RECRUITMENT & SELECTION

Kanwal Azad (BM 25206) Mirza Fahad Baig Razi Hussain

What is RECRUITMENT?

Searching for, and obtaining, potential job candidates in sufficient numbers and quality, and at the right cost, for the organisation to select the most appropriate people to fill its jobs.

Purposes

Increase size of applicant pool at minimum cost Identify & prepare potential job applicants Decrease early turnover of new hires Increase individual/organisational effectiveness

A Simplified Model of the Recruitment Process

Recruitment planning

Estimated no. of contacts needed

Job specifications

Recruitment strategy development choosing reqd. applicant qualifications choosing recruitment sources and communication channels choosing the message : realism vs flypaper

Recruitment Activities Job posting Ads Other recruitment sources Follow up actions Record keeping

Screening / Selecting employees

Recruitment Evaluation No. of jobs filled ? Jobs filled in timely? Cost per job filled ?

Recruitment
Internal

External

Job Postings Newsletters Succession Planning eg. promotion

Advertising Employment Agencies Private agencies Head hunters Campus Referrals / Word of Mouth / Unsolicited Applications Internet

Advantages of Internal Recruiting

Better assessment of (KSA) Lower cost Motivator for good performance Hire at entry-level only Familiarity with organisation Improved morale and security Can identify long-term interests

Disadvantages of Internal Recruiting

Inability to find appropriate people Morale problems Political in-fighting Need for strong T&D programs

Advantages of External Recruiting

Introduces new ideas and knowledge Reduced need for training

Disadvantages of External Recruiting

Problems of fit Morale problems for internals Adjustment period Relocation costs Decreased incentive value of promotions

Recruitment Evaluation

Measuring past recruitment can help predict:

Timeliness of recruitment Budget needed Methods that yield greatest number of best quality candidates Assess performance of recruiters

What is SELECTION?
Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short and long term interests of the individual and the organisation.

Steps in Selection Process

Screening of applications Tests Interviews Reference Checks Medical Examination

Tests

TESTS
Aptitude Mental Mechanical Achievement Job knowledge Work sample Personality Objective Projective Situational

Types of Interviews

Unstructured Structured / Patterned Panel Group Behavioral (BDI) Situational (SI)

Problems with Selection Interviews

The selection interview is a subjective process and prone to: unfairness initial impressions memory capacity of interviewers

Staffing System Components

Applicant (Person) Organization (Job)

Recruitment (identification & attraction)

Selection (assessment & evaluation) Employment (decision making & final match)

ORIENTATION or INDUCTION

a planned introduction of employees to their jobs, coworkers and the organisation

WHY INDUCTION

Reduce the cost and inconvenience of early leavers Increase commitment Socialization Accelerate progress up the learning curve

PLACEMENT

The assignment or allocation of people to jobs in the organization

2 ways Placement can happen

Match 1 looking for an individual for a specific job Match 2 looking for a job to match an individual

Thank You