Recruitment and selection

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10 golden rules of recruitment
and selection
1.Develop a Recruitment Plan
2.Conduct Research
3.Personalize the Recruitment Process
4.Select and Train the Right People as
Recruiters
5.Build Strong Partnerships
6.Develop an Employee Referral Program
7.Improve the Selection Process
8.Develop an Advertising Plan
9.Develop an Internet Presence
10.Employ Effective Recruitment Strategies
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 Definition
Recruitment can be defined as:
all activities directed towards locating
potential employees
the attraction of applications from suitable
applicants.

The aim of recruitment is to get the best

person suited to the job based on objective
criteria for a particular job

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 Why is recruitment and
selection so important?
Reversing the Erosion of the Public Service Ethic
Personnel has long been perceived (and even
defined) in terms of control, rather than service to
the broader organization
Civic Culture and Tradition
Sound recruitment and
selection practices also
depend on complementary
HRM systems

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 Why is recruitment and
selection so important?

Costs of mistakes:
engaging incompetent,
underqualified,
unmotivated employees; Element of PR
employing another strategy
person requires repeating
the process and
generates costs
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 Rules of recrutiment and
selection
Commonality
Openess
Competitiveness
Legality
Non-discrimination
Constancy of criteria
Neutrality
Objectivism
Transparency
Personal data security
Acting without delay

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 Employer recruitment
Elements influencing effectiveness of
recruitment:
The breadth and quality of the process
The size of the labour pool and the location of
jobs
Offered pay and benefits
Job quality and requirements of the position

Organizational image

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 Applicants perspective
Avoiding cold, unthoughtful and dilatory
treatment:
Timing to minimize anxiety
Feedback to optimize scarce job search
resources
Information that makes distinctions
Enthusiastic, informative, and credible
representatives

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 Planning and approval

1. Taking review of the need for the position to take

into account the following:
strategic and operational plans for the
organization
funding
current staffing structure
targets for diverse staffing profiles across all
levels;
current staffing and skill levels;
anticipations in terms of new positions,
restructured positions, eliminated positions
how the needs for the position might best be met
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 Planning and approval

2. Labour market survey:

trends in terms of
availability, salaries,
education levels

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 Position
announcement

Title and agency affiliation

Salary range
Description of duties and responsibilities
Minimum qualifications
Special conditions
Application procedures
Equal opportunity employment
Classification
Career potential
Special benefits
Time and place of applications 11
 Capabilities
Technical skills knowledge and abilities connected with
particular job position
policy development and analysis,
improved systems for monitoring and evaluation and
systems to improve financial management;
planning,
budgeting
reporting.
Other criteria:
Diversity and broad representation of minority and
protected class
PSM

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 Analysis: Candidates

Who is the ideal candidate for the agency?

What has attracted qualified candidates to the
agency?
How did those qualified candidates learn about
openings?
Why is the pool of qualified candidates shrinking?
What is the value system of the new generation
and how can the agency package itself to show
potential candidates that the agency has what
they desire?

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 Recruitment strategies
Job posting
Electronic posting
Personal contact recruitment
Recruitment by mail
Head-hunting
Noncompetive recruitment
Develop a recruiting DVD

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 Recruitment strategies:
Partnerships
University/college/ Student Interns
high school
communications,
art and computer
science programs

Professional
Other city production
departments or companies and
agencies to advertising
advertise agencies

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 Analysis: recruitment strategies

What has worked or not worked in terms of recruitment

strategies and advertising in the past?
Are signing bonuses or other incentives important?
How can current employees be ambassadors for the agency
and help recruit qualified candidates?
What recruitment materials does the agency already have
and how current are they?
Does the agency have a recruitment website and how many
hits is it generating?
Has the agency used paid advertisement in the past and, if
so, what value did it ad to the recruitment process?
What strategies is the agency using to attract the interest
of grade school up to high school students?

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 Selection criteria
Electoral popularity policy-making jobs
Patronage designating officials or employees
without a requirement for a formalized application
process
Merit based-system using processes that
analyze job competencies and require open
applicaton procedures
Seniority internal candidates; provides sense
loyalty
Representativeness minorities should get
positions in areas of underrepresentation

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 Selection criteria
Selection criteria should be expressed in terms of:
Essential requirements that are critical to
successful performance in the position without
which a person could not be appointed; and
Desirable requirements that would enable
the person to perform at a higher level in the
position, but without which the person could still
be appointed.
The total number of essential and
desirable criteria shall not exceed
10.

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 Selection criteria
Selection criteria shall:
be written in simple and clear language;
be specific and not overlapping or repetitive;
be based on the real requirements of the position;
not be excessive in number (i.e. not more than 10 in
total)
not discriminate unlawfully either directly or
indirectly against applicants
not favour either internal or external applicants; and
be consistent with the classification standards of the
position.

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 Screening

Discriminating among the qualified and

the unqualified

Identifying most highly qualified

candidates

Screening particular candidates;

results in offering position to the best
candidate

Confirming the qualifications and ability

of the chosen candidate; it may include
the first period of employment 20
 Principles of the screening
A fair set of screening criteria
The criteria must be in line with the job content and
appointment as well as advertised requirements
Applicants should be clear on the criteria that apply
The criteria should apply to all applicants in a
consistent manner
Any waivers should be fully motivated and approved
Declarations should be made of whether any
candidate is related to or friends of an official in the
component where the vacancy exists
The various activities of the screening process should
be documented and put on record

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Initial reviewing and testing
Education and experience
evaluations
Letters of recommendation
Self-assessment
General aptitude and
trait test
Performance test for
specific jobs

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Reducing the pool: interview

1. Plan how it should proceed: persons, place,

roles
2. Prepare list of written questions asked of all
candidates
3. Use a work sample as part of the process
Critique or evaluate sth
Solve a problem
Deliver oral presentation, etc

4. Explain basic facts about the position

5. Use the job description and advertisement
guides to ensure that the focus is on essential
job functions
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Reducing the pool: interview
6. Set up interviews in private
job-settings where distractions
are unlikely
7. Concentrate on listening to
applicants answers and take
notes during the interview
8. Be careful that no oral commitments or suggestions
about employment prospects are made
9. Complete your evaluation notes when impressions
are fresh

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Reducing the pool: interview
Subjects to Avoid
Marital status
Children and other dependants
Religion
Politics
Ethnic origins

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 Final selection

1.Keep a list of all applicants considered for final

selection.
2.Identify fair selection criteria for the final selection
phase.
3.Ensure that the criteria are in line with the
advertised requirements as well as the job
content.
4.Ensure that each selection committee member is
provided with all the relevant information
pertaining to each short-listed applicant.

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 Final selection

5.Ensure that the interviews are conducted in a fair

and effective manner and that each candidate is
weighed comprehensively against the
requirements as advertised.
6.Ensure that a comprehensive motivation is
compiled in respect of all the applicants
interviewed.
7.Ensure that all applicants are informed about the
outcome of the final selection phase.
8.Ensure that all relevant information is put on
record.

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 Closing selection
Closing selection
1. Phone call and further clarification
2. Letter of intent
3. Completing employment forms
4. Protocols may be available for intetested
individuals
5. Number of candidates
6. Names, surenames and adresses of 5 top
candidates
7. Recruitment and selection criteria
8. Justification of the decision

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 Trends in recruitment and
selection
Procedural Changes:
Eliminating arbitrary rules and regulations that
restrict the choices of hiring managers and
supervisors
Adopting flexible and appealing hiring procedures.
Screening applicants quickly
Validating entry requirements and examinations.
Instituting worker-friendly personnel policies,
Creating more flexible job descriptions.

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 Trends in recruitment and
selection
Improvements to the Recruitment and
Selection Process:
The decentralization movement "New Public
Management" is known in many quarters as
devolution, often characterized by the
decentralization of HR responsibility.
Aggressive outreach efforts
Current employees as recruiters

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 Trends in recruitment and
selection
Use of Technology:
Many scholars believe that technology will be the
most notable HRM trend of the next few decades
Many large public organizations use computer
bulletin boards and electronic mail to improve
recruitment process
Managers can have online access to applicants'
test scores, qualifications and contact information
Software programs: to administer online
examinations, track applicants, match resumes
with skill sets, expedite background checks, and
shepherd job candidates through a paperless
staffing process
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