CHP 3-PART B

RECRUITMENT &
SELECTION
HOW DO ORGANIZATIONS
ATTRACT A QUALITY
WORKFORCE?
RECRUITMENT
 Recruitment
 Activities designed to attract a qualified pool of job
applicants to an organization.
 Steps in the recruitment process:
 Advertisement of a job vacancy.
 Preliminary contact with potential job candidates.
 Initial screening to create a pool of qualified applicants.
RECRUITMENT METHODS

 Recruitment methods:
 External recruitment — candidates are sought from outside
the hiring organization.
 Internal recruitment — candidates are sought from within
the organization.
 Traditional recruitment — candidates receive information
only on most positive organizational features.
 Realistic job previews — candidates receive all pertinent
information.
Steps in recruitment process
Process is interlinked and interdependent with other
activities

Employee planning and work analysis

Deciding on the number of vacancies and selecting a

source

Advertising vacancies

Screening the applicants

Filling vacancies
Sources of recruitment
•Internal and External sources
•Internal source – Selecting suitable candidate from among the
current employees in an organization
•Employee referrals, promotions from within, succession
planning.
Advantages:
•Builds employee morale
•Involves less cost than booking for outside
•Facilitates people to be places in the middle and top level
positions
External source of recruitment

•Walk in/write in
•Advertising
•Private placement agencies
•Government – employment exchanges
•Campus recruitment
•Head hunters
•Military
•Professional associations
 Electronic recruiting

•Recruitment thru internet

•Advantage is wide publicity and a chance for a large
number of applicants to choose
•Best method to be assessed depends upon:
- Cost per hire
- Number of resumes
- Time-lapse between recruitment and placement ratio
- Applicant performance and turnover
 Retention of employees
•Planning ahead
•Clarity in job requirements
•Identify a good source of recruitment
•Screening and interviewing
•Providing challenging work
•Focus on compensation and working conditions
 Initiate recruitment
request

Recruitment Review & approval

by level 5 and
Flow Chart above managers

Intimation to the
Approval No Original
received requester
A Yes

Advertise/
References
Agencies

Screening
Profiles

Eligible
Profiles No
found

Yes

Is written Conduct
Yes
A test Written
required test

No

Yes
Arrange & conduct Qualified/
Interviews Short listed

Yes NO

Intimate to the
Qualified/ No candidate about not
A Short listed short listed/selected

Yes

Final selection

A Selected No

Yes

Send offer
letter
SELECTION
 Selection
 Choosing from a pool of applicants the person or
persons who offer the greatest performance potential.

 Selection Steps
 Completion of a formal application form.
 Interviewing.
 Testing.
 Reference checks.
 Physical examination.
 Final analysis and decision to hire or reject.
STEPS IN THE SELECTION PROCESS
STEPS IN THE SELECTION PROCESS

 Step 1—application forms

 Declares individual to be a job candidate.
 Documents applicant’s personal history and
qualifications.
 Personal résumés may be included.
 Applicants lacking appropriate credentials are
rejected at this step.
STEPS IN THE SELECTION PROCESS

 Step 2—interviews
 Exchange of information between job candidate
and key members of the organization.
 Opportunity for job candidate and organizational
members to learn more about each other.
STEPS IN THE SELECTION PROCESS

 Step 3 — employment tests

 Used to further screen applicants by gathering

additional job-relevant information.

 Common types of employment tests:

 Intelligence
 Aptitude
 Personality
 Interests
STEPS IN THE SELECTION PROCESS

 Criteria for selection devices:

 Reliability
 The selection device is consistent in measurement.
 Validity
 There is a demonstrable relationship between a
person’s score or rating on a selection device and
his/her eventual job performance.
STEPS IN THE SELECTION PROCESS

 Behaviorally-oriented employment tests:

 Assessment center
 Evaluates a person’s performance in simulated work
situations.
 Work sampling
 Evaluates a person’s performance on actual job tasks.
STEPS IN THE SELECTION PROCESS

 Step 4 — reference and background checks

 Inquiries to previous employers, academic

advisors, coworkers and/or acquaintances

regarding applicant’s:
 Qualifications.
 Experience.
 Past work records.
 Can better inform potential employer.
 Can enhance candidate’s credibility.
STEPS IN THE SELECTION PROCESS

 Step 5 — physical examinations

 Ensure applicant’s physical capability to fulfill job
requirements.
 Basis for enrolling applicant in life, health, and
disability insurance programs.
 Drug testing is done at this step.
STEPS IN THE SELECTION PROCESS

 Step 6 — final decision to hire or reject

 Best selection decisions will involve extensive
consultation among multiple parties.
 Selection decision should focus on all aspects of
the candidate’s capacity to perform the
designated job.
SOCIALIZATION & ORIENTATION

 Socialization
 Process of influencing the expectations, behavior,
and attitudes of a new employee in a way
considered desirable by the organization.
 Orientation
 Set of activities designed to familiarize new
employees with their jobs, coworkers, and key
aspects of the organization.
Induction
•Induction is the process that introduces an
employee to the organization
•It is usually the responsibility of the HR
department to conduct induction process
Immediate supervisor might introduce the following
steps:
•Welcomes the newcomer
•Explains the overall objectives of the company and his
role
•Shows the location or place of work
•Hands over the rule book or job descriptions
•Provides details about training and promotional
advancements
•Discusses working conditions
Topics that are usually covered are:
Organizational issues:
•History of that company
•Layout and physical facilities
•Products/services offered
•Overview of the company procedures
•Disciplinary procedures
•Probationary period
Employee benefits
•Pay scales

•Vacations, holidays

•Schedules

•Counseling

•Other benefits

•Training opportunities