversities

Professional Professional organizationsorganizations

External External Recruiting Recruiting SourcesSources

Media SourcesMedia Sourcesand Job Fairsand Job Fairs

Unsolicited Unsolicited ApplicationsApplications

External RecruitingExternal Recruiting

Advantages Disadvantages1. New Ideas2. Spark3. Can handle rapid

Growth4. Get people with

updated Knowledge, education and training

5. Shakeup the organization

1. Expensive2. Time consuming3. Hiring Mistake4. Reduce promotion

Opportunities

External RecruitingExternal Recruiting

Job BoardsJob BoardsJob BoardsJob Boards

Employer Web SitesEmployer Web SitesEmployer Web SitesEmployer Web Sites

Internet Internet RecruitingRecruitingMethodsMethods

Internet Internet RecruitingRecruitingMethodsMethods

Internet Recruiting MethodsInternet Recruiting Methods

Advantages Disadvantages

1. Cost savings

2. Time savings

3. Expanded pool of applicants

1. More unqualified applicants

2. Additional work for HR staff members

3. Many applicants are not seriously seeking employment

4. Access limited or unavailable to some

applicants

Internet Recruiting MethodsInternet Recruiting Methods

• Quantity of applicants– `As the goal of a good recruitment program is to generate a large

pool of applicants from which to choose, quantity is a natural place to begin evaluation

• Quality of applicants– In addition to quantity, the issue arises as to whether or not the

qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specification and do they perform the jobs well after hire?

• Yield ratios– A comparison of the number of applicants at one stage of the

recruiting process to the number at the next stage.

Recruiting EvaluationRecruiting Evaluation

Constraints on Recruitment

• Image of the company

• Attractiveness of Job

• Internal Organizational Policy

• Recruitment Cost

Job Description

BUSINESS OBJECTIVES

HR PLANNING

Job Analysis

Job Specification

RECRUITMENT

SELECTION

• The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job

• Selection is the process of choosing qualified individuals who are available to fill the positions in organization

• Effective selection benefits to an organization– It can improve the effectiveness of other human

resource practices and prevent numerous problems. – For example; motivated employees who fit with the

organizational culture can reduce disciplinary problems and diminish costs associated with replacing employees who quit.

SelectionSelection

• Education

• Competencies

• Experiences

• Knowledge, Skills, Abilities

• Personality, Interest, performance

• Other characteristic essentials to job performance

Basic Selection CriteriaBasic Selection Criteria

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 encountere

d

Unfit to do essential

elements of job

The Selection Process

• Warning sign that may require further investigation.– The gaps in employment– Vague answers– Vague reasons for leaving jobs– Lack of employment history– Inconsistence in salary history– When all employer listed out of business

RED FLAGRED FLAG

• Stereotyping• Halo Effect and Horn Effect• Contrast Effect• Pressure to hire• Non-Verbal Expressions

Common Interviewing MistakesCommon Interviewing Mistakes