Additional Slides on Recruitment &

Selection

Kamrul Hassan
HRM 301
Section 1 & 2
Copyright 2004 Pearson Education

101

Steps in the Recruitment and

Selection (staffing) Process

Copyright 2004 Pearson Education

FIGURE 102

102

Job Analysis
Questionnaire for
Developing Job
Descriptions
A form used by managers
to determine the duties
and functions of a job
through a series of
questions that employees
answer.

Copyright 2004 Pearson Education

Source: www.hrnext.com (accessed in July 28,2001)

FIGURE 104

103

Job Description
Developed from information collected in the job
analysis
Most contain sections that cover:
Job identification
Job summary
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions
Job specification (the human requirements of the job)
Copyright 2004 Pearson Education

104

Job Specification
A list of the skills and aptitudes sought in people
hired for the job
Identification of these skills and aptitudes are
from information collected in the job analysis

Copyright 2004 Pearson Education

105

Personnel Planning
Personnel Planning
The process of determining the organizations future
personnel needs, as well as the methods to be used
to fill those needs

Personnel Replacement Charts

Company records showing present performance and
promotability of inside candidates for the most
important positions

Copyright 2004 Pearson Education

106

Management Personnel
Replacement
Chart

Copyright 2004 Pearson Education

FIGURE 105

107

Employee Recruiting
Recruiting

Attracting a pool of viable job

applicants.

Copyright 2004 Pearson Education

108

Sources of Recruits

Current employees
Advertising
The Internet
Employment agencies

University and College

recruiting
Recruiting for a diverse
workforce

Public
Private

Contingent workers and

temporary help agencies
Executive recruiters
Employee referrals
Walk-ins

Copyright 2004 Pearson Education

109

Testing for Employee Selection

Uses of Tests
Many legal and ethical constraints
Tests must have
Reliability

(repeatability of test results)

Validity (measures what it purports to measure)

Copyright 2004 Pearson Education

1010

Testing for Employee Selection (contd)

Types of Tests
Intelligence
Mechanical comprehension
Personality and interests
Ability/achievement (current capabilities/knowledge)
Aptitude (performance potential)

Assessment centres
Video assessment

Copyright 2004 Pearson Education

1011

Conducting Effective Interviews

Plan the interview
Structure the interview
Establish rapport
Ask questions
Delay your decision
Close the interview

Copyright 2004 Pearson Education

1012

Guidelines for Interviewees

Prepare
Make a good first impression
Uncover the interviewers real needs
Relate your answers to the interviewers needs
Think before answering
Watch your nonverbal behavior

Copyright 2004 Pearson Education

1013

Other Selection Techniques

Background Investigations
Honesty Testing
Health Exams

Copyright 2004 Pearson Education

1014