Beruflich Dokumente
Kultur Dokumente
SELECTION
Presented by Group 3 Members
Introduction
Recruitment and Selection is an important exercise that
requires adequate planning and careful considerations before
being undertaken.
The overall aim is to obtain at minimum cost the number and
quality of employees.
Amstrong (Amstrong, 2006), identifies three stages of
recruitment and selection:
1. Defining Requirements – preparing job descriptions and specifications;
deciding terms and conditions of employment;
2. Attracting Candidates – reviewing and evaluating alternative sources of
applicants, inside and outside the company, advertising, using agencies and
consultants;
3. Selecting Candidates – sifting applications, interviewing, testing, assessing
candidates, assessment centers, offering employment, obtaining references;
preparing contracts of employment.
Outline
The following areas will be covered
in this presentation:
Definitions – Moses (Plus introduction)
Recruitment Methods - Moses
Evaluation of Recruitment – Enoch/Joshua
Validation of Selection – Ian
Steps in Selection - Francis
The Selection Decision - Francis
Employee Induction - Emmy
Definitions
Recruitment
The process of attracting individuals on a timely basis, in sufficient
numbers, with appropriate qualifications, to apply for jobs within an
organization. (Mondy, 2008)
Selection
The process by which a firm uses specific instruments to choose from a
pool of applicants, a person or persons most likely to succeed in the
job(s), given management goals and legal requirements (Armstrong,
2006). OR
The process of choosing from a group of applicants the individual best
suited for a particular position and for the organization (Mondy, 2008)
Recruitment is the process of finding and engaging the people
the organization needs, while Selection is that part of the
recruitment process concerned with deciding which applicants
or candidates should be appointed to jobs (Armstrong, 2014).
Methods of Recruitment
Refers to the means by which an organization uses to
reach potential job seekers
There is a distinction between Sources and Methods of
recruitment:
Methods – means of establishing links with prospective candidates
Sources – locations where prospective employees are available
Dunn and Stephen have classified methods of recruitment
into three categories:
1) Direct;
2) Indirect;
3) Third Party.
Direct Method
The representatives of an organization establish contacts with
educational and training institution in order to get potential
candidates for recruitment.
The representatives work in cooperation with placement
bureaus of educational institutions or contact professors
directly to gather information about students with outstanding
academic records.
Other direct methods include:
Conventions;
Seminars;
Setting up exhibits at fairs;
Using mobile office to go to the centers.
This method is low-cost and attracts numerous applicants at a
short period of time.
Indirect Method
Mainly uses advertisements in various platforms to
reach prospective candidates: newspapers,
magazines, various professional journals, on the
radio and television and various notice-boards
Advertisement should be brief, catchy and
comprehensive to make the potential candidate
interested in the vacancy.
The method is suitable when there are no suitable
candidates to be promoted within the company; the
organization is aiming at reaching out a vast territory;
or a very specific specialist is needed. (Sarma 2008,
90-91.)
Third Party
These include the use of private employment
agencies, management consultants, professional
bodies / associations, employee referral /
recommendations, voluntary organizations, trade
unions, data banks, labor contractors etc.